Employer of Record in Luxembourg

Hiring independent contractors has boomed in popularity because of the cost savings and flexibility they offer. It can be a great option if you require niche skills or short-term project support. Contractors allow businesses to access specialized skills quickly, without the time and cost of setting up a local entity.

However, it’s important to know the limits of this model: contractors are not a substitute for full-time employees. Relying on them for ongoing, long-term roles can create serious compliance risks, including employee misclassification, which can lead to fines, back taxes, and reputational damage.

Playroll’s contractor management solutions make it simple to compliantly engage, onboard, and pay contractors around the world. We provide clear visibility into agreements, streamline payments, and reduce compliance risks – so you can focus on getting the work done. And when you’re ready to take the next step, we can help seamlessly convert contractors into full-time employees through our global Employer of Record service.

Businesses can only operate smoothly in Luxembourg if they comply with local labor laws including drafting compliant employment contract agreements and meeting taxation and payroll obligations. Learn more about the employment laws and regulations in Luxembourg below, to avoid any compliance issues.

Employment Contract Requirements

In Luxembourg, employment contracts are typically indefinite, but for fixed-term contracts, strict regulations apply under the Labor Code. Both types necessitate written form and mutual understanding, with no language requirements. Contracts should encompass essential employment details, including:

• Identification of both parties
• Commencement date
• Workplace(s)
• Job description, duties and responsibilities
• The employee's salary as well as other compensation or benefits, and terms of payment
• Working hours and schedule
• Notice periods for employment termination
• Probation period
• Reference to additional clauses as agreed by the two parties

Onboarding Process

We can help you get a new employee started in Luxembourg quickly, with a minimum onboarding time of just 1-2 working days. The timeline starts once the employee submits all required information onto the Playroll platform and completes any necessary local authority registrations. For non-nationals, the Right to Work assessment (if applicable) may add up to three extra days. Additional time may be needed for follow-ups on this assessment. Please note, payroll cut-off dates can impact the actual start date. Playroll's payroll cut-off date is the 10th of each month unless otherwise specified.

Probation Period in Luxembourg

Probation periods generally last between 2 weeks and 6 months, with varying limits based on skills and salary. Unskilled workers have a maximum trial period of 3 months, while those earning over 5 times the minimum wage can trial for up to 12 months.

In Luxembourg, the standard working hours are set at 8 hours per day and 40 hours per week. Employees are entitled to at least 11 consecutive hours of rest within each 24-hour period and a minimum of 44 consecutive hours of rest per week, typically including Sunday.

Overtime refers to any work performed beyond the standard 8 hours per day or 40 hours per week. By law, employees in Luxembourg can work up to 10 hours per day and 48 hours per week. Overtime must be compensated either by paid time off at a rate of one hour plus half an hour of paid time off for each hour of overtime worked or credited at the same rate to a time-savings account. If compensation cannot be provided, employees are entitled to payment of their normal hourly wage plus a 40% supplement for each hour of overtime.

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Employment laws in Luxembourg can be intricate, and even unintentional mistakes in contracts, benefits, or termination processes can carry legal and reputational consequences. With an Employer of Record, you gain a local partner that ensures every hire is compliant. The EOR takes care of drafting compliant contracts, processing accurate payroll, managing contributions to statutory benefits, and handling lawful terminations if needed, all according to local employment standards.

This level of protection is especially valuable when expanding into new or unfamiliar regions. Instead of using time and resources to build in-house legal knowledge, you gain immediate access to local expertise. The EOR keeps you ahead of regulatory updates and shields your company from potential compliance gaps, so you can confidently hire and manage employees while minimizing risk. For hiring managers and founders, it's the difference between hiring with uncertainty and building your team on a legally sound foundation.

Fiscal Year in Luxembourg

1 January - 31 December is the 12-month accounting period that businesses in Luxembourg use for financial and tax reporting purposes.

Payroll Cycle in Luxembourg

The payroll cycle in Luxembourg is usually Monthly, with employees being paid by the last day of the month.

Minimum Wage in Luxembourg

As of May 1, 2025, Luxembourg's minimum wage rates vary based on age and experience as follows:

• Unskilled workers aged 18 and over: €2,703.73 per month (€15.63 per hour).
• Skilled workers aged 18 and over: €3,236.92 per month (€18.75 per hour).
• Workers aged 17 to 18: €2,162.98 per month (80% of the unskilled rate).
• Workers aged 15 to 17: €2,027.80 per month (75% of the unskilled rate).

These rates reflect a 2.5% increase from the previous rates, effective May 1, 2025, due to the automatic wage indexation mechanism triggered by inflation. Luxembourg's minimum wage is reviewed through two mechanisms:

1. Regular Adjustments: Conducted every two years to assess and adjust the minimum wage based on economic factors.

2. Automatic Indexation: Triggered when the consumer price index (CPI) increases by more than 2.5% over a six-month period, leading to an automatic 2.5% increase in wages, including the minimum wage.

Luxembourg's minimum wage rates are among the highest in the European Union, though this is offset by high cost of living. To mitigate this, Luxembourg employs the automatic wage indexation system mentioned, that adjusts wages in line with inflation, helping to preserve workers' purchasing power.

Bonus Payments in Luxembourg

In Luxembourg, it's common to receive a 13th salary. This payment is equal to one month's salary usually given at the end of the year.

Employer Tax Contributions

Employer payroll contributions are generally estimated at an additional 11.88% - 13.68% on top of the employee salary in Luxembourg.

