Living and working conditions: Luxembourg

Where to find jobs advertised

The Luxembourg public employment service, ADEM (Agence pour le développement de l’emploi), offers an online service, the JobBoard, to registered jobseekers and employers. Jobseekers profiles are automatically and anonymously published in this database and can also be viewed by registered employers. Candidates can also post their CVs online and have access to anonymised job offers, submitted by companies to the ADEM.

• However, the offers are not yet available on the ADEM website.
• The career platform www.work-in-luxembourg.lu provides access to job offers in selected business sectors.
• In the national press (Luxemburger Wort, saturday edition);
• On commercial websites for performing job searches and posting a CV online (see other addresses under ‘Links’).
• On the websites of large companies/employment agencies.

Registering with a temporary employment agency

You may register either at the agency itself or by post, and provide a CV, photo and a photocopy of your identity card. The addresses of the main temporary agencies in Luxembourg can be found on the FEDIL Employment Services – Temporary Employment website (FES, see ‘Links’).

Sending a speculative application

Speculative applications are commonly used in Luxembourg to contact large companies, especially by young graduates. Therefore, you should not hesitate to apply this way, as it gives you the opportunity to be noticed and to be listed in the database of potential candidates, if the company’s HR services have one.

Links:

Applications should comprise an application or covering letter and a curriculum vitae (CV).

The application letter (or covering letter)

The application letter is not just an accompanying letter. It should be personal, carefully written, punchy and relevant, and relate to a specific post. It should highlight to what extent the applicant understands the position and the needs of the company, his/her strong points and the qualities that suit him/her for the job, and finally, it should spell out the applicant’s motivation, namely why s/he has chosen this particular company above any other.

In what language?

Unless otherwise stated, handwritten letters should be in the language used in the advertisement. Letters sent with speculative applications must be written in French, or in English if applying to a large multinational society.

The CV

The CV encloses usually a professional photograph. A CV generally consists of one or two pages giving the details of the applicant’s training and previous work experience, acquired skills, language, computer or office skills, and interests. The skills declared (especially language skills) must be accurate, as they will be checked.

Language requirements

Considering Luxembourg’s position in the heart of Europe and the fact that there are three official languages (Luxembourgish, French and German), a proficiency in several languages is very important when applying for many jobs in Luxembourg. Depending on the activity field, French, English, German and Luxembourgish are either essential or much appreciated. Dutch, Italian, Spanish and Portuguese will be a strong plus. In order to have a good chance to find a job, it is therefore advisable to master a minimum of two languages, including at least one of the official languages of the country.

Links:

Definition

A new law has been adopted the 9th June 2020 for the execution of traineeships in Luxembourg. In general, it is necessary to sign a traineeship contract or agreement. Regarding the traineeship agreement, a distinction is made whether the traineeship is a mandatory component of the studies or whether it is a voluntary initiative in order to gain professional experience.

If the traineeship is mandatory and has a duration of maximum 4 weeks, then it is not mandatory to pay a salary. If the duration is more than 4 weeks, then it is mandatory to give a salary to the trainee, the salary depending on the different type of the traineeship, exception made if the educational institution does not allow any salary for the trainee .

The hosting establishment or business in Luxembourg signs a traineeship agreement with the trainee, which mentions the frame of the traineeship (paid, non-paid) . The agreement may include material advantages such as free housing, a food allowance or pocket money;

The paid traineeship is also regulated by a convention and mentions the salary. It is therefore compared to a job.

http://legilux.public.lu/eli/etat/leg/loi/2020/06/04/a476/jo

https://guichet.public.lu/en/entreprises/ressources-humaines/contrat-convention/jeunes-actifs/convention-stage.html

https://www.jugendinfo.lu/jobs-stages/

Eligibility

It is necessary to distinguish between paid and unpaid traineeships:

Unpaid traineeship of less than 3 months

A third-country national who wishes to attend an unpaid traineeship for less than 3 months does not need a residence permit for trainees, but he must fulfil the conditions governing a stay of less than 3 months.

Unpaid traineeship of more than 3 months

A third-country national who wishes to attend an unpaid traineeship of more than 3 months requires a temporary residence certificate for trainees, before coming Luxembourg.

The conditions are the same for a third-country national who legally resides in another EU Member State and who wishes to reside in Luxembourg to complete an unpaid traineeship. However, a third-country national lawfully residing in another EU Member State and who wishes to complete an unpaid traineeship in Luxembourg without residing in Luxembourg, does not need any specific authorisation.

A third-country national with a residence permit for students who must complete an unpaid traineeship within the framework of his academic programme while his residence permit for students is still valid, does not need to apply for a new temporary residence certificate for trainees. The residence permit for students entitles its holder to undergo an unpaid traineeship in Luxembourg.

Paid traineeship of less than 3 months

A third-country national who wishes to undergo a voluntary traineeship of less than 3 months must have a work permit.

Paid traineeship of more than 3 months

A third-country national who wishes to reside in Luxembourg in order to undergo a paid traineeship must apply for a temporary residence certificate for salaried workers, before coming Luxembourg.

The conditions are the same for a third-country national who legally resides in another EU Member State and who wishes to reside in Luxembourg to undergo a voluntary traineeship. However, a third-country national lawfully residing in another EU Member State and who wishes to undergo a voluntary traineeship in Luxembourg without residing in Luxembourg, must apply for a work permit.

Conditions of residence for third-country national trainees

A third-country national (i.e. from a country which is neither an EU Member State nor a country treated as such - Iceland, Norway, Liechtenstein and Switzerland) who resides in a third-country and wishes to establish residence in Luxembourg in order to attend a mandatory traineeship for more than three months will need a temporary residence certificate and then a residence permit.

Implementation

Traineeships and the content of traineeships as well as the organisation within the company are defined in the law.

http://legilux.public.lu/eli/etat/leg/loi/2020/06/04/a476/jo      

Living and Working conditions

Traineeship agreement: work to be carried out within the framework of an essentially educational traineeship as part of school education.

Where to find opportunities

• http://jobs-stages.letudiant.fr/stages-etudiants/offres/pays-luxembourg.html
• http://emploi.monster.lu/stage-apprentissage-alternance_8
• http://www.optioncarriere.lu/emploi-stage.html
• http://fr.jobs.lu/
• http://www.directetudiant.com/lists-offre/stage/pays/luxembourg/53
• http://www.iagora.com/work/fr/stages-et-emplois/luxembourg
• https://en.moovijob.com/job-offers/jobs-luxembourg/contract-internship/experience-beginner

Funding and support

no information available

Where to advertise opportunities

Employers should get in contact with the EURES consultants of their country. They could also contact their respective business organisations. The Luxembourg Chamber of Commerce and the Luxembourg Chamber of Crafts are, for example, members in the Enterprise Europe Network (EEN), a network that assists companies in fostering business contacts all over Europe.

Funding and support

no information available

Legal framework

The apprenticeship is aimed at giving apprentices the opportunity to learn a trade or profession, which will be taught by an employer qualified to do so.

There are 2 types of apprenticeship:

• Initial apprenticeship: an adolescent who has to be at least 15 years old and must have completed the statutory compulsory schooling (3 years in a secondary school).
• Apprenticeship for adults: an adult who is at least 18 years of age, has completed the statutory compulsory schooling, is no longer under the initial schooling system for at least 12 months and has been affiliated with the Joint Social Security Centre in Luxembourg (CCSS) for at least 12 months and for at least 16 hours a week.

An apprenticeship combines both:

• theoretical and general training from a technical school, and;
• practical training in a commercial, industrial, agricultural or craft business, supervised by an employer.

An apprenticeship contract can prepare for various diplomas:

• the certificate of vocational ability (CCP - certificat de capacité professionnelle) is intended for pupils with learning difficulties who cannot access the vocational aptitude diploma (DAP) or the technician's diploma (DT). The CCP is mainly a practical training course which also teaches some theory
• the vocational diploma (DAP – diplôme d’aptitude professionnelle) is a national diploma which can be obtained after the successful completion of initial vocational training. It is awarded after the final integrated project (projet intégré final) at the end of the last year of the apprenticeship. It proves that the apprentice, who has passed this job-related exercise, has the necessary theoretical and practical skills and competences to practice the trade or profession as a skilled worker. This diploma gives access to further studies in order to become a master craftsperson or to pursue higher technical education.
• the technician's diploma (DT - diplôme de technicien) proves that its holder has the necessary theoretical and practical skills to practice the relevant trade or profession as a technician. The technician's diploma is different from the vocational aptitude diploma in that it provides a deeper and broader skill base and better general knowledge. Thanks to optional preparatory modules, students can also pursue higher technical education.

There are also transnational apprenticeships (TRF) that combine practical training in an enterprise in Luxembourg with school-based instruction provided by a school in a neighbouring country. The foreign diplomas received are automatically recognised by the Luxembourg authorities.

