Filter results
Skills domains
Topic(s)
- D01 - Employment contracts
- D02 - Other contracts
- D03 - Probationary period
- D04 - Remuneration
- D05 - Working hours
- D06 - Sickness
- D07 - Employment of persons who are pregnant, or have recently given birth or are breastfeeding
- D15 - Posting of employees
- D17 - Délégations du personnel et conventions collectives
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D6c5 - What are the implications of a progressive return to work for therapeutic reasons for the employee ?
A progressive return to work is considered as a period of total incapacity for work and will be counted as such when determining the end of entitlement to benefits (78 weeks within a 104-week period). In the case of a...
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D2b5 – What happens if one or more essential pieces of information in the student contract are not provided to the pupil or student?
In principle, essential information relating to the employment relationship must be communicated no later than the first day of work. If one or more essential elements of the student contract have not been provided beforehand, they must, in any case,...
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D2b17 - What rights do pupils and students who do not work on a statutory public holiday have?
In accordance with the provisions of article L. 151-7 of the Labour Code, the rights relating to the statutory public holiday not worked for employees also apply to pupils and students during school holidays. Statutory public holiday falling on a...
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D2b7 – What remuneration must be paid to pupils and students?
The remuneration of a pupil or student must not be less than 80% of the social minimum wage (SSM). As of May 1, 2025 (index 968.04), the remuneration of pupils and students is as follows: Nota Bene If the student’s...
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D2b6 – What is the maximum duration pupils and students can be employed?
The duration of employment must not exceed 2 months or 346 hours per calendar year, regardless of whether it involves one or multiple contracts. It is therefore possible to conclude one or more part-time student contracts exceeding a total of...
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D2b16 - May pupils and students work on Sunday or on a statutory public holiday?
Pupils and students of full age Pupils and students of full age employed during school holidays may work on Sunday or on a statutory public holiday. Increases of remuneration under the general law apply (FAQ D5e6 and FAQ D9a3) :...
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D2c3 - May students who are employed on a fixed-term "student" contract (CDD) outside school holidays be employed from the age of 15 years?
No. Article 7 of the Law of 6 February 2009 on compulsory schooling sets the duration of obligatory school attendance at 12 years. Compulsory schooling thus extends at present from 4 to 16 years. Whilst a student who is employed...
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D15a1 - What is to be understood by “posting of employees”?
The Court of Justice of the European Union (CJEU) has defined the posting of workers as follows: “Hiring-out of workers, within the meaning of Article 1(3)(c) of Directive 96/71, is a service provided for remuneration in respect of which the...
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D15a12 - Do the provisions on the posting of workers apply to all economic sectors?
The provisions concerning the posting of workers apply to all economic sectors, with the exception of undertakings in the merchant navy sector. Special provisions relating to the posting of workers also apply to undertakings engaged in the professional carriage of...
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D15a18 - What is to be understood by "reference person"?
Definitions "Reference person" means the natural or legal person freely and clearly appointed by the posting undertaking, who is present within Luxembourg territory for the period of posting and who is entrusted by the posting undertaking with responsibility for liaising...
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D15a21 - Is a temporary employment agency established abroad required to make a posting declaration?
Yes. A temporary employment agency established abroad, which posts its employees to Luxembourg, is required to make a posting declaration to the ITM (cf. D15a7). The temporary work agency is moreover required to disclose the data identifying the user undertaking...
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D15a27 - What is to be understood by “cross-border enforcement of penalties and financial administrative fines”?
In the event that a competent authority of a Member State is not in a position to enforce or notify an administrative penalty and fine in accordance with the legislation, the rules and the administrative practices in force in its...
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D15a30 - May a request for an enforcement or notification of a penalty or fine be rejected by the ITM?
Yes. The request for notification or enforcement of a penalty or fine may be refused in the following cases: where the request does not contain the required information, is incomplete or does not correspond to the decision on which it...
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D15a36 - Can trade union organisations enforce before the courts rights granted to posted workers?
Yes. Trade union organisations which prove that they are generally representative at national level or are representative in a particularly important sector of the economy, may enforce, before civil or administrative courts, the rights granted to a posted worker in...
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D15a45 - Which cleanliness and hygiene criteria apply to dwellings and rooms rented out or made available for residential purposes by the employer to workers away from their usual place of work?
No bedroom in a dwelling and no room may be occupied by more than two persons of full age. Dwellings, rooms and collective facilities must be protected against damp, cold, heat and draughts. No dwelling, room or collective facility may...