Youth, Sports and Political Leave in Luxembourg

1. Youth Leave (Art. L.234-1 to L.234-5)

Beneficiaries

Any private-sector employee working in Luxembourg who voluntarily performs supervision or training activities in the youth sector within an organisation approved by the competent ministry. Those covered include:

• monitors and animators for camps, workshops or holiday colonies;
• trainers of youth organisation leaders;
• elected officers of approved youth organisations;
• anyone carrying out public-interest tasks for young people (Art. L.234-1).

Duration

• Career cap: maximum 60 working days over the entire career (Art. L.234-2).
• Biennial cap: 20 working days per 2-year period (Art. L.234-2).
• Minimum per instalment: at least 2 consecutive working days.
• Cannot be deducted from annual leave (Art. L.234-3).
• No outside paid work permitted during youth leave.

Compensation

The employer maintains salary and advances the allowance. The State then reimburses via the SNJ based on the average daily salary (gross salary over the last 3 months ÷ 173 h/month × daily hours), capped at 4 times the non-qualified SSM. If the actual salary exceeds this cap, the difference remains at the employer's expense.

Procedure

• ≥ 3 weeks before — Written noticeThe employee notifies the employer in writing with proof from the approved organisation at least 3 weeks before the leave starts (Art. L.234-4).
• Employer's responseThe employer cannot refuse if legal conditions are met. They may propose a postponement in the event of serious operational difficulties.
• During the leave — Attendance certificateThe approved organisation issues an attendance certificate which the employee forwards to the SNJ after the activity.
• State reimbursement via SNJThe employer submits the complete file (attendance certificate + salary statement) to the SNJ for reimbursement.

2. Elite Sports Leave (Art. L.234-9)

Beneficiaries

Article L.234-9 of the Labour Code grants sports leave to private-sector employees who participate, on a non-professional basis, in top-level competitions within a federation affiliated to the COSL or LPC. Three categories:

• Elite athletes selected for the Olympics, Paralympics, World or European Championships;
• Indispensable support staff (coaches, doctors, physiotherapists of the delegation);
• Judges, referees and technical officials designated by the relevant international federation.

Duration and compensation

Duration is tied to the actual needs of the competition (preparation, travel, participation) — no fixed legal cap. The employee receives their normal salary; the employer is fully reimbursed by the State via the Ministry of Sports on presentation of an attendance certificate from the federation. The leave cannot be deducted from annual leave.

Procedure

• ≥ 1 month before — Federation fileThe sports federation submits an official request to the minister responsible for sports, including the list of beneficiaries and competition schedule, at least 1 month before the event.
• Ministerial authorisationThe minister issues a named authorisation per beneficiary. Only this document allows the employee to formally request leave from the employer.
• Notification to employerThe employee hands over the ministerial authorisation on receipt. The employer is obliged to grant the leave.
• State reimbursement via Ministry of SportsAfter the competition, the employer submits the attendance certificate and salary statement for full reimbursement.

3. Political Leave for Communal Officials

Beneficiaries and covered mandates

The right to political leave for communal mandates is provided by Luxembourg Communal Law and its implementing regulations. It applies to holders of the following offices, regardless of professional status (employee, self-employed, non-affiliated):

• Mayor (bourgmestre);
• Alderman (échevin);
• Communal councillor.

Purpose of the leave

Political leave covers the time actually required to exercise the mandate: council sessions, college of burgomasters and aldermen meetings, official receptions and activities directly linked to the elected function. Absences must correspond to formal acts of the mandate, duly documented.

Compensation by status

Employees

• The employer maintains remuneration (including employer contributions) during mandate-related absences.
• The employer is then fully reimbursed by the Fonds de dépenses communales (Ministry of the Interior).
• Deadline: annual claim by 30 September of year N+1.

Self-employed and non-affiliated

• A flat-rate allowance compensates for the income loss linked to the mandate.
• Conditions: under 65 years old and not receiving a retirement pension.
• Amount set by grand-ducal regulation depending on office and commune size.

Reimbursement procedure

• Throughout the year — Absence registerThe employer (or self-employed official) keeps a record of mandate-related absences: date, purpose, duration of each absence.
• Before 30 September N+1 — Reimbursement claimFiled online via MyGuichet.lu (professional space) or on paper to the Département des finances communales of the Ministry of the Interior.
• Supporting documentsMandate certificate from the communal administration, absence log signed by the official and employer, corresponding payslips.
• Reimbursement by the Fonds de dépenses communalesFile processed and payment made to the employer. No statutory deadline — expect a few months after submission.

4. Comparison Table