The general organisation of VET is stated by law, and has been reviewed in 2008 and in 2010.

→ Mémorial A-N°220 – 30^th December 2008:

http://www.legilux.public.lu/leg/a/archives/2008/0220/a220.pdf

→ Mémorial A-N°189 – 26^th October 2010:

http://www.legilux.public.lu/leg/a/archives/2010/0189/a189.pdf

A “Grand-Ducal regulation” (règlement Grand-Ducal) lists the professions offered in VET and the corresponding remunerations.

→ Mémorial A-N°124 – 16^th July 2014:

http://www.legilux.public.lu/leg/a/archives/2014/0124/a124.pdf

The code of law states the regulations existing on apprenticeship contracts.

→ Code du Travail, livre premier, titre premier, art. L.111.1- L.113.6 :

http://www.mte.public.lu/legislation/code_du_travail/20080318_codetravail_4.pdf

Description of schemes

General as well as technical and vocational subjects focusing on theory are provided in schools while, for most professions practical training takes place in enterprises.

For some apprenticeship professions however, training is solely school-based, or offered in a mixed form, where the first year(s) are school-based, then continued in a dual school- and work-based training system.

The remunerations according to each profession are fixed via a “Grand-Ducal regulation” (règlement Grand-Ducal) which lists the professions offered in VET and the corresponding remunerations.

→ Mémorial A-N°124 – 16^th July 2014:

http://www.legilux.public.lu/leg/a/archives/2014/0124/a124.pdf

In the context of the lifelong learning policy, adults also have the opportunity to acquire a diploma, mainly in the professions which are offered in the dual training system. These candidates are paid the equivalent of the minimal wage for non-qualified workers/employees. The difference between the amount a company has to pay an apprentice in the initial VET system and the amount it has to pay an adult is reimbursed by the employment fund.

→ Mémorial A-N°55 – 11^th July 2000:

http://www.legilux.public.lu/leg/a/archives/2000/0055/a055.pdf#page=2

The Ministry of National Education, Childhood and Youth (MENJE) is responsible for all types of education, where a specific department is in charge of vocational education and training (SFP – service de la formation professionnelle).

Cooperation between the Government and the social partners is a core principle in the VET system. The professional chambers act as independent policy institutes. They are involved in Luxembourg’s legislative procedures and are officially and systematically consulted on laws and regulations on general education and initial and continuing VET. They are also represented at national level in diverse bodies such as the Economic and Social Council, and the Tripartite Advisory Committee on Vocational Training.

Apprenticeship registration of adolescents and adult candidates is done at ADEM, the Luxembourg’s public employment service. The responsible department is service for vocational guidance. In the event of a successful matching between a candidate and an enterprise, an apprenticeship placement will be made, and the professional chambers set up the apprenticeship contract.

Eligibility

Given that the apprenticeships are structured by laws and regulations, any candidate wishing to register for an apprenticeship needs to fulfil the prerequisites on school levels (in order to access the various kinds of apprenticeship levels - CCP, DAP, DT - candidates need a certain level beforehand) and language skills.

Due to Luxembourg’s close ties with its neighbouring countries and the high share of foreign citizens with a mother tongue other than the one of the three official languages (Luxembourgish, French and German) multilinguism is an important issue that also has a strong impact on VET. Therefore, it is important to check the required language skills prior to the registration for an apprenticeship.

Another very important matter is the fact that registration has to happen personally, the candidates presenting the required documents for registration.

Apart from these matters, citizens of any country can access an apprenticeship in Luxembourg.

Living and working conditions

See answer to “eligibility”.

Where to find opportunities

As stated above, personal registration takes place in the department for vocational guidance of the Luxembourg PES, the ADEM. This department operates in three different geographical offices; Luxembourg city, Esch-Alzette and Diekirch.

Once the registration is completed and the candidates has chosen one to three apprenticeship professions, apprenticeship offers  declared by companies can be received either in the department for vocational guidance, at the secondary schools or at the department for “local youth action” of the Ministry of Education, Children and Youth.

• http://www.adem.public.lu/demandeur/orientation/index.html
• http://www.men.public.lu
• http://portal.education.lu/Default.aspx?alias=portal.education.lu/alj&

Funding and support

Apprentices are granted an apprenticeship benefit, which is administered at the department for vocational guidance of the PES.

Where to advertise opportunities

Employers who would like to train an apprentice can declare their offers at the department for vocational guidance of the PES. They can do this using a specific form. Once received, the eligibility of the company to train apprentices is checked in cooperation with the professional chambers.

Funding and support

Companies are granted a financial benefit between 27% and 40% of the apprentice’s remuneration. In the case of an adult apprentice, employers are also reimbursed the difference between the remuneration of an apprentice in an initial apprenticeship and the wage which receives an adult apprentice. These financial aids are administered at the department for vocational guidance of the PES.

The free movement of goods is one of the cornerstones of the European Single Market.

The removal of national barriers to the free movement of goods within the EU is one of the principles enshrined in the EU Treaties. From a traditionally protectionist starting point, the countries of the EU have continuously been lifting restrictions to form a ‘common’ or single market. This commitment to create a European trading area without frontiers has led to the creation of more wealth and new jobs, and has globally established the EU as a world trading player alongside the United States and Japan.

Despite Europe’s commitment to breaking down all internal trade barriers, not all sectors of the economy have been harmonised. The European Union decided to regulate at a European level sectors which might impose a higher risk for Europe’s citizens – such as pharmaceuticals or construction products. The majority of products (considered a ‘lower risk’) are subject to the application of the so-called principle of mutual recognition, which means that essentially every product legally manufactured or marketed in one of the Member States can be freely moved and traded within the EU internal market.

Limits to the free movement of goods

The EU Treaty gives Member States the right to set limits to the free movement of goods when there is a specific common interest such as protection of the environment, citizens’ health, or public policy, to name a few. This means for example that if the import of a product is seen by a Member State’s national authorities as a potential threat to public health, public morality or public policy, it can deny or restrict access to its market. Examples of such products are genetically modified food or certain energy drinks.

Even though there are generally no limitations for the purchase of goods in another Member State, as long as they are for personal use, there is a series of European restrictions for specific categories of products, such as alcohol and tobacco.

Free movement of capital

Another essential condition for the functioning of the internal market is the free movement of capital. It is one of the four basic freedoms guaranteed by EU legislation and represents the basis of the integration of European financial markets. Europeans can now manage and invest their money in any EU Member State.

The liberalisation of capital markets has marked a crucial point in the process of economic and monetary integration in the EU. It was the first step towards the establishment of our European Economic and Monetary Union (EMU) and the common currency, the Euro.

Advantage

The principle of the free movement of capital not only increases the efficiency of financial markets within the Union, it also brings a series of advantages to EU citizens. Individuals can carry out a broad number of financial operations within the EU without major restrictions. For instance, individuals with few restrictions can

1. easily open a bank account,
2. buy shares
3. invest, or
4. purchase real estate

in another Member State. EU Companies can invest in, own and manage other European enterprises.

Exceptions

Certain exceptions to this principle apply both within the Member States and with third countries. They are mainly related to taxation, prudential supervision, public policy considerations, money laundering and financial sanctions agreed under the EU Common Foreign and Security Policy.

The European Commission is continuing to work on the completion of the free market for financial services, by implementing new strategies for financial integration in order to make it even easier for citizens and companies to manage their money within the EU.

• How to go about it: accommodation can be found by looking at the property section in the newspapers (Luxemburger Wort, Tageblatt, Le Quotidien, Lux-Bazar, etc.). There are also websites and specific newspapers, and it is advisable to contact an estate agency.
• Properties : The average rent for a flat amounts to € 1.509 per month, or € 34.15 / m² in between the 1st January 2022 and the 31^st December 2022. For a house , the average rent is € 3.275 or € 16,94 / m². Rents are expensive in Luxembourg, in particular in Luxembourg City. Prices are lower in the decentralised cities and mainly in the North (beyond Ettelbruck) and in the South of the country (Esch / Alzette ...)
• Bank guarantees/deposit: Landlords generally request a security deposit of an amount which cannot exceed 3 months of rent.
• Where to rent: Luxembourg’s roads are crowded at rush hour due to the large number of cross-border workers who commute every day by car. Public transport can save you a lot of bother. It would be wise to check in advance if the area where you plan to live, is well served by public transport.
• Buying your own property: Luxembourg City and the municipalities on its outskirts
• (Bertrange and Strassen in particular) are the most expensive municipalities for the sale of existing flats, with average prices per m² exceeding 10,800 € in the year 2022. In contrast, prices are much lower in some municipalities in the north of the country (Troisvierges, Clervaux and Wiltz in particular), for which the average prices per m² are still 6,200 €. Between these two extremes, the average prices of existing flats are around the national average (8,734 €/ m² in 2022 in many municipalities in the "second ring around Luxembourg City (in Roeser, Kehlen, Reckange-sur-Mess or Mersch for example). Average prices are more often between 7,600 and 8,400 €/ m² in most of the communities of the Minette, in the south-west, which is the other main centre of the flat sales market (alongside the capital). The location is also a determining factor in the prices of existing houses.In the canton of Luxembourg, the average price of a house is 1,590,000, 80% higher than the average price in the north of the country.
• Living in the border areas: new workers arriving in Luxembourg can also look for accommodation in the border areas of Luxembourg (Germany, France or Belgium), where accommodation is cheaper. They would then have the cross-border commuter status.

