As this information is not intended to be exhaustive, readers should refer to the Collective Bargaining Agreement for further details.
Since this document is informative in nature, only the officially published legal texts and Collective Bargaining Agreement are authoritative.
Term of validity of the Collective Bargaining Agreement
The collective agreement is applicable from January 1, 2022, to December 31, 2024, and is automatically renewed year by year (Article 2.1).
Scope in terms of staff and facilities
The collective labor agreement governs the working conditions and remuneration of all employees under a labor contract in:
A Luxembourgish or foreign establishment or part of an establishment falling under the scope of the law of March 8 regarding hospital establishments and hospital planning.
Employees covered by the "Collective labor agreement for employees of the Thermal and Health Center of Mondorf-les-Bains" are excluded from the scope of this collective agreement as long as these employees remain under that agreement's scope.
A Luxembourgish or foreign establishment or part of an establishment that is a member of the "Fédération des Hôpitaux Luxembourgeois asbl" [FHL].
Establishments that will join the Fédération des Hôpitaux Luxembourgeois after the signing of this agreement.
The admission of new members to FHL will be conditioned on their adherence to the agreements reached during negotiations between social partners concerning employees of these various establishments, except for any potential incompatibilities arising directly from the status of the employees involved (e.g., state civil servants, state employees, municipal civil servants, municipal employees, employees under the scope of the collective agreement for state workers, or under a municipal collective agreement). The implementing regulation related to the provisions of this paragraph is annexed to this collective labor agreement (Article 1).
A Luxembourgish or foreign entity, regardless of its legal form, with the goal of resource pooling within a structure, whose sole purpose is to provide medical services, care services, or hospital services for one or more hospital establishments falling under the scope of the law on hospital establishments.
Employees of the Fédération des Hôpitaux Luxembourgeois asbl and the Centre de Formation Professionnelle Continue DeWidong asbl, starting from January 1, without retroactive effect.
Remuneration
Salary and value of index point (Article 13)
Calculation of supplements for night work, Sunday work and work on official holidays (Article 17)
The hourly wage is defined in accordance with the following formula:
ST/TMWT = HW (hourly wage) Theoretical monthly working time: 164.35 hours
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Night |
For each hour worked at night, employees shall be entitled to their standard hourly wage plus a supplement of 20 %.
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Sunday |
For each hour worked on a Sunday, employees shall be entitled to their standard hourly wage plus a supplement of 70 %.
If the hours worked on a Sunday are compensated for by a corresponding rest period during the week, a supplement of 70 % shall be due:
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Official holidays |
Working on official holidays shall grant entitlement to supplements for working on official holidays. The employee shall also be entitled to:
If the official holiday worked falls on a Sunday, the uplifts are cumulative:
If the hours worked on an official holiday are compensated for by a corresponding paid rest period during the week, only the 100 % supplement on the remuneration for the hours actually worked shall be due:
If the hours worked on an official holiday that falls on a Sunday are compensated for by a rest period corresponding to a paid working day during the week, only the 170 % supplement on the remuneration for the hours actually worked shall be due:
If the hours worked on an official holiday that falls on a Sunday are compensated for by a rest period corresponding to 2 paid working days during the week, only the 70 % supplement on the remuneration for the hours actually worked shall be due:
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Remuneration for overtime (Article 18) |
The following formula shall be applied: HW x OT x 1.5 = EUR X |
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End-of-year bonus (Article 19) |
The employee shall receive an end-of-year bonus, payable with the salary for December. The amount of this bonus shall be equal to 100 % of the basic salary due for the month of December. An employee whose employment starts during the course of a year shall receive the same number of twelfths of the established percentage of the basic salary for December as the number of months they have worked since their employment started. An employee whose employment ends during the course of a year for reasons other than those entailing dismissal for serious professional misconduct shall receive the same number of twelfths of the established percentage of their final monthly salary as the number of months they have worked during the year. Entitlement to the end-of-year bonus arises only after a minimum of 3 months’ work carried out during the year in question in FHL member establishments. |
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Implementing Regulation of 5 July 2001 approved by the Joint Committee provided for in the Collective Bargaining Agreement for employees employed in Luxembourgish hospital establishments (Annex 5) Applicable to the holiday pay and bonus payment entitlement |
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Other elements of remuneration
Clothing allowance (Article 22)
The clothing allowance shall be EUR 3.7184 per month (index 100)
Value of benefits in kind (Article 23)
BENEFIT |
VALUE IN EUR |
Breakfast |
0.75 |
Main lunchtime or evening meal |
2.80 |
Lunchtime or evening meal consisting of a simple snack |
1.25 |
Accommodation per month in a single room* |
24.7894 to 111.5521 |
Accommodation per month in a room with two or more beds |
16.9559 to 61.9734 |
Monthly price for full board in a single room |
112.9532 to 205.7516 |
Monthly price for full board in a room with two or more beds |
112.9532 to 156.1729 |
Working time
The standard working time is established as:
- 7.6 hours per day and
- Spread over 5 working days (Article 5A).
