Fixed-term contracts, overtime, maternity leave, dismissal for serious misconduct… Clear answers directly drawn from Luxembourg's Labour Code — organised by topic, up to date, available in 4 languages.
In Luxembourg, every employment relationship must comply with precise rules on hiring and employee information. Permanent (CDI), fixed-term (CDD), part-time, temporary, apprenticeship or CAE contracts: each type follows its own conditions and mandatory clauses. This section also covers the formalities required with the ITM and CCSS, the rights of interns and young workers, and the rules governing telework, including in a cross-border context.
In Luxembourg, statutory working time is set at 8 hours per day and 40 hours per week. Overtime and working time arrangements are strictly governed by the Labour Code. This section details the rules on overtime and compensation, supplements for night work, Sundays and public holidays, mandatory rest periods, the Work Organisation Plan (POT), the time savings account, and specific provisions for night workers, pregnant women and young workers.
In Luxembourg, remuneration is governed in particular by the Social Minimum Wage (SSM) and the automatic wage indexation mechanism. Employers must comply with precise obligations regarding payslips, wage payments and equal pay between women and men. This section also covers employer social contributions, benefits in kind and their tax and social treatment, bonuses and premiums, and legally authorised salary deductions.
Employees in Luxembourg are entitled to a minimum of 26 working days of paid annual leave, to which are added public holidays and several specific types of leave provided by law: extraordinary leave, parental leave, family leave and individual training leave. This section also addresses sick leave: notification obligations, salary maintenance, medical monitoring and protection against dismissal.
Luxembourg employers are required to assess occupational risks, implement the necessary prevention measures and prevent all forms of harassment. They must also comply with occupational health obligations, including affiliation to an occupational health service and organising the medical examinations required by law. In the event of a work accident or occupational disease, specific procedures apply. This section also covers the protection of pregnant women, the prevention of psychosocial risks, workplace monitoring and professional reclassification after incapacity.
Amendments to the essential elements of an employment contract are strictly regulated and may require compliance with a specific procedure. This section also presents the rules applicable to internal transfers, business transfers, the posting of workers within the European Union, and situations involving cross-border workers, particularly regarding cross-border telework. It also covers the obligations of the user company in cases of staff secondment and reasonable accommodation measures for workers with disabilities.
Termination of an employment contract in Luxembourg is subject to strict formalities, particularly regarding notification, the grounds for dismissal and compliance with notice periods applicable based on length of service. Any dismissal must be based on a valid reason, failing which it may be deemed unfair. This section also covers resignation, mutual agreement termination, severance pay, and the specific protections granted to certain categories of employees, in particular in cases of pregnancy, illness or the holding of a staff representative mandate.
Luxembourg law prohibits any discrimination based in particular on sex, origin, age, religion or belief, disability or sexual orientation, and guarantees the principle of equal treatment. Staff representatives are elected and hold specific prerogatives. This section also covers collective agreements, trade union rights, whistleblower protection, harassment reporting procedures, and employer obligations regarding non-discrimination and equality.
Some HR issues do not belong to a single stage of the employment relationship. This section brings together essential cross-cutting topics such as GDPR compliance in employee data management, continuing professional training, recruitment subsidies offered by the ADEM, the civil liability of the employer, and other specific obligations likely to have an impact on human resources management in Luxembourg.
Ask it directly to Kymora — instant answer, sourced from Luxembourg's Labour Code.