Building cleaning

Term of validity of the Collective Bargaining Agreement

Applicable from 1 May 2025 for a term of 3 years (Article 28) and ends on 30 April 2028.

Scope in terms of staff and facilities

Scope in terms of facilities (Article 2)

Applicable to all Luxembourgish or foreign building cleaning undertakings or any other company carrying out building cleaning activity working within the territory of the Grand Duchy of Luxembourg on a continuous or ad-hoc basis

Scope in terms of staff (Article 2)

Applicable to all employees of the building cleaning undertaking

The following shall be excluded from the Collective Bargaining Agreement:

• Employees who are senior managers within the meaning of the legal provisions in force.
• Apprentices whose status is governed by the legal provisions in force and students employed as auxiliary staff during school holidays shall not be regulated by this Agreement.

Overtime, night work, Sunday work and public holidays (Article 8)

Overtime

• Overtime shall be remunerated in accordance with the provisions of the Labour Code.
• Time spent travelling as defined in Article 21.3 shall not be considered working time and shall not be included in the calculation of working hours.
• Overtime work shall be remunerated only insofar as it has been ordered and within the limits laid down by the supervisor.

Night work (23.00–06.00)

Uplift of 20 %

Sunday work

Uplift of 80 %

Work on public holidays

Remuneration with the uplift provided for in the Labour Code

Payment of salary (Article 12)

• Transfer of an advance corresponding to 3/4 of the basic gross salary payable on the 25^th of the current month if the employee so requests and of a balance paid on the 10^th and no later than the 15^th of the following month.
• The pay slip shall be sent on the same date as the statement.

Other elements of remuneration

Premiums for arduous, dangerous and unsanitary work (Article 20)

Employees shall be paid a gross premium for arduous, dangerous and unsanitary work of EUR 2.5 gross per hour for the work listed in Article 20 of the Collective Bargaining Agreement.

Attendance bonus (Article 22)

• Maximum: EUR 525 not indexed and in proportion with the number of hours worked
• It shall be calculated based on the hours worked (including overtime) and shall be linked to the employee’s actual presence at the undertaking, with a maximum of 1760 hours worked per year.
• Eligibility conditions: 1 year of service from 30 April
• Reference period: From 1 May to 30 April

The arrangements for the reduction or cancellation of the bonus shall be governed by Article 22 of the Agreement.

Working time

Working hours (Article 7)

• Working hours shall comply with the provisions of the Labour Code.
• Part-time workers: The employment contract may stipulate a minimum and maximum number of hours to be worked per week. The maximum threshold is 150% of the minimum threshold, without exceeding 40 hours per week. The employer is required to pay the employee for the minimum threshold stipulated in the employment contract and may increase the weekly hours according to the organisational needs of the company, and with the employee's agreement, up to the maximum threshold without these hours giving rise to overtime pay. The range will only be used in the event of replacement of statutory leave and for incapacity for work outside of maternity leave and non-split parental leave. The use of the range of minimum and maximum working hours to deal with exceptional requests for work from the client is limited to the first 10 (ten) days for each exceptional request, and if this limit is exceeded, the employer must draw up an amendment to the employment contract. If the employer exceeds the maximum threshold agreed upon by mutual agreement, the first hour worked by the employee beyond this threshold shall constitute overtime, giving rise to the legal compensation provided for in Article L. 211-27 of the Labour Code. In the event of non-compliance with the aforementioned conditions for activating the range of hours by the employer, the first hour worked by the employee but not justified, and therefore contrary to the provisions of this article, shall constitute overtime, giving rise to the legal compensation provided for in Article L. 211-27 of the Labour Code.

Entitlement to leave

Recreational leave (Article 14)

• Request for leave: in writing, the requestor must receive a receipt signed by their immediate superior when the request is submitted.
• Making a request:
  • Using an appropriate form (Annex II to the Collective Bargaining Agreement). The (blank) leave application forms will be sent to employees with the salary slip for December.
  • Application submitted by 28 February at the latest.
  • A reply must be provided to the employee by 30 April.

Valuation of length of service

• 1 day of additional annual leave: from the 11^th year of service in the undertaking

(Example: 11^th year of service in the undertaking: 26 days + 1 day = 27 days)

• 1 day of additional annual leave: from the 16^th year of service in the undertaking

(Example: 16^th year of service in the undertaking: 26 days + 2 days = 28 days)

• 3 days of additional annual leave: from the 26^th year of service in the undertaking

(Example: 26^th year of service in the undertaking: 26 days + 3 days = 29 days)

 

Contract termination

Immediate dismissal on serious grounds (Article 4.5)

The provisions of the Labour Code shall apply.

However, the following provisions shall not apply:

• An interview in advance is mandatory when the employer employs 50 employees.
• The employer may set the date of the advance interview no earlier than the third working day following the date on which the letter is sent by registered or standard mail or following the date on which the invitation to the interview is received and signed for.

Travel, food and accommodation

Travel (Article 21)

• Employees may be assigned to another place of work within the Grand Duchy of Luxembourg or in the border region (written justification from the employer)
• Exceptional travel by the employee to another work site using their own private car: allowance of EUR 0.25 per kilometre travelled (written request from the employer using a form provided to him)
• If the employee carries work colleagues in their own car: allowance per kilometre + payment of travel time as ineffective working time (but these hours shall not be taken into account for the calculation of overtime).

Health, safety and hygiene (Article 24):

The provisions on health and safety at work are defined by provisions of the Labour Code concerning the health and safety of workers at work.

Work clothing

Employees must wear the work clothing provided free of charge by the employer. (They shall be exchanged in accordance with usual wear and tear and shall be properly cared for by the employee. In the event that the employee leaves the undertaking without returning the work clothing, the amount equivalent to the value of this supply shall be deducted from their salary.)

Other elements (including sector-specific provisions)

Recruitment and probationary period (Article 3)

Employees shall be recruited in accordance with the provisions of the Labour Code.

Probationary period

Principle

The first 4 weeks shall automatically be considered a probationary period.

Agreement between the parties:

The probationary period may be:

• A maximum of 6 months
• A maximum of 3 months for employees whose level of vocational training does not reach that of certificate of professional and technical capability (Certificat d’aptitude professionnelle et technique – CAPT)

The other arrangements relating to the probationary period shall be governed by the provisions of the Labour Code.

Transfer of maintenance contract (Article 5)

The signatories to the Collective Bargaining Agreement agree that maintaining employment must be considered an absolute priority in the context of a transfer and also in the event of a change in the place of work. The principles for a transfer are laid down in the Agreement.

Revision of the employment contract (Article 6)

In the event that the employer wishes to revise the employment contract, it must comply with the forms and time limits laid down in the Labour Code and the Collective Bargaining Agreement.

Continuing vocational training (Article 18)

Continuing vocational training shall comply with the provisions of the Labour Code.