Breakdown of working time (Article 5B)
By way of derogation from ordinary law, the basic calculation shall be made over a monthly reference period.
Each year the Joint Committee shall perform the calculation:
Type of calculation |
Applicable calculation |
Examples |
Calculation of gross annual working time |
The gross annual working time (grossat) is obtained by multiplying the number of days in the year (d), minus the number of Saturdays (sa) and the number of Sundays (su), with the normal gross daily working time (7.6).
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For year n: grossat(n) = (d(n) - sa(n) - su(n)) x 7.6 For 2015: Grossat(2015) = (365 - 52 - 52) x 7.6 = 1983.6. |
Calculation of semi-net annual working time and conversion of official holidays and customary public holidays into days of standard leave not assigned to a specific calendar date |
For the purposes of defining semi-net annual working time (seminetgrossat), four customary public holidays and six official holidays are converted into days of standard leave not assigned to a specific calendar date. For the definition of semi-net annual working time, only five official holidays will be taken into account. The semi-net annual working time is calculated by reducing the gross annual working time by the number of official holidays and non-converted customary public holidays multiplied by the normal gross daily working time. |
For year n: seminetgrossat(n) = grossat(n) - (4 x 7.6) For 2015: seminetgrossat(2015) = 1983.6 - (4 x 7.6) = 1953.2. |
Calculation of the average monthly reference period |
The average monthly reference period (avMRP) is obtained by dividing the semi-net annual working time by 12. |
For year n: avMRP(n) = seminetgrossat(n) / 12 Example for 2015: avMRP(2015) = 1953.2 / 12 = 162.77. |
Calculation of the minimum monthly reference period and the maximum reference period |
The minimum monthly reference period (minMRP) is determined by reducing the average monthly reference period by 10 %. The maximum monthly reference period (maxMRP) is determined by increasing the average monthly reference period by 10 %.
Partial hours longer than a half hour are considered full hours |
For year n:
Example for 2015:
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Monthly reference periods and the procedure for their implementation (Article 5C)
Four possible types of monthly references:
- National monthly reference periods (NMRPs): At national level, the Joint Committee will adopt the national monthly reference periods before 31 March of the year preceding their entry into force.
- Local monthly reference periods (LMRPs)
- Monthly reference periods at service level (MRPSs)
- Individualised monthly reference periods (IMRPs)
Entry into force is identical for the LMRPs, MRPSs and IMRPs, specifically:
- Adjustments may be made to the monthly reference periods defined at national level at local level (LMRP) or per service (MRPS). In addition, with the aim of setting up
- Cyclical planning systems: it is possible to define planning procedures for a group of employees that break down the boundaries of the monthly reference periods defined locally (LMRPs) or per service (MRPSs) to create individualised monthly reference periods (IMRPs). These different adaptations may be performed only on the basis of written agreements between the management of the establishment in question and the staff delegation concerned and must comply with the three limits laid down above. The delegation may be assisted by the trade unions which are signatories to the Agreement. The agreements shall be notified to the Joint Committee for a compliance check by 30 September of the year preceding the entry into force.
WORK PLAN (Article 6)
Organisation of work plans of services and/or units (OWPDs) (Article 6.1)
Changes shall be made to the OWPDs in accordance with the procedure laid down in the Collective Bargaining Agreement, failing which the OWPDs in force shall remain applicable.