Links:

The school system in Luxembourg is multilingual. An internationally recognised school leaving certificate or a professional aptitude diploma is awarded upon completion of education.

Luxembourg’s constitution allows the State to organise and regulate education. This means that most schools are state-run and free of charge.

Beyond the state education system, Luxembourg has a number of private schools and international schools. Schooling is compulsory from the age of 4 until the age of 16.

To register a child in a municipal school (preschool or primary/secondary), you need to go to the local authority where you live (administration communale) with the following documents: family book, child’s birth certificate and, if available, the child's last school report. Parents enrol their child in the municipality where they live (except for secondary education). Some non-state-funded private schools, such as the European School or the Lycée Vauban, have their own assessment and certification system.

Links:

The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.

Your driving licence in the EU

The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.

Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.

Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper ­- so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.

The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.

You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.

If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.

If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.

Registering your car in the host country

If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.

To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.

Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm 

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.

Taxation

Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

The formalities which need to be completed in order to move to Luxembourg differ depending on whether the person wishing to move is a national of an EU Member State or of an assimilated country, or of a non-EU country.

Nationals of EU Member States or of assimilated countries and their family members

European Union citizens and their family members who are also EU nationals or nationals of an assimilated country wishing to come to Luxembourg for less than 3 months (holiday, family visit, business trip, professional activity, and so on) are not required to complete any administrative formalities.

They do only need a valid national identity card or passport.

EU nationals have the right to stay in Luxembourg for more than 3 months, if they meet one of the following conditions:

• they work in an employed or self-employed activity;
• they have sufficient resources for themselves and their family members, so as not to become a burden on the social assistance system, and they have a health insurance;
• they are registered in an approved public or private education establishment in the Grand Duchy of Luxembourg, for the principal purpose of completing a course of study or, within that context, vocational training. In this case, they must also have sufficient resources for themselves and their family members so as not to become a burden on the social assistance system, and they must have a health insurance.

Iceland, Liechtenstein and Norway, which are party to the Agreement on the European Economic Area (EEA), and the Swiss Confederation are assimilated to the Member States of the European Union.

Nationals of EU Member States or of assimilated countries and their family members (irrespective of nationality) are required to declare their arrival to the local authority of the municipality where they are living, if they intend to stay in Luxembourg for more than three months.

Registrants must report to the local authority of the municipality of arrival with the following documentation:

• a valid identity card or passport (accompanied, where necessary, by a visa or a residence permit issued by another EU Member State);
• where appropriate, a family record book or, failing that:
  • a marriage or partnership certificate;
  • children’s birth certificates.

The local authority may request further documentation. So it is advisable to contact the relevant local authority in advance in order to be well prepared.

If the documents are not established in German, French or English, a translation by a certified translator must be enclosed.

After declaring their arrival to the local authority, registrants may request a residence certificate for themselves and their family members. This certificate justifies the granting of a special leave for moving.

Within 90 days of arriving in Luxembourg, declarants must also report to the local authority offices to complete:

• a declaration of registration if they are nationals of the EU or an assimilated country;
• an application for a residence permit for family members of EU citizens if they are family members of an EU national but are themselves nationals of a country outside the EU.

Nationals of non-EU countries

Nationals of third countries who are not family members of a national of an EU Member State (or assimilated country) must declare their arrival to the local authority responsible for the municipality in which they are staying, within three days of arriving in Luxembourg, irrespective of the length of stay.

If the stay is less than three months, they are exempt from making this declaration if they have completed an accommodation sheet [‘fiche d’hébergement’] at an establishment which provides accommodation (e.g. a hotel).

Nationals of non-EU countries who are staying in Luxembourg for less than three months must declare their arrival to the local authority and submit:

• a valid travel document, where appropriate accompanied by a visa;
• where appropriate, a family record book or, failing that:
  • a marriage or partnership certificate;
  • children’s birth certificates.

Nationals of non-EU countries who stay in Luxembourg for more than three months must present themselves to the local authority of arrival with the following documentation:

• an original residence permit obtained before entering the territory of Luxembourg;
• a valid passport, and if necessary, the required compulsory visa or a valid residence document issued by another Member State within the Schengen area;
• where appropriate, a family record book or, failing that:
  • a marriage or partnership certificate;
  • children’s birth certificates.

The local authority may request further documentation. It is therefore advisable to contact the relevant local authority in advance to make enquiries about this.

If the documents are not written in German, French or English, a translation by a certified translator must be enclosed with them.

Within 90 days of arrival, nationals of non-EU countries holding a temporary residence permit  and who wish to stay in Luxembourg for more than 90 days, must request the residence document corresponding to their residence permit (salaried employee, self-employed worker, trainee, etc.) from the Immigration Directorate of the Ministry of Foreign and European Affairs (www.guichet.public.lu)

Links:

• check whether the immigrant’s nationality requires an visa to enter Luxembourg;
• check the validity period of the identity card and/or passport and make sure they will not expire during the immigrant’s stay;
• register with the local authorities.

Links:

Quality of work and employment - a vital issue, with a strong economic and humanitarian impact

Good working conditions are important for the well-being of European workers. They

• contribute to the physical and psychological welfare of Europeans, and
• contribute to the economic performance of the EU.

From a humanitarian point of view, the quality of working environment has a strong influence on the overall work and life satisfaction of European workers.

From an economic point of view, high-quality job conditions are a driving force of economic growth and a foundation for the competitive position of the European Union. A high level of work satisfaction is an important factor for achieving high productivity of the EU economy.

It is therefore a core issue for the European Union to promote the creation and maintenance of a sustainable and pleasant working environment – one that promotes health and well-being of European employees and creates a good balance between work and non-work time.

Improving working conditions in Europe: an important objective for the European Union.

Ensuring favourable working conditions for European citizens is a priority for the EU. The European Union is therefore working together with national governments to ensure a pleasant and secure workplace environment. Support to Member States is provided through:

• the exchange of experience between different countries and common actions
• the establishment of the minimum requirements on working conditions and health and safety at work, to be applied all over the European Union

Criteria for quality of work and employment

In order to achieve sustainable working conditions, it is important to determine the main characteristics of a favourable working environment and thus the criteria for the quality of working conditions.

The European Foundation for the Improvement of Living and Working Conditions (Eurofound) in Dublin, is an EU agency that provides information, advice and expertise on, as the name implies, living and working conditions. This agency has established several criteria for job and employment quality, which include:

• health and well-being at the workplace – this is a vital criteria, since good working conditions suppose the prevention of health problems at the work place, decreasing the exposure to risk and improving work organisation
• reconciliation of working and non-working life – citizens should be given the chance to find a balance between the time spent at work and at leisure
• skills development – a quality job is one that gives possibilities for training, improvement and career opportunities

The work of Eurofound contributes to the planning and design of better living and working conditions in Europe.

Health and safety at work

The European Commission has undertaken a wide scope of activities to promote a healthy working environment in the EU Member States. Amongst others, it developed a Community Strategy for Health and Safety at Work for the period 2021-2027. This strategy was set up with the help of national authorities, social partners and NGOs. It addresses the changing needs in worker’s protection brought by the digital and green transitions, new forms of work and the COVID-19 pandemic. At the same time, the framework will continue to address traditional occupational safety and health risks, such as risks of accidents at work or exposure to hazardous chemicals.

The Community policy on health and safety at work aims at a long-lasting improvement of well-being of EU workers. It takes into account the physical, moral and social dimensions of working conditions, as well as the new challenges brought up by the enlargement of the European Union towards countries from Central and Eastern Europe. The introduction of EU standards for health and safety at the workplace, has contributed a lot to the improvement of the situation of workers in these countries.

Improving working conditions by setting minimum requirements common to all EU countries

Improving living and working conditions in the EU Member States depends largely on the establishment of common labour standards. EU labour laws and regulations have set the minimum requirements for a sustainable working environment and are now applied in all Member States. The improvement of these standards has strengthened workers’ rights and is one of the main achievements of the EU’s social policy.

The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers

The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to workers’ mobility within the EU.

Main principles for the recognition of professional qualifications in the EU

As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.

For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.

Steps towards a transparency of qualifications in Europe

The European Union has taken important steps towards the objective of achieving transparency of qualifications in Europe:

• An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
• The development of concrete actions in the field of recognition and quality in vocational education and training.

