Hiring & Contracts

Administrative formalities on hiring in Luxembourg: ADEM, CCSS and contract

Hiring an employee in Luxembourg follows a strict three-step administrative process: declaring the vacancy to ADEM before recruiting, providing a written contract no later than the first day of work, then registering with the CCSS within 8 days. Failing to comply with any of these obligations may result in penalties or affect the employee's social security coverage.

Topic: Hiring & Contracts Sources: Art. L. 121-4 · L. 122-2 · L. 541-1 · L. 622-4 · L. 623-3 · Art. CSS-VI-425 · Luxembourg Labour Code Updated: 10 June 2026

Step 1 — Before recruiting: declaring the vacancy to ADEM

Every vacant position in Luxembourg must be declared to the National Employment Agency (ADEM) before the recruitment process begins (Art. L. 622-4, par. 1). This obligation applies to all private-sector employers, with the exception of positions subject to specific statutory admission requirements.

Required information in the declaration

  • the employer's identity;
  • the job description;
  • the required profile (education, qualifications, languages, experience);
  • the working conditions offered (remuneration, hours, location).

Penalties

Offence Fine
First offence €251 to €2,500 (Art. L. 622-4, par. 11)
Repeat offence €251 to €6,250 (Art. L. 623-3)
The prior ADEM declaration is also a prerequisite for certain hiring subsidies, in particular for recruiting older unemployed workers (see section 4).

Step 2 — On the hiring date: mandatory written employment contract

The employment contract must be drawn up in writing and given to the employee no later than the start of employment, in two copies (Art. L. 121-4, par. 1). It may be in paper or electronic form, provided the document's integrity and accessibility are guaranteed.

Mandatory clauses

  • the identity of the parties and the start date;
  • the workplace and nature of the job (duties and tasks);
  • working hours (daily or weekly), normal schedule and overtime arrangements;
  • remuneration (base salary and supplements listed separately) and payment frequency;
  • paid leave entitlement and the termination procedure (notice periods);
  • duration and conditions of the probationary period, if applicable;
  • the identity of the social security bodies.
Fixed-term contract risk: for a CDD, the absence of the end date or minimum duration clause results in its automatic reclassification as a permanent CDI contract (Art. L. 122-2). This rule applies even if both parties clearly intended to conclude a fixed-term contract.

Step 3 — Within 8 days: CCSS declarations

Employer registration

Any new employer must register with the Joint Social Security Centre (CCSS) via an operating declaration, within 8 days of the first employee's start date. This process is carried out via guichet.lu.

Employee entry declaration

The hiring of any employee, paid intern or apprentice must be reported to the CCSS with an entry declaration within 8 days (Art. CSS-VI-425, par. 2).

Without this declaration, the employee is not affiliated with Luxembourg social security: there is no health insurance, pension or accident-at-work cover. The employer bears civil liability and may face administrative penalties.

Special case: subsidy for hiring older unemployed workers

An employer who hires a person aged 45 or over, registered with ADEM for at least one month, may claim a reimbursement of the employer's share of social security contributions (Art. L. 541-1, par. 1).

Prerequisite: the vacancy must have been declared to ADEM before the recruitment. Failure to make that prior declaration forfeits the subsidy, even if all other conditions are met.

Summary: hiring checklist

When Obligation Legal basis
Before recruiting Declare the vacancy to ADEM Art. L. 622-4
Day 1 (start of employment) Provide the written employment contract in two copies Art. L. 121-4
Within 8 days Register the company with CCSS (if first employee) guichet.lu
Within 8 days Submit the employee entry declaration to CCSS Art. CSS-VI-425

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The information in this guide is provided for informational purposes only and does not constitute legal advice. It may contain inaccuracies or may not reflect the latest legislative or case-law developments. For any specific situation, please consult a qualified legal professional.