Flexible working time (Article 6B)
The practical procedures for flexible working time are to be laid down in an internal regulation by agreement between the staff delegation and the management of each establishment.
Maximum number of days worked per year (theoretical number of working days) (Article 6.3)
Maximum number of days per year |
Calculation |
Examples |
This theoretical number of working days is the maximum number of working days that an employee may be required to work. |
Reduce the number of days (d) in the year by the number of Saturdays (sa), the number of Sundays (su) and the number of official holidays not converted (4). |
For year n, maxd(n) = d(n) - sa(n) - su(n) - 4
Example for 2015: maxd(2015) = 365 - 52 - 52 - 4 = 257 |
Publication deadline and minimum duration of an initial work plan (Article 6.4.1)
- Publication deadline: 10 calendar days before its entry into force
- Minimum duration of an initial work plan: At least 1 calendar month
Monthly reference period and initial work plan (Article 6.5)
The predetermined monthly reference periods shall accurately determine the number of working hours in the initial work plan:
- Exceeding or falling short of this number shall be possible under the conditions laid down in the Agreement.
- An initial work plan that has been drawn up may be subject to one or more amendments that have become necessary to ensure that the services concerned have the necessary staffing levels for the proper functioning of the services.
- Changes to the initial work plan may be agreed between the management and the staff delegation in cases of force majeure
Overtime and remuneration thereof (Article 7)
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Example/explanations |
Overtime: The hours actually worked at the place of work exceed the daily working time laid down in the initial plan. |
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Uplift of overtime hours worked |
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Compensation for overtime and the uplift thereof
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Credit for Overtime Hours (CHS) Each hour of overtime worked, along with any applicable premium, is recorded in the employee's CHS (Overtime Credit). As of January 1, 2022, all hours credited to the "employer's overtime credit" will be transferred to the "employee's overtime credit." After this, the "employer's overtime credit" will no longer be used. The employee has control over this overtime credit. If the service's operational needs permit, the employee will be compensated with time off at an agreed-upon date. The employee may use their overtime credit in hours, half-days, or full days. The status of the overtime credit will be communicated to the employee on a monthly basis. On October 1 of each year, the employee may transfer all or part of the overtime hours from their CHS to the "Employee Hours Deposit" (DHS) as outlined in Article 7.3.2.a) of this agreement. By October 31 of each year, the employer will automatically pay for all hours exceeding 38 hours that are not deposited in the DHS, as defined in Article 18 of this collective agreement. Employee Hours Deposit (DHS) The Employee Hours Deposit (DHS) allows employees to accumulate overtime hours at their request. Only employees with a permanent contract (CDI) may contribute to the DHS. The DHS is capped at 900 hours per employee, regardless of the employee's work schedule. This cap cannot be exceeded. The DHS is accumulated and used in hours. The employee cannot be compelled to contribute to the DHS against their will. The employer must implement a system that ensures accurate and detailed record-keeping of the DHS for each employee. The status of the DHS will be communicated to the employee on a monthly basis. Using the Employee Hours Deposit (DHS) The employee can use the DHS by requesting it in hours, half-days, or full days. To use the DHS, the employee must submit a written request to their employer within the following timeframes based on the requested absence period:
The employee delegation and management, following the decision-making processes outlined by the Labor Code, can define the procedures for requests involving DHS usage of less than or equal to 1 month, as well as the process in case of refusal, and the procedures for changing the employee's service assignment following the use of DHS. Within 1 month of receiving the request, the employer will grant or refuse the employee's DHS request in writing for requests exceeding 1 month. The employer may refuse the use of the DHS for the following reasons:
The employee has the right, upon completion of the DHS usage, to their conventional entitlements, occupation rate, and a position corresponding to their professional qualifications. Reintegration into a managerial or staff position, or in the service of their previous assignment, can only be guaranteed as far as possible. If the employee falls ill during the recovery period for the DHS hours, the hours corresponding to the illness (with a medical certificate) will be re-credited to the DHS. If extraordinary leave occurs during the employee's DHS usage period, the hours covered by the extraordinary leave will also be re-credited to the DHS. DHS usage hours are considered actual working time for determining the employee's annual leave and the rights and obligations arising from the employee's seniority. In the case of termination, resignation, retirement, death, or mutual agreement to end the employment contract, the employer will pay for all DHS hours, as defined in Article 18 of this collective agreement. |
On-call service (Article 8)
Staff delegation opinion > Employer draws up a list of the posts required for the on-call service and indicates the availability threshold required > Transmission of the list to the staff delegate > > Subsequently, the employer may amend the threshold, providing 4 weeks’ notice and following the aforementioned procedure.