Going beyond the differences in education and training systems throughout the EU

Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.

In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.

1. The European Qualifications Framework

The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.

2. The National Academic Recognition Information Centres (NARICs)

A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.

3. The European Credit Transfer System (ECTS)

The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.

4. Europass

Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents

• a CV (Curriculum Vitae),
• a cover letter editor,
• certificate supplements,
• diploma supplements, and
• a Europass-Mobility document.

The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system.

Since the 1st January 2009, in the private sector, no more distinction is made between white-collar worker and blue-collar worker status, either in labour law or in terms of social security. There is simply a reference to the employee, regardless of the job performed.

Different forms of employment exist:

Temporary work represents a potential springboard towards permanent employment. Workers have an assignment contract (contrat de mission) with the temporary employment agency specifying a specific and non-permanent task for one or more users.

Telework: Work which could be performed on the employer’s premises, but which is normally performed off-site (for example at home). The agreement on the legal rules applicable to teleworking, signed on 21 February 2006 by the trade unions (OGBL and LCGB) and the “Union des Entreprises Luxembourgeoises” (Union of Luxembourgish Enterprises), was declared of general obligation by the Grand-Ducal Regulation of 13 October 2006.

Full-time work: The statutory weekly working time is 40 hours per week in Luxembourg.

Part-time work: A part-time employee is an employee who agrees a reduced work schedule with his employer, working less hours than the usual schedule applicable in the establishment. Legal provisions protect part-time workers against discrimination (limitations on overtime, etc.).

Apprenticeship is a dual vocational training system coordinated by the Ministry of Education, Children and Youth and the relevant professional chambers. Apprenticeship contracts generally last for three years and cover specific trades.

Self-employment: self-employed workers pursue professional activities (in their own name) regulated by the “Chambre des Métiers” (Chamber of Skilled Trades and Crafts), the “Chambre de Commerce” (Chamber of Commerce) or the “Chambre d’Agriculture” (Chamber of Agriculture), or pursue a professional activity of a primarily intellectual rather than commercial nature. They are affiliated as such to the “Centre Commun de la Sécurité sociale” (Joint social security centre, CCSS)

The intermittent artist: artist or stage or studio technician, who is offering his services against remuneration or fee on the basis of a fixed-term employment contract or a service contract

Seasonal work: fixed-term contract in order to carry out works that cannot be carried out throughout the whole year.

Student work: limited to 2 months per year, during school holidays (for young people under 27 years old).

Traineeship agreement: work to be carried out within the framework of a primarily educational traineeship as an integral part of the educational training.

The new law of 4 June 2020 extends this notion to traineeships carried out in the twelve months following the end of the last school enrolment sanctioned by a Luxembourg secondary school leaving certificate or equivalent or for the person who has successfully completed a first cycle of higher or university education.

Fixed-term contract (CDD): employment contract specifying the end date of the employment relationship (under certain conditions) – see 3.4.

Unlimited contract (CDI): see 3.4.

Seasonal work: 

A seasonal contract is a special form of fixed-term contract subject to specific rules.

A seasonal contract is not meant to cover a periodic increase in the normal activity of a business, but to cover specific tasks that are not performed throughout the rest of the year.

Prerequisites

Seasonal employment contracts can only be concluded for activities which are seasonal in nature, i.e. activities such as:

• harvesting (incl. grape harvesting, etc.);
• packaging of harvested products;
• leisure and holiday instructors and coordinators;
• holiday tour guide and tourist guide;
• surveillance and maintenance of public open air swimming pools and camp sites;
• positions held in retail stores, hotels and restaurants that are only open at a certain period of the year;
• positions held in retail stores, hotels and restaurants that have a regular and foreseeable seasonal-related increase in activity during the year;
• positions held in companies active in aviation and the transportation of people that have a regular and foreseeable seasonal-related increase in activity during the year.

Duration

Within a time frame of 12 successive months, a seasonal contract may not be concluded for more than 10 months, including renewals.

The seasonal employment contract does not necessarily need to have a precise end date. It may have a conditional end date, but in that case, a minimum duration must be specified.

A seasonal contract automatically ends when its term expires, or when the purpose for which it was concluded is achieved.

Working conditions of seasonal workers

Seasonal workers have the same rights as any other employee. 

However, in the hotel and catering industry (HORECA sector - hotels, restaurants and cafes), special provisions regarding working hours and paid leave apply.

Luxembourg has at the moment no specific statistics regarding seasonal worker.

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Employment contracts are generally concluded for an indefinite period and are known as a permanent contract ‘CDI’ (‘contrat à durée indéterminée’). Employment contracts must be concluded in writing at the very latest on the first day of employment. They must be drawn up in duplicate, with one copy for the employee and one for the employer. However, if there is no written contract, the employee may prove the existence and performance of an employment contract in any way, which would generally classify it as a contract for an indefinite period. An employment contract must include at least the following information: the identity of the parties involved; the date on which work is to begin; the place of work (failing this, the place of work may be flexible); the nature of the job and, where applicable, a description of the duties involved; normal working hours; basic remuneration and any supplements where applicable (bonuses, allowances, etc.); the length of the probationary period, if applicable; the duration of paid leave and notice periods to be observed, and any other additional clause (collective agreements, etc.).

Specific rules governing fixed-term contracts (CDD): in some cases, clearly stated by the Labour Code, it is possible to set a precise fixed term of work; in such cases, the contract is then known as a fixed-term contract (contrat à durée déterminée, CDD). Fixed-term contracts are concluded for the performance of specific and non-permanent task e.g. for seasonal employment, a temporary increase in the activity of the company or to replace an absent employee, for an ad hoc task, urgent works, specific research-related work, etc. The fixed term contract cannot be used on a long-term basis to fill posts related to the normal activity of a company. The duration of a fixed-term contract may not exceed 24 months, renewal(s) included, or ten months for seasonal employment. It may be renewed no more than twice and only if the initial contract contains a renewal clause. After the trial period, it may not be terminated prior to its expiry, except for serious misconduct.

A fixed-term contract should contain the following information, in addition to the legal clauses which must be included in all employment contracts: the date of expiry of the contract or, failing this, the minimum duration of the contract; the name of the employee who has been replaced, where applicable; the length of the probationary period, if any; the renewal clause, where applicable.

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Employing adolescents (young people between 15 and 18 years, who are no longer subject to compulsory education): adolescents may be employed insofar the work does not harm their health, threaten their safety or compromise their education. The employer must take the necessary measures to protect the health and safety of young people. Young workers are protected by various provisions concerning working time, rest time, prohibition of night work, etc.

The work of pregnant or breastfeeding women: Luxembourg legislation prohibits assigning women to heavy physical labour and to expose them to noxious substances, radiation, dust, gas or fumes, excessive heat, cold, humidity, impact or vibration. Women who are pregnant or breastfeeding are given special protection. They cannot be required to work overtime, cannot be dismissed until the 12th week after childbirth and cannot work between 10 pm and 6 am.

Employing people with disabilities: The medical committee of the disabled workers department of the Employment Development Agency (ADEM) decides whether an employee or jobseeker should be recognised as an employee with disabilities, and thus be eligible for the corresponding aids. The committee fixes the percentage reduction in their work capacity (as compared to the work capacity of an able-bodied person of the same age). The Commission for orientation and professional reclassification then decides whether the disabled jobseeker should be steered towards the ordinary employment market or sheltered employment.

Employing non-EU foreign workers: see 2.5.

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A self-employed worker is a craftsman, trader, industrialist or intellectual worker pursuing an activity under his/her own name. Self-employed workers are thus distinct from a company. In both cases, a permit may be needed to launch an activity in the craft sector, industry or trade, in order to provide commercial services, or to pursue certain liberal professions (architects, specialist engineers, surveyors, accountants and financial advisers). This permit is issued by the Ministry of Economy, General Directorate for Small and Medium-Sized Enterprises (Department for Authorisations of Establishment) and is called a business permit (autorisation d’établissement).

It will only be issued after verification of the professional integrity of the candidate as well as his real entrepreneurial capacity. The applicant’s professional integrity is assessed on the basis of criminal records and an administrative inquiry. The requirement for a professional integrity does not concern the applicant's reputation as a whole, but only his reputation in terms of ethical business practices. Therefore, only failings in this particular regard will be penalised. Persons in regulated professions such as doctors or lawyers also require a permit, issued in this case by the relevant ministry. Anyone wishing to start a business or planning to work on a self-employed basis is advised to contact the relevant professional chamber Chambre de commerce (Chamber of Commerce), Chambre des Métiers (Chamber of Skilled Trades and Crafts) or Chambre d’Agriculture (Chamber of Agriculture) for all the formalities involved in starting and establishing a business.

