Hiring & Contracts

Rights of mandatory and voluntary interns in Luxembourg

In Luxembourg, an intern is not a low-cost workforce. Three errors particularly expose employers: failing to draw up a placement agreement, being unaware of mandatory pay thresholds by duration, and assigning tasks that correspond to a permanent job. The true thread running through all these rules is the preservation of the educational character of the placement, which underpins every requirement that applies.

Topic: Hiring & Contracts Sources: Art. L. 152-3 · L. 152-4 · L. 152-5 · L. 152-7 · L. 152-8 · L. 152-10 · CSS Art. I-1 · CSS Art. II-85 · Luxembourg Labour Code Updated: 10 June 2026

Axis 1 — Mandatory placement agreement: the essential foundation

Every internship — whether integrated into a study programme or a practical placement to gain professional experience — must be covered by a written placement agreement signed by:

  • the intern (and their legal guardian if a minor);
  • the host employer;
  • the educational institution, when the placement is part of a curriculum (Art. L. 152-3 and L. 152-7).

Mandatory clauses of the agreement

Clause Details
Tasks assigned Description of duties — must reflect the educational objective
Named supervisor Identity and role of the supervisor within the company
Dates and duration Start date, end date, maximum weekly attendance
Remuneration Amount and terms (or statement that no pay is due where permitted)
Social protection Accident insurance coverage in particular
Termination and absences Conditions for early termination and rules on authorised absence
An incomplete or missing placement agreement undermines the legal status of the placement and makes it very difficult to demonstrate its educational character in the event of an inspection or dispute.

Axis 2 — Pay: the thresholds employers miss most often

The pay regime depends on the type of internship and its duration. This is where errors are most frequent.

Type of internship Duration Minimum mandatory pay
Curriculum-integrated (Art. L. 152-4) < 4 weeks Optional
Curriculum-integrated (Art. L. 152-4) ≥ 4 weeks 30% of the SSM for unskilled employees
Practical / work experience (Art. L. 152-8) < 4 weeks Optional
Practical / work experience (Art. L. 152-8) 4 to 12 weeks 40% of the SSM for unskilled employees
Practical / work experience (Art. L. 152-8) > 12 to 26 weeks 75% of the SSM for unskilled employees
Graduates: for interns who have completed a short cycle or a first cycle of higher or university education, the reference salary is the SSM for skilled employees (not the unskilled rate), which raises the minimum pay (Art. L. 152-8).
Exception for curriculum placements: the pay obligation does not apply if the educational institution expressly prohibits remuneration in the agreement and the intern has obtained a certificate from the Minister of Labour confirming that this condition is met (Art. L. 152-4).

Common blind spot: artificial splitting of placements is prohibited

Placement periods completed with the same employer during the same school year (or the 12 months following the last enrolment for practical placements) are cumulated and treated as a single placement.

Two 6-week placements or three 4-week placements with the same employer are treated as a single 12-week placement. It is not possible to circumvent the pay thresholds by artificially multiplying short agreements.

Axis 3 — An intern is not a low-cost employee

A placement must retain an objective of information, career guidance and vocational training (Art. L. 152-10). The more an intern is used as an autonomous worker filling a structural need of the business, the more the educational character of the placement becomes contestable.

Absolute prohibitions

  • ❌ Assigning tasks whose output is comparable to that of an employee
  • ❌ Using an intern to replace an absent employee
  • ❌ Using an intern to cope with a temporary surge in workload
  • ❌ Using interns to fill permanent positions

Compulsory supervision

Every intern must be assigned a named supervisor within the company. For placements lasting at least 4 weeks, the supervisor must provide the intern with a detailed and critical end-of-placement assessment (Art. L. 152-10).

Social protection: paid or unpaid, the intern is covered

Whether paid or not, every intern is compulsorily covered by accident insurance under the rules applicable to employees (CSS Art. I-1 and Art. II-85). The absence of remuneration does not release the employer from this obligation.

Many employers believe that an unpaid placement requires no specific protection. This is incorrect: accident insurance registration remains compulsory even for an unpaid internship.

Risk summary table

Risk Likely consequence
Missing or incomplete placement agreement Challenge to the legal status of the placement
Missed pay thresholds Back-pay claim + potential interest
Artificial splitting of placements Recalculation of rights based on cumulated duration
Using the intern as an employee High risk of challenge and reclassification
No real supervision or named supervisor Failure to meet the compulsory educational objective
No accident insurance registration Employer liability in the event of an accident

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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.