Availability threshold Presence of the employee in the establishment/on site within a certain period of time following the call |
Allowances Basic hourly rate of the on-call allowance = EUR 0.8552 index 100 |
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Present in the establishment within 10 minutes of the call |
Basic hourly on-call duty rate x 125 % |
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Present in the establishment within 30 minutes of the call |
Basic hourly on-call duty rate x 100 % |
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Present in the establishment within 60 minutes of the call |
Basic hourly on-call duty rate x 50 % |
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Present in the establishment within 240 minutes of the call |
Basic hourly on-call duty rate x 25 % |
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Specific day (cumulative allowances): Night time (between 18.00 and 08.00) Sunday work (from 06.00 on the Sunday to 06.00 on the Monday) Official holiday (from 06.00 to 06.00 the following day) |
Daily rate, in addition to the accessibility allowance: +20 % +70 % +100 % |
The supplements granted are cumulative. |
From January 1, 2024, the availability threshold 1 is abolished.
Personnel assigned to a concierge service and benefiting from service accommodation are not subject to this on-call service.
Employees who have reached the age of 50 can be exempted from on-call service, provided that the service organization permits it.
On-call service at a distance (article 8.3.2)
For employees performing on-call service remotely, the hourly rate corresponds to the basic "on-call" rate multiplied by 100%.
They are entitled to the same supplements as employees performing on-site on-call service. The granted supplements are cumulative.
If the value of the index point defined in Article 13 of this agreement changes, the hourly rates for the above allowances will be adjusted proportionally.
The working hours worked by employees during the on-call service are subject to the supplements outlined in this agreement.
COMPENSATORY REST DAYS FOR INTERVENTIONS DURING ON-CALL SERVICE ON SITE OR REMOTELY
For each period of 365 hours of on-call service, the employee is entitled to one compensatory rest day. On-call hours (on-site or remotely) are accumulated in permanent accounting.
For each block of 32 hours effectively worked during the on-call service, excluding travel time, the employee is entitled to one compensatory rest day. However, the rest resulting from this provision is limited to 6 days per year.
Compensatory rest days for on-call service should be scheduled by mutual agreement between the employee and the direct supervisor, within the calendar year to which they relate, if possible. The compensation for these rest days is based on the base salary.
ACCOUNTING OF ON-CALL HOURS
- Travel allowance for intervention on-site: For any intervention during on-call service that requires the employee to travel from their home to the site, a one-hour allowance is accounted for the round trip.
- For on-call service requiring an intervention on-site: Each half-hour of actual work started on-site is considered as a half-hour worked for the accounting of actual working hours. The employee assigned to on-call service may request free accommodation for sleeping purposes within the existing facilities of the establishment.
- For on-call service with intervention at a distance: Each half-hour of actual work started remotely is considered as a half-hour worked for the accounting of actual working hours.
Statutory and standard breaks and rest periods (Article 9)
Intermittent working time (shift splits) |
Only one shift split per day is permitted. Exceptions to these principles remain possible in accordance with the Agreement. |
Breaks |
Simple snack breaks not exceeding 15 minutes will not be deducted from the calculation of working time if the employee works at least 5 hours consecutively. The staff delegation may draw up or negotiate internal rules on breaks in each establishment with management. |
Continuous rest period per working day |
14 hours of continuous rest per working day |
Uninterrupted rest period per week |
Each employee shall be entitled to an uninterrupted rest period of 44 hours per week. Employees who have not been able to take that rest will be entitled to 1 additional day of leave for each complete period of 8 weeks, whether successive or not, during which the uninterrupted rest of 44 hours per week is not granted. |
Compensatory rest for night work |
Employees shall be entitled to 1 day of paid rest for every 160 hours of night work. The hours for which the supplement for night work is paid shall be taken into account. |
Principle of a free weekend every 15 days (Article 10)
The free weekend extends over a period of 2 consecutive days off, from 06:00 Saturday morning to 06:00 Tuesday morning.