State aid: Financial assistance may be provided by the Ministry of Economy under the law of 30 June 2004, creating a general framework for State aid schemes for the small enterprises and traders sector, and by the Société Nationale de Crédit et d’Investissement Luxembourg (SNCI) (National Credit and Investment Bank of Luxembourg). A mutual guarantee scheme (Mutualité de Cautionnement ) can also act as a guarantor. As this is not an exhaustive list, you are advised to seek information from the relevant bodies.

Business start-up grants for jobseekers: the grant is equivalent to the amount of unemployment benefit, the jobseeker would be eligible to receive during the six months after undertaking the activity. It is reserved for specific categories of unemployed persons. Jobseekers should send their applications to the Minister of Labour, Employment and the Social and Solidarity Economy at the latest one month before the activity starts, failing which, they will lose their right to do so. In addition, jobseekers receiving unemployment benefits from the ADEM and meeting certain criteria can apply for a business start-up grant. The grant is equivalent to the full unemployment benefits the jobseeker would be eligible to receive during the first six months after undertaking the activity.

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Salaire social minimum (SSM) (minimum wage): There is a statutory minimum wage (SSM) for all workers hired by an employer under an employment contract. The SSM rate is based on the employee’s classification and his/her age. Unskilled workers over 18 years old receive 100 % of the SSM, 15 and 16 year-old workers receive 75 %, and 17 year-old workers 80 %. Skilled workers over 18, receive 120 % of the SSM. As of April 1, 2023, the gross minimum wage (based on an index of 877.01 points on the sliding wage scale) was EUR 2508.24 per month for an unskilled worker over 18 years old. The guaranteed minimum wage for skilled workers was EUR  3009.88  € per month as of  April 1, 2023.

The minimum wage for skilled workers is available to employees performing an occupation based on a vocational qualification acquired through education or a training course leading to an official certificate, at least a Professional Aptitude Diploma (Diplôme d’aptitude professionnelle, DAP ), formerly known as the Technical and Professional Aptitude Certificate (Certificat d’Aptitude Technique et Professionnelle or CATP). Any employee who cannot produce such a certificate must be able to prove a professional experience of minimum 10 years in a sector where the DAP qualification exists.

The gross salary is the total amount earned by an employee. It includes: the basic salary and other benefits and additional payments such as overtime, allowances, bonuses, non-cash benefits, etc. It is calculated before deduction of social security contributions and tax.

The net salary is the final amount the worker gets after deduction of social security contributions and tax, which are directly deducted from the worker’s salary. Social security contributions and tax are deducted monthly at source and are calculated on the basis of a tax form sent to the employer in advance.

As taxes and social security contributions are relatively low, net incomes are attractive.

In Luxembourg, salaries and pensions are regularly brought into line with variations in the prices of consumer goods. This system is referred to as the ‘automatic system for index-linking of wages and salaries to the cost of living’ called also ‘mobile salary scale’ or ‘index’.

Social security contributions in 2023: The maximum amount of contributions to be paid, is 5 times the SSM, i.e. EUR 12541.18 €, based on an index of 921.40.

The personal income tax rate is one of the lowest in Europe. The rate of income tax is set on a sliding scale of 18 progressive tax brackets, ranging from 0 % to 42 %. A surcharge of between 7 and 9 % must be added to this rate for contribution to the Employment Fund (see 4.3).

Salary/wage statement: The employer must send a detailed statement to the employee at the end of each month, showing how the salary or wage has been calculated. This statement should mention the time period worked, the total number of hours for which the employee is being paid, the rate of pay for the hours worked and any other payment in cash or in kind.

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Definition: Working time is the time during which employees are at the disposal of their employer. They must accept rules from their employer and may not dispose freely for personal matters. Time spent travelling to or from work is not included. The legal working time provided for by law is 40 hours per week and 8 hours per day. The working day may not exceed 10 hours. In certain exceptional cases (if there is a serious accident or urgent works are required), working hours can be open-ended, or limited to 12 hours (continuous shift work). The maximum weekly working time is 48 hours. If the legal daily working hours are exceeded, the threshold of 40 hours per week may not be exceeded within a reference period of four consecutive weeks or more, if the collective agreement provides for a longer reference period. Collective agreements can also provide for shorter working days than those laid down by law.

Rest days:

Workers should enjoy a rest period of at least 11 consecutive hours in each 24 hour period. All workers are entitled to a minimum rest period of 44 consecutive hours in the course of a week. (If this regulation is not applicable, they must be granted an extra six days of supplementary leave per year under certain conditions.)

Sunday work:

Sunday work is prohibited except in some activity sectors or when authorised by the Inspection du Travail et des Mines (Labour and Mines Inspectorate) (managerial positions, trading in tourist regions, urgent works, etc.). Employees are entitled to a 70 % pay supplement for Sunday work. Employees may get a compensatory rest for each hour worked on a Sunday and will then only receive the wage supplement.

Night work:

Night work means work performed between 10 pm and 6 am. If there is no statutory rate, supplements for night work must be set by collective agreement and may not be less than 15 %. Night work is prohibited for young workers and pregnant women. For other categories of employees, night work is regulated (but usually not forbidden).

Work on public holidays:

If special circumstances in the company don’t allow to rest on a statutory public holiday, the employee working on that day is entitled to a 100 % supplement to his or her basic hourly rate for each hour worked. If the statutory public holiday falls on a Sunday, the employee will receive a further 70 % supplement. This also applies to overtime, following the rule of the cumulation of pay supplements.

Overtime:

Hours worked beyond the legal working time (8 hours per day and 40 hours per week) when specifically requested by the employer, or when the employer is informed in advance, are considered overtime. As a general rule, overtime is subject to prior notification or authorisation from the Minister of Employment. The supplement for each hour of overtime worked is 40 % for all employees (except for members of senior management), but the rule of compensatory rest (one and a half hours’ compensatory rest per hour of overtime worked), prevails under the labour law over the payment of supplements.

Derogations from regulations on working hours are provided for certain sectors, such as domestic work, agriculture, hotels and catering, healthcare and goods transport. Furthermore, the working time regulations do not apply to river transport undertakings, fairground undertakings or family-run undertakings.

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Annual leave (holiday):

The minimum period of paid leave is 26 working days per year. A longer period may be laid down in the applicable collective agreement. Workers are entitled to paid leave if they have been continuously employed for three months by the same employer. Leave must be granted and taken during the calendar year. In principle, the employee decides when to take the leave. The employer must therefore give reasons if leave is not granted. If the employee has not been able to take all the leave to which he or she is entitled by the end of the calendar year due to business needs or leave being taken by other employees, any leave not taken may be carried over and taken by the 31 March of the following year.

War invalids, victims of accidents at work and disabled workers are granted an additional 6 days leave. Miners and technicians in the mining industry are given an additional three days leave.

Statutory public holidays:

There are 11 statutory public holidays: New Year’s Day, Easter Monday, 1 May, 9 May,  Ascension, Whit Monday, 23 June (public holiday to celebrate the Grand Duke’s birthday), Assumption, All Saints Day, 25 and 26 December.

If a public holiday happens on a day the employee would not have worked (e.g. a Sunday), beneficiaries are entitled to individually take a compensatory day’s leave within the following three months.

Extraordinary leave:

In certain circumstances employees become entitled to extraordinary leave, to be taken at the time when the circumstance arises. These circumstances include: marriage (three days), death of a spouse, a first-degree relative by blood or by marriage (three days), moving house (two days), birth of a child (ten days for the father), marriage of a child (one day for each parent).

Maternity leave

All pregnant women who are pursuing a professional activity (as employees or self-employed persons) are entitled to maternity leave consisting of antenatal leave (8 weeks before the due date as confirmed by a medical certificate) and postnatal leave (12 weeks after the date of giving birth).

Adoption leave:

Adoption leave of 8 weeks if adopting a single child and 12 weeks if adopting more than one child is granted to employees who adopt one or more children who have not yet started the first year of primary education. This form of leave allows one of the two spouses to take care of the child(ren) who has/have just arrived in the household.

Leave for family reasons: The period of leave for family reasons depends on the age of the child and is as follows:

• 12 days’ leave per child if the child is younger than 4;
• 18 days’ leave per child if the child is between 4 and 12;
• 5 days’ leave per child if the child is between 13 and 17 and if he/she is hospitalised;

Parental leave:

Anyone employed in the Grand Duchy for an uninterrupted period of at least one year by the same employer and who wishes to stay home to care for their child under the age of six is entitled to parental leave.

The parent may request:

• either the first parental leave, to be taken after maternity leave or adoption leave;
• or the second parental leave, to be taken before the 6^th birthday of the child (12^th birthday in the case of adoption).
• The first and second parental leave may be taken as full-time or part-time leave or it can be split depending on the number of hours specified in the parent’s employment contract and on his or her situation:

40 hours per week or self-employed:

• 4 or 6 months of full-time leave;
• 8 or 12 months of half-time leave consisting of 50 % of the parent’s normal working hours, with the employer’s consent.
• split leave: four periods of one month over a maximum period of 20 months, with the employer’s consent.
• split leave: 1 day or 2 half-days per week for a maximum period of 20 months, with the employer’s consent.