Employee Payroll Tax Contributions

In Luxembourg , the typical estimation for employee payroll contributions cost is around 12.45%.

Individual Income Tax Contributions

Luxembourg income tax is calculated using progressive rates (8% – 42%) and determined by the taxpayer's personal situation via assigned tax classes. Class 1 for single individuals, Class 1a for single parents or those over 65, and Class 2 for married or civil partners – with non-residents eligible for Class 2 only if specific income thresholds are met, which can influence their effective tax rate.

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Pension in Luxembourg

Employers, employees, and the State contribute 8% each to the general pension insurance scheme. The fund covers old-age pensions, disability pensions, and survivors' pensions. The retirement age is 65.

When you’re scaling quickly, setting up local payroll systems in each new country slows you down. In Luxembourg, the administrative load can include government registration, benefits management, and accurate, on-time payment delivery. An EOR gives you a plug-and-play solution that handles all of this while your internal team stays focused on growth, not red tape.

Key Ways an EOR Supports Payroll in Luxembourg:

• Rapid Payroll Setup: Onboards employees quickly with ready-to-go infrastructure.
• End Administration: Handles salary, tax, and benefits with no extra internal resources.
• Vendor Simplicity: Consolidates payroll across countries for centralized oversight.
• No Entity Required: Operates legally, saving your business the time and resources needed for local incorporation.

In Luxembourg, work permits and visas are essential for employers hiring foreign workers. The process involves submitting applications, paying fees, and meeting specific eligibility criteria. The key visa types include the National Visa (C) for short-term stays, Long-Stay Visa (D), EU Blue Card for highly-qualified workers, Settlement Permit, and Working Holiday visa for eligible nationalities. Employers must ensure compliance with local labor regulations when sponsoring foreign employees.

Mandatory Leave Entitlement in Luxembourg

The annual leave entitlement in Luxembourg is 26 days for a full time worker. These can include public holidays on top of that or within those days, which would otherwise be unpaid.

Public Holidays In Luxembourg

Luxembourg has 11 mandatory national holidays in a year.

Paid Time Off in Luxembourg

In Luxembourg, full-time employees receive 26 days of annual leave per year. Eligibility for annual leave starts after three consecutive months of employment, while part-time employees receive a proportionate allocation of vacation days.

Maternity Leave In Luxembourg

Employees are entitled to 20 weeks of paid leave, divided into 8 weeks pre-natal and 12 weeks post-natal periods. During the final three months preceding leave, employees receive 100% of their highest salary, covered by Social Security.

Paternity Leave In Luxembourg

Employees are granted 10 days of paid paternity leave, to be used within 2 months of birth and paid at 100% of salary. The employer pays the paternity leave and is responsible for covering the initial 2 days, but can be reimbursed by Social Security for the subsequent 8 days.

Sick Leave In Luxembourg

Employees in Luxembourg are entitled to unlimited paid sick leave under the following terms:

• Employers provide full salary for the first 77 days of illness.
• If the 77th day falls into the next month, the employer continues payment until the end of the month.
• Beyond 77 days, sick leave is compensated at 100% of the regular salary, up to five times the minimum social salary, paid by Social Security.

Parental Leave In Luxembourg

After maternity or adoption leave, employees can opt for up to 6 months of parental leave. Social Security calculates pay based on the employee's average salary from the last 12 months, with a maximum of 4,506.23 EUR and a minimum of 2,703.74 EUR per month.

For startups and small teams, managing global employee benefits isn’t just complex, it’s a full-time job. In Luxembourg, understanding what benefits are required, how to deliver them, and how to stay compliant can be overwhelming, especially without local HR expertise. An Employer of Record removes that pressure by taking complete ownership of benefits administration, so you don't have to become an expert in local employment law.

Whether it’s healthcare contributions, pension enrollment, or statutory leave, the EOR ensures everything is delivered accurately and on time. They navigate any country-specific nuances, keep up with legal changes, and ensure each benefit is properly tracked and documented. For founders, that means fewer distractions and more time to focus on growth. Your employees get the security and support they expect from a local employer, and you get to scale your team in Luxembourg without building complex infrastructure or worrying about compliance missteps.

Termination Process in Luxembourg

Termination procedures vary based on employment and collective agreements, contract type, and reasons for termination. Employers with over 150 employees must conduct a hearing before dismissal, and those with at least 15 employees must inform the economic committee about dismissals. Valid reasons for termination include:

• Employees aptitude or conduct
• Redundancy
• Closure of business

Notice Period in Luxembourg

If a collective agreement specifies notice periods that differ from statutory ones, both employer and employee must follow the collective agreement's notice periods. The notice duration depends on the length of service.

• Two months' notice for employees with less than five years of service
• Four months' notice for employees five to ten years of service.
• Six months' notice for employees with more than ten years of service.

Severance in Luxembourg

In Luxembourg, employees terminated without proper notice or with over 5 years of service are entitled to severance pay. It equals 30 days of salary per year, capped at 25 months of base compensation.

• No severance pay for employees with less than 5 years of service.
• 1 months salary for employees with at least 5 years but less than 10 years of service
• 2 months salary for employees with at least 10 years but less than 15 years of service
• 3 months salary for employees with at least 15 years but less than 20 years of service
• 6 months salary for employees with at least 20 years but less than 25 years of service
• 9 months salary for employees with at least 25 years but less than 30 years of service
• 12 months salary for employees with 30 years of service or more.