General principle |
26 free weekends per year; in exchange, employees may be required to work 26 weekends per year. |
For each period of three weekends worked that exceeds the number of 26 weekends, the employee shall be entitled to 1 additional day of standard leave: (to be taken in the year following the reference year; if they are not converted into leave days, they cannot be taken in the following year) |
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29 weekends worked per year |
1 additional day of standard leave |
32 weekends worked per year |
a second additional day of standard leave |
35 weekends worked per year |
a third additional day of standard leave |
And so on... |
Exception: the case of prolonged illness, which is understood as the employee’s absence from the workplace due to illness for a period of more than 2 consecutive weeks. For each period of 2 additional consecutive weeks beyond that initial period of 2 weeks, the entitlement to free weekends shall be reduced by one unit, while the number of weekends which a worker may be required to work shall also be reduced by one.
Right to leave (Article 11)
Principle
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26 statutory days With exceptions for people aged 50 and over |
Standard days of leave |
10 days comprising four customary public holidays and six official holidays shall be converted into days of standard leave not assigned to a specific calendar date. |
Extraordinary leave |
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Special leave on social grounds |
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Unpaid leave |
Unpaid leave may be granted in accordance with the Collective Bargaining Agreement:
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Special adjustments (Article 12)
The Collective Bargaining Agreement lays down the procedures for part-time work and the possibility of taking unpaid leave in this case.
Contract termination
Notice period in the event of termination of the employment contract (Article 4)
In accordance with the provisions of the Labour Code.
Health, safety and hygiene
Obligations of employees (Article 24)
Employees must:
- strictly observe the planned working hours;
- conscientiously carry out the duties and responsibilities entrusted to them;
- follow instructions issued by their superiors;
- practise their occupation in accordance with the provisions imposed on them by the Act of 26 March 1992 on the performance and revaluation of certain healthcare occupations and by the applicable regulations;
- be subject to strict observance of professional secrecy.
Acceptance of any employment outside the hospital establishment shall be subject to the written consent of the management, with the person concerned and the staff delegation being able to provide their opinions prior to any decision.
Other elements (including sector-specific provisions)
Seniority Bonus (Article 44)
The provisions of Article 14.2 related to the seniority bonus cannot prejudice the acquired rights of employees in service before December 31, 1990.
Transitional measures (Article 44-45)
- CHANGE OF CAREER BRACKET AS OF 1 OCTOBER 2017
- The concept of a notional career starting age shall be abolished for recruitments with effect from 1 October 2017.
- For employees in service on 30 September 2017 and still in service as of 1 October 2017, this abolition shall have no effect – it will not result in a career bracket recalculation.
- The anniversary date for biennial periods has not been changed with the introduction of new career brackets.
- People who, on 30 September 2017, receive a bonus on the basis of Article 15B or 15C of the coordinated text of the FHL CBA of December 2014 and who are still in service as of 1 October 2017, will retain their bonus provided that the sum of the former basic career bracket plus the bonus is more favourable than the new career bracket. Otherwise, the bonus may be cancelled.
- All employees in service on 30 September 2017 and still in service as of 1 October 2017 will be reclassified in the new career brackets applicable from 1 October 2017. Employees will be classified in the new career brackets as follows:
General rules |
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Specific rules |
By mutual agreement between the employer and the employee, these counters may be paid by calculating them using the hourly rate applied on September 30, 2017. If these hours are compensated with time off, the hourly rate at the time of recovery will be applied. In the case of termination of employment after October 1, 2017, any carried-over leave from previous years and any unpaid leave due until September 30, 2017, may be paid by calculating them using the values applied before the revaluation measures came into effect on October 1, 2017. |
Specific Rules for the Period from October 1, 2017, to September 30, 2019 | Employees hired in the CS4 or CS8 career levels, with a start date between October 1, 2017, and September 30, 2018, will be recruited based on the CS4bis or CS8bis careers. These careers correspond to the CS4 and CS8 careers, respectively, reduced by two levels. Employees hired in the CS4 or CS8 career levels, with a start date between October 1, 2018, and September 30, 2019, will be recruited based on the CS4ter or CS8ter careers. These careers correspond to the CS4 and CS8 careers, respectively, reduced by one level. The progression of these "bis" and "ter" careers is presented in the "Transitional Career Grids" table in Appendix 4.1bis. |
Career Change as of January 1, 2022 (Article 46)
- The anniversary date for the biennial deadlines remains unchanged with the introduction of the new careers.