20 hours per week or more:

• 4 or 6 months of full-time leave;
• 8 or 12 months of half-time leave, with the employer’s consent.

10 hours per week or more; full-time leave;

apprenticeships: 4 or 6 months of full-time leave;

the parent has several employers or is registered as a salaried employee and a self-employed person: 4 or 6 months of full-time leave.

Special leave:

there are many types of special leaves: sports leave, educational leave, cultural leave, leave for voluntary firefighting, rescue and lifesaving activities, leave for development cooperation, adoption leave, individual training leave (80 days over the entire professional career), language training leave to learn the Luxembourgish language (law of 29 January 2009), etc.

Palliative care leave: leave to provide palliative care to a terminally ill family member (40 hours per year per terminally ill person).

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Dismissal

The employer may terminate the employment relationship where there is a genuine and serious reason to do so, which is linked to the worker’s ability or conduct, or due to the operational needs of the company, establishment or department. If the company has more than 150 employees, the employee must be called in for a preliminary interview prior to dismissal. The company must then send written notice of dismissal by registered post and, finally, it must give the reasons for dismissal, if the employee so requests, by registered letter no later than one month after notice is given.

Once notice has been given, the working relationship will cease at the end of the notice period of between two and six months, depending on the employee’s length of service (≤ five years of service: two months; five to ten years of service: four months; ≥ ten years of service: six months).

The employee may also be dismissed immediately on serious grounds, namely, ‘any event or misconduct that makes it immediately and definitively impossible to maintain the working relationship’’. In such cases, the notice of dismissal must clearly state the reason of dismissal.

Resignation

The employee under a permanent employment contract, is free to end the working relationship. To do so, he or she should send a letter terminating the contract by registered post. The employer’s signature on the copy of the letter of resignation will also act as acknowledgement of receipt of the notice of resignation.

Once notice is given, the working relationship ceases at the end of the notice period of between one and three months, depending on the employee’s length of service (half the duration of the notice periods applicable in the event of dismissal).

Like the employer, the employee may terminate the employment relationship without giving notice where there are serious grounds for doing so (e.g. non-payment of salary, etc.).

Termination during the probationary period

A probationary period of between two weeks and six months can be included in the employment contract. During this period, each of the parties (employer/employee) may terminate the employment contract without stating any reasons after the minimum period of two weeks (except where the contract has been terminated on serious grounds), notifying the other party by registered post. The required period of notice is one day per week of the probationary period, when the latter is given in weeks, or four days per month when it is given in months. The minimum notice period is 15 days and the maximum is 24 days.

End of a fixed-term contract

The working relationship ends automatically at the end of a fixed-term contract. A fixed-term contract (‘CDD’) may not be terminated before its expiry, except for serious reasons.

Automatic expiry of a work contract: the employee’s work contract expires on the date that he or she is no longer entitled to sick pay granted in accordance with the Social Security Code, i.e. after 52 weeks’ incapacity for work paid by the Caisse Nationale de Santé (National Health Fund), during a reference period of 104 weeks.

Protection against dismissal: the Labour Code provides protection against dismissal of sick employees who have fulfilled their obligations to inform their employer during a consecutive period of 26 weeks. Beyond that period of protection, the employer may dismiss the employee for valid, genuine and serious reasons.

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Trade unions:

Article 11 of the Constitution states that the law ‘shall guarantee trade union rights’. There are two national inter-professional trade union organisations in the private sector, the LCGB and the OGB-L. Procedures for membership are set out in the articles of association which stipulate the payment of a fee. Trade unions act in various fields, mainly connected with defending the interests of employees in negotiations with their employers (collective agreements), public authorities and welfare institutions, as well as providing free legal aid with regard to social rights, labour rights and tenants’ rights. Moreover, they represent employees in many organisations managed or organised jointly (social security, occupational medicine, labour tribunals, etc.). Luxembourg is notable for its social stability and tripartite social dialogue (government and social partners).

Professional chambers:

The professional chambers with an elective basis, play an advisory role in the adoption of legislation and the implementing measures. Consultation of these bodies is an important formality which determines the validity of a regulatory act adopted pursuant to a law. Unlike for trade unions and employers’ federations, companies and their employees must be affiliated to the appropriate chamber or association.

There are three professional chambers for employers:

• the Chamber of Commerce
• the Chamber of Skilled Trades and Crafts
• the Chamber of Agriculture

Chambers of Employees:

• the Chamber of Employees (Chambre des Salariés Luxembourg)
• the Chamber of Civil Servants and Public Employees (Chambre des fonctionnaires et employés publics )

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Strikes and lock-outs are not regulated by the law or by the Constitution. The Constitution merely states in Article 11(5): ‘the law … guarantees the freedom of association’. Therefore, before any strike or lock-out is organised, collective disputes must be brought before the National Conciliation Office (ONC) by the first party to act. Furthermore, the parties must refrain from any actions that might compromise the fair enforcement of an agreement until the ONC has ruled that no conciliation is possible. Strikes and lock-outs are therefore permitted only after the ONC has issued a ‘non-conciliation statement’ (procès-verbal de non-conciliation).

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The term Vocational Education and Training refers to practical activities and courses related to a specific occupation or vocation, aimed at preparing participants for their future careers. Vocational training is an essential means to achieve professional recognition and improve chances to get a job. It is therefore vital that vocational training systems in Europe respond to the needs of citizens and the labour market in order to facilitate access to employment.

Vocational education and training has been an essential part of EU policy since the very establishment of the European Community. It is also a crucial element of the so-called EU Lisbon Strategy, which aims at transforming Europe into the world’s most competitive and dynamic knowledge-based society. In 2002 the European Council reaffirmed this vital role, and established yet another ambitious goal – to make European education and training renowned globally by the year 2010 – by championing a number of world-class initiatives, and in particular by strengthening cooperation in the area of vocational training.

On 24 November 2020, the Council of the European Union adopted a Recommendation on vocational education and training for sustainable competitiveness, social fairness and resilience.

The Recommendation defines key principles for ensuring that vocational education and training is agile in that it adapts swiftly to labour market needs and provides quality learning opportunities for young people and adults alike.

It places a strong focus on the increased flexibility of vocational education and training, reinforced opportunities for work-based learning, apprenticeships and improved quality assurance.

The Recommendation also replaces the EQAVET – European Quality Assurance in Vocational Education and Training – Recommendation and includes an updated EQAVET Framework with quality indicators and descriptors. It repeals the former ECVET Recommendation.

To promote these reforms, the Commission supports Centres of Vocational Excellence (CoVEs) which bring together local partners to develop ‘skills ecosystems'. Skills ecosystems will contribute to regional, economic and social development, innovation and smart specialisation strategies.

Erasmus+

Erasmus+ is the EU's programme to support education, training, youth and sport in Europe.

It has an estimated budget of €26.2 billion. This is nearly double the funding compared to its predecessor programme (2014-2020).

The 2021-2027 programme places a strong focus on social inclusion, the green and digital transitions, and promoting young people’s participation in democratic life.

It supports priorities and activities set out in the European Education Area, Digital Education Action Plan and the European Skills Agenda. The programme also

• supports the European Pillar of Social Rights
• implements the EU Youth Strategy 2019-2027
• develops the European dimension in sport

Who can take part? Find out here.

Adult Education and Lifelong Learning in Europe

Lifelong learning is a process that involves all forms of education – formal, informal and non-formal – and lasts from the pre-school period until after retirement. It is meant to enable people to develop and maintain key competencies throughout their life as well as to empower citizens to move freely between jobs, regions and countries. Lifelong learning is also a core element of the previously mentioned Lisbon Strategy, as it is crucial for self-development and the raising of competitiveness and employability. The EU has adopted several instruments for the promotion of adult education in Europe.

A European area of lifelong learning

In order to make lifelong learning a reality in Europe, the European Commission has set itself the objective of creating a European Area of Lifelong Learning. In this context, the Commission focuses on identifying the needs of both learners and the labour market in order to make education more accessible and subsequently create partnerships between public administrations, suppliers of educational services and civil society.

This EU initiative is based on the objective of providing basic skills – by strengthening counselling and information services at a European level, and by recognising all forms of learning, including formal education and informal and non-formal training.

EU organisations promoting vocational education in Europe

With the objective of facilitating cooperation and exchange in the field of vocational training, the EU has set up specialised bodies working in the field of VOCATIONAL TRAINING.