- All employees in service as of January 1, 2022, will be reclassified into the new careers applicable from January 1, 2022.
- The classification into the new careers will be as follows:
- As a general rule, employees will be classified into the new career grid at the step immediately higher than the point value of the step reached as of January 1, 2022. Therefore, employees who would have had a biennial in January based on their old career will first benefit from the biennial before being classified into the new career.
- For university careers now classified as CA10 or CS10, the classification will be at the step with an equal or immediately higher point value.
- For employees who reached the step with the last biennial (end of career) in their old career, the number of steps passed at the end of the old career will be added to the step obtained according to the rule of classification to the immediately higher step.
- A table outlining the matching of steps as of January 1, 2022, according to both the general rules above and the specific rules below, is attached to this document (Annex 4.3).
- Each employee in service as of January 1, 2022, will receive an updated "career sheet" with their salary slip for December 2022 at the latest.
Revaluation of CA/CS2, CA3, and CA/CS4 Careers (Article 48)
- Each step of the CA/CS2, CA3, and CA/CS4 careers will be increased by 5 index points. This measure applies as of January 1, 2022, with no retroactive effect.
Career Change for Pharmacy Technicians (Article 49)
- Pharmacy technicians will be reclassified into the CA/CS6 career. This measure applies as of January 1, 2022, with no retroactive effect.
Specific Rules Regarding Physiotherapists with a Master’s Degree or Equivalent (Article 50)
- Employees with a Master's degree in massage-physiotherapy, totaling a minimum of 300 ECTS credits, or with a higher education qualification equivalent to a Master's degree in massage-physiotherapy certified by the Ministry of Higher Education and Research, who were in service on December 31, 2021, and remain in service on January 1, 2022, will be reclassified into the CS10 career according to the general rules outlined above. This measure applies from January 1, 2022, with no retroactive effect. The parties encourage employees who do not meet the above conditions to pursue validation of prior learning and experience.
Specific Rules for Specialized Nurses (Article 51)
- From January 1, 2022, the years of specialization following the general nursing education recognized in Luxembourg will entitle employees to a 100% bonus for the training time, provided that it does not exceed the standard training duration specified by the country of the qualification, as recognized in Luxembourg. This measure applies from January 1, 2022, with no retroactive effect on the salary received, to all current employees working under CHT FHL and to future employees. The general rules outlined above apply.
Annexes
- In addition to Article 2, paragraph 3 of this agreement, reference is made to the implementing regulations of Annex 1.
- In addition to Article 4 of this agreement, reference is made to Annex 2.
- In addition to Articles 11.2.1 and 11.2.2 of this agreement, reference is made to Annex 3.
- In addition to Article 15 of this agreement, reference is made to the classifications and grids in Annex 4.
- In addition to Article 19 of this agreement, reference is made to the regulations in Annex 5.
- In addition to Article 21 of this agreement, reference is made to the regulations in Annex 6.
- In addition to Article 14.2 of this agreement, reference is made to the regulations in Annex 7.