The European Centre for Vocational Training (CEDEFOP / Centre Européen pour le Développement de la Formation Professionnelle) was created in 1975 as a specialised EU agency for the promotion and development of vocational education and training in Europe. Based in Thessaloniki, Greece, it carries out research and analysis on vocational training and disseminates its expertise to various European partners, such as related research institutions, universities or training facilities.

The European Training Foundation was established in 1995 and works in close collaboration with CEDEFOP. Its mission is to support partner countries (from outside the EU) to modernise and develop their systems for vocational training.

Quality of life – on top of the EU social policy agenda

Favourable living conditions depend on a wide range of factors, such as quality healthcare services, education and training opportunities or good transport facilities, just to name a few aspects affecting citizens’ everyday life and work. The European Union has set for itself the aim to constantly improve the quality of life in all its Member States, and to take into account the new challenges of contemporary Europe, such as socially exclude people or an aging population.

Employment in Europe

Improving employment opportunities in Europe is a key priority for the European Commission. With the prospect of tackling the problem of unemployment and increasing the mobility between jobs and regions, a wide variety of initiatives at EU level are being developed and implemented to support the European Employment strategy. These include the European Employment Services network (EURES) and the EU Skills Panorama.

Health and healthcare in the European Union

Health is a cherished value, influencing people’s daily lives and therefore an important priority for all Europeans. A healthy environment is crucial for our individual and professional development, and EU citizens are ever more demanding about health and safety at work and the provision of high quality healthcare services. They require quick and easy access to medical treatment when travelling across the European Union. EU health policies are aimed at responding to these needs.

The European Commission has developed a coordinated approach to health policy, putting into practice a series of initiatives that complement the actions of national public authorities. The Union’s common actions and objectives are included in EU health programmes and strategies.

The current EU4Health Programme (2021-2027) is the EU’s ambitious response to COVID-19. The pandemic has a major impact on patients, medical and healthcare staff, and health systems in Europe. The new EU4Health programme will go beyond crisis response to address healthcare systems’ resilience. 

EU4Health, established by Regulation (EU) 2021/522, will provide funding to eligible entities, health organisations and NGOs from EU countries, or non-EU countries associated to the programme.

With EU4Health, the EU will invest €5.3 billion in current prices in actions with an EU added value, complementing EU countries’ policies and pursuing one or several of EU4Health´s objectives:

1. To improve and foster health in the Union
   • disease prevention & health promotion
   • international health initiatives & cooperation
2. To tackle cross-border health threats
   • prevention, preparedness & response to cross-border health threats
   • complementing national stockpiling of essential crisis-relevant products
   • establishing a reserve of medical, healthcare & support staff 
3. To improve medicinal products, medical devices and crisis-relevant products
   • making medicinal products, medical devices and crisis-relevant products available and affordable
4. To strengthen health systems, their resilience and resource efficiency
   • strengthening health data, digital tools & services, digital transformation of healthcare
   • improving access to healthcare
   • developing and implementing EU health legislation and evidence-based decision making 
   • integrated work among national health systems

Education in the EU

Education in Europe has both deep roots and great diversity. Already in 1976, education ministers decided to set up an information network to better understand educational policies and systems in the then nine-nation European Community. This reflected the principle that the particular character of an educational system in any one Member State ought to be fully respected, while coordinated interaction between education, training and employment systems should be improved. Eurydice, the information network on education in Europe, was formally launched in 1980.

In 1986, attention turned from information exchanges to student exchanges with the launch of the Erasmus programme, now grown into the Erasmus+programme, often cited as one of the most successful initiatives of the EU.

Transport in the EU

Transport was one of the first common policies of the then European Community. Since 1958, when the Treaty of Rome entered into force, the EU’s transport policy has focused on removing border obstacles between Member States, thereby enabling people and goods to move quickly, efficiently and cheaply.

This principle is closely connected to the EU’s central goal of a dynamic economy and cohesive society. The transport sector generates 10% of EU wealth measured by gross domestic product (GDP), equivalent to about one trillion Euros a year. It also provides more than ten million jobs.

The Schengen area

The Schengen Convention, in effect since March 1995, abolished border controls within the area of the signatory States and created a single external frontier, where checks have to be carried out in accordance with a common set of rules.

Today, the Schengen Area encompasses most EU countries, except for Bulgaria, Croatia, Cyprus, Ireland and Romania. However, Bulgaria, Croatia and Romania are currently in the process of joining the Schengen Area and already applying the Schengen acquis to a large extent. Additionally, also the non-EU States Iceland, Norway, Switzerland and Liechtenstein have joined the Schengen Area.

Air transport

The creation of a single European market in air transport has meant lower fares and a wider choice of carriers and services for passengers. The EU has also created a set of rights to ensure air passengers are treated fairly.

Air passenger rights

As an air passenger, you have certain rights when it comes to information about flights and reservations, damage to baggage, delays and cancellations, denied boarding, compensation in the case of accident or difficulties with package holidays. These rights apply to scheduled and chartered flights, both domestic and international, from an EU airport or to an EU airport from one outside the EU, when operated by an EU airline.

Rail transport

Over the last 25 years the Commission has been very active in proposing restructuring the European rail transport market and in order to strengthen the position of railways vis-à-vis other transport modes. The Commission's efforts have concentrated on three major areas which are all crucial for developing a strong and competitive rail transport industry:

1. opening the rail transport market to competition,
2. improving the interoperability and safety of national networks and
3. developing rail transport infrastructure.

Luxembourg is a representative democracy in the form of a constitutional monarchy. As in many States, the separation of powers is flexible. As in any parliamentary democracy, there are many links between the legislative and executive powers, the judiciary alone remaining completely independent.

Legislative power: Legislative power is vested in the Chamber of Deputies, the Government and the Council of State acting jointly.

The main function of the Chamber of Deputies, which comprises 60 MPs elected for five years by straightforward universal suffrage and proportional representation, is to vote on bills. Its members also have a right of ‘parliamentary initiative’, which is exercised by submitting ‘proposals for laws’ (bills); however, this right is not widely exercised.

Executive power: The Grand Duke is the Head of State. As such, he enjoys immunity and so cannot be charged or subjected to legal proceedings before a court of law. The Grand Duke is not responsible for political matters, this responsibility is therefore vested in ministers. Any measure adopted by the Grand Duke in the exercise of his political powers must by countersigned by a member of the Government, who takes full responsibility for it. In addition, any instrument signed by the Grand Duke must first have been debated by the Government.

Judicial power: Under the Constitution, the courts (Cours and Tribunaux) are responsible for exercising judicial power. They are independent in the performance of their functions. There are two types of courts in Luxembourg: the ordinary courts and the administrative courts. There is also a Constitutional Court.

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Thanks to the minimum wage and relatively low taxes, incomes are attractive. Social security contributions are lower than in neighbouring countries. Detailed information can be found on the websites given under ‘Links’.

The different VAT rates are as follows: (1/1/23 – 31/12/23)

Super-reduced rate: 3 % (e.g. foodstuffs, pharmaceuticals, restaurants)

Reduced rate: 7%

Intermediate rate: 13 % (e.g. adult clothing, wine)

Standard rate: 16 % (e.g. alcohol, beer, adult shoes)

The wealth tax on residents and non-residents was abolished on 1 January 2006.

Deductions from salary:

Taxes and social security contributions are deducted from the monthly salary (‘deducted at source’) and paid to the respective bodies by the employer. Employees file a tax return each year to check whether they have paid too much or too little according to the applicable sliding scale. Persons liable to income tax fall into one of three different tax classes, depending on their family situation and the source of their household income (foreign or Luxembourgers). The second household income is taxed in accordance with a supplementary tax card and at a rate ranging from 15 % to 33 %.

• Income tax: see 3.7
• Social security contributions to be paid by the employer: at least 11.94% + contributions to the Mutualité des Employeurs (Employers’ Mutual Insurance Company) according to the risk category (0,72%-2,8%);
• Social security contributions to be paid by the employee: 12.45%

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According to data from EUROSTAT, the prices of consumer goods and services in Luxembourg are relatively high. In 2021, they stood at 136.4% of the average of the prevailing prices within the 27 Member States of the European Union (100 %).

(Eurostat, Comparative price levels, 2021)

Some examples of prices:

Sandwich: € 5.00

Newspaper: € 2.50

Cinema ticket: € 12.30

Coca-Cola in a bar: € 3.00

Coffee in a bar: € 3

White bread, sliced (500 g): € 2.80

The menu of the day in a local restaurant costs an average of 12 euros. The final bill will depend on the drinks consumed on site.

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Purchase:

Luxembourg City and the municipalities on its outskirts (Bertrange and Strassen in particular) are the most expensive municipalities for the sale  of existing flats, with average prices per m² exceeding 10,800 € in the year 2022.

In contrast, prices are much lower in some municipalities in the north of the country (Troisvierges, Clervaux and Wiltz in particular), for which the average prices per m² are still 6,200 €.