CLASSIFICATION SCALE (Annex 4 – Article 15 from 1 October 2017)
CA1 |
Manual worker without a diploma. Former career brackets classified in OU1.0 and OU2.0 |
CA2/CS2 |
Employee without a diploma. Former career brackets classified in EA1.0, EA2.0 and OU3 |
CA3 |
Employee who has completed the third year of secondary or technical secondary education and has at least 2 years’ professional experience with a manual skills certificate (certificat de capacité manuelle – CCM), a preliminary technical and vocational certificate (certificat d'initiation technique et professionnelle – CITP) or a vocational capacity certificate (certificat de capacité professionnelle – CCP). Former career brackets classified in OU4.0 and EA 2.1 |
CA4/CS4 |
Employee holding a vocational skills certificate (certificat d'aptitude technique et professionnelle – CATP), a professional skills certificate (certificat d’aptitude professionnelle – CAP) or a vocational aptitude diploma (diplôme d’aptitude professionnelle – DAP). Employee who has completed the fifth year of secondary education. Employee with a general secondary school leaving certificate (certificat de fin d'études de l'enseignement moyen). Employee who has completed 5 years of secondary technical education in the technical or technician regime. Former career brackets classified in FA3.0 and ES1.0. Persons classified elsewhere in the former career bracket scale but holding a vocational diploma (diplôme d’aptitude professionnelle – DAP). |
CA5 |
Employee holding a master craftsman’s certificate (brevet de maîtrise). Employee holding a technician’s diploma (diplôme de technicien) (technician regime in secondary technical education). Former career brackets classified in EA3.1 |
CA6/CS6 |
Employee holding a secondary school leaving certificate (certificat de fin d'études secondaires) or a technical secondary school leaving certificate (certificat de fin d'études secondaires techniques) and engineer-technicians. Former career brackets classified in EA4.0 and teacher |
CA7 |
Employee holding a higher technician’s certificate (brevet de technicien supérieur – BTS): nurse, laboratory medical technical assistant, administrative BTS. |
CA8/CS8 |
Employee with a specialised higher technician’s certificate (Brevet de technicien supérieur spécialisé – BTSS): medical technical radiology assistant, medical technical surgery assistant, psychiatric nurse, paediatric nurse, anaesthesia and resuscitation nurse and midwife |
CA9 |
Employee with a bachelor’s degree. Former career brackets classified in EA5.0. Former career brackets classified in ES5.0: graduate teacher, graduate hospital nurse, laboratory technician, dietician, occupational therapist, psychomotor therapist, social hygiene assistant, social assistant, speech therapist and physiotherapist |
CA10/CS10 |
Employee with a master’s degree (Bac + 5/6 years of higher education) |
Classification Grid (Annex 4bis – Article 15 from January 1, 2022)
CA2/CS2 |
Employees without a diploma from previous careers classified in EA1.O, EA2.0, OU3, CA1. |
CA3 |
Employees who have completed the 5th year of secondary school or the 9th year of technical secondary school and have at least 2 years of professional experience. Employees holding a CCM, CITP, or CCP (professional qualification certificate) from previous careers classified in OU4.0 and EA 2.1. |
CA4/CS4 |
Employees holding a CATP, CAP, or DAP. Employees who have completed the 3rd year of secondary school. Employees holding the certificate of completion of general education or secondary technical education. Employees who have completed 5 years of technical secondary education under the technical or technician scheme from previous careers classified in EA3.0, ES1.0. Individuals classified elsewhere in the previous career but holding a DAP. |
CA5 |
Employees with a Master’s Certificate or Technician diploma (technical secondary education). Previous careers classified in EA3.1. |
CA6/CS6 |
Employees holding the certificate of completion of secondary school or technical secondary school, as well as engineer-technician. Previous careers classified in EA4.0, educator, and pharmacy assistant. |
CA7 |
Employees with a Higher Technician Certificate (BTS): nurses, medical laboratory assistants, administrative BTS. |
CA8/CS8 |
Employees with a Specialized Higher Technician Certificate (BTSS): medical radiology assistant, medical surgical assistant, psychiatric nurse, pediatric nurse, anesthesiology and resuscitation nurse, midwife. |
CA9 |
Employees with a Bachelor’s degree. Previous careers classified in EA5.0, previous careers classified in ES5.0: graduate educator, graduate hospital nurse, laboratory technician, dietitian, occupational therapist, psychomotor therapist, social hygiene assistant, social worker, speech therapist, physiotherapist. |
CA10/CS10 |
Employees with a Master’s degree (Bac +5/6), including physiotherapists with a Master’s degree (300 ECTS) or an equivalent higher education qualification in massage-physiotherapy certified by the Ministry of Higher Education and Research. |