Between these two extremes, the average prices of existing flats are around the national average (8,734 €/ m² in 2022 in many municipalities in the "second ring around Luxembourg City (in Roeser, Kehlen, Reckange-sur-Mess or Mersch for example).

Average prices are more often between 7,600 and 8,400 €/ m² in most of the communities of the Minette, in the south-west, which is the other main centre of the flat sales market (alongside the capital).

The location is also a determining factor in the prices of existing houses.In the canton of Luxembourg, the average price of a house is 1,590,000, 80% higher than the average price in the north of the country.

The Luxembourg capital is one of the most expensive in Europe. The direct consequences are the lengthening of the average loan period with banks from 20 to 25-30 years as well as the reduction in the size of the property purchased.

Rental:

Procedures applied by estate agencies:

By signing a rental contract, the new tenant has to pay an agency fee, which is equivalent to one month’s rent plus 15 % VAT. The property is inspected when the tenant returns the keys before he/she leaves. Landlords generally require a deposit equivalent to two or three months’ rent.

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Luxembourg has several large hospitals, health centres, a paediatric clinic and several maternity hospitals. This favorable health system attracts many foreign doctors. The country’s location means that specialised centres in other countries are relatively nearby (Thionville, Nancy, Heidelberg, etc.). Air Rescue specialises in air rescue and medical repatriation.

Anyone performing a professional activity (and his family) is automatically insured at the Caisse Nationale de Santé (National Health Fund, or CNS). Between 80 % and 100 % of medical costs are reimbursed to patients by the CNS. All doctors work under contract with the CNS and are therefore required to apply the agreed rates. The cost of medications is reimbursed at different rates according to therapeutic effectiveness of the medication, and is covered by the third-party payment system (the patient pays only the non-reimbursable part at the pharmacy).

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Early education, which is optional, is aimed for children aged three. It allows foreign children to become familiar with the Luxembourgish language and culture. This is essential since literacy in Luxembourg is in German, it is facilitated by contact with Luxembourgish. Early education is not a substitute for a crèche or childcare facility, and working parents must provide childcare outside of school hours. Most municipalities have a "maison relais" (childcare centre), which takes care of school children outside school hours, at an attractive price, unlike nurseries which are often very expensive.

Compulsory education in Luxembourg lasts 11 years, and is divided into:

1. Pre-school education (‘Spillschoul’ or kindergarten) is compulsory for children who are already aged 4 on 1 September and lasts two years.
2. Primary education (six years) is for children between the ages of six (at the start of term in September) and 12. Children are taught to read and write in German. They begin to learn French in the second year of primary school and then learn Luxembourgish grammar. Children are obliged to attend school for nine consecutive years from primary education onwards.
3. The laws governing the organisation of basic education, teaching staff in basic education and compulsory school attendance came into force in September 2009. All pre-primary and primary schools, known as écoles fondamentales, are organised into four learning cycles. Cycle 1 covers early education (optional) and pre-school. Cycles 2, 3 and 4 correspond to primary schooling and last for two years each.
4. Post-primary or secondary education (generally lasting 7 years) concerns pupils aged 12 to 18 or 19, The education provided is either general or technical and leads to a secondary school-leaving examination.
5. Secondary school offers general education which serves as preparation for higher education. It lasts seven years and is subdivided into a lower and an upper level (specialisation cycle).
6. Technical education is divided into three cycles. Once a child has completed the lower cycle (year 9) he or she has completed obligatory schooling and can learn a trade. The middle cycle leads to a professional aptitude diploma (DAP) in year 12. The upper cycle includes, inter alia, a technical system that prepares students for university courses.

Distinguishing features of the Luxembourg education system: languages are a major benefit of receiving an education in Luxembourg. Classes are taught in German, French and Luxembourgish. Pupils also learn English during secondary education, and may take additional foreign-language classes (Italian, Spanish, Russian, etc.).

There are two European Schools in Luxembourg as well as a French high school (Lycée Vauban) and several international high schools.

The Ecole de la deuxième chance (Second Chance School, or E2C) seeks to address the issue of young people dropping out of school early and to help them obtain a qualification which allows them to reintegrate into society: www.e2cenad.lu

Higher education / university:

The University of Luxembourg was established in 2003 and has currently three faculties: the Faculty of Science, Technology and Communication, the Faculty of Law, Economics and Finance and the Faculty of Language and Literature, Humanities, Arts and Education

https://wwwen.uni.lu/universite

There are other options for higher education:

The competence center for university continuing and professional training at Luxembourg (www.competence.lu ) aims to support the main development axes of the Luxembourg economy by developing and managing university continuing vocational training programs. The Competence Center works by skill centers, notably health, law and finance and digital learning. In addition, the Sacred Heart University (www.shu.lu ) offers several MBA programs.

The Lycée Technique des Arts et Métiers (Technical School for Arts and Crafts) (www.ltam.lu) offers a BTS (brevet de technicien supérieur – advanced vocational training certificate) in cinema and audiovisual media, animation, automation engineering, technical engineering, information technology and graphic design.

The Ecole de Commerce et de Gestion (School of Commerce and Management) (http://www.ecg.lu/) offers a BTS course for executive assistants, commercial and marketing managers, and accounting and tax managers.

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Traditional popular festivals: 6 January: Dräikinneksdag (Epiphany): the day when Luxembourgers eat the traditional Twelfth Night cake or ‘galette des rois’. Whoever finds the bean hidden inside the cake is made ‘king’ or ‘queen’ for the day.

Liichtmëssdag (Candlemas): in the evening, children carrying Liichtebengelchen (lanterns) go around their neighbourhood singing a traditional song at the houses they visit. In return, they receive sweets.

The Luxembourg carnival, known as Fuesend, traditionally begins on Candlemas (2 February) and ends on Aschermëttwoch (Ash Wednesday).

Around March (first Sunday in Lent), the inhabitants of many villages celebrate Buergbrennen by burning a huge bonfire to symbolise the end of winter and the coming of spring.

On Maundy Thursday, children go ‘klibberen’ (meaning ‘to rattle/clatter’) in the streets with a wooden ratchet or noisemaker.

The Emaischen  represents the traditional celebration of the disciples of Emmäus, which takes place every Easter Monday. It is a popular market taking place in the old town, selling ceramics and pottery and in particular ceramic whistling bird called Péckvillercher. The festival is celebrated in Luxembourg city and in Nospelt.

During the last week of April and the first week of May takes place "Octave" which is an annual pilgrimage in honor of Our Lady of Luxembourg (since 1666) and its market "Mäertchen" (small market). It is the most important religious holiday in the country.

National holiday: On 23 June people in Luxembourg have a public holiday to celebrate the Grand Duke’s birthday.

Wine festivals: Many towns and villages along the Moselle organise a wine festival between July and September.

Schueberfouer: Each year, on St Bartholomew’s Eve (23 August), a great fair is set up on the Glacis at Limpertsberg in Luxembourg City.

Nikloosdaag: The feast of Saint Nicolas is celebrated on December 6, children receive gifts from St Nicolas, who is accompanied by ‘Père Fouettard’, dressed in black and brandishing sticks to punish children who have not been well-behaved during the year.

Hämmelsmarsch: Throughout the year, Luxembourgish marching bands dressed in traditional costumes and accompanied by a herd of sheep, play the Hämmelsmarsch in villages holding a fair.

Traditional game: skittles

Traditional dishes: Bouneschlupp (a green bean soup), Judd mat Gaardebouden (smoked neck of pork with broad beans), Kniddelen (flour dumplings), Fritür (fried fish), Traïpen (fried black pudding), Kuddelfleck (pre-cooked fried tripe), Kachkéis (a soft cheese), Quetschentaart (plum pie)

Beer: Luxembourg beer.

Wines: Riesling, Pinot gris, Pinot blanc, Pinot noir, Gewürztraminer, Rivaner and Elbling.

Quetsch,Mirabell, Kiischt, Äppeldrëpp, Quiddendrëpp…: Local brandies and liqueurs made from plums, mirabelle plums, cherries, apples, quince (“Drëpp”)

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Births: Births must be declared to the local registrar of births of the municipality in which the child was born, within five days, without considering the actual day of birth. If the child’s place of birth is not the same than its place of residence, the birth must also be declared at the municipal administration of the place of residence.

The birth of a child must be declared by the father or, in his absence, by the doctors or surgeons, midwives, health officials or other persons present at the birth, upon presentation of the avis de naissance (birth record). The birth certificate is drawn up immediately.

Marriage: To get married in a civil ceremony, a number of steps need to be taken first. These may vary depending on the nationality of the bride and groom-to-be. A religious marriage ceremony can only take place after a civil one. The administrative preparations begin two to three months before the wedding itself (compiling a dossier of required documents, mandatory pre-marriage examination, etc.).

The wedding may only be held in the municipality in which one of the future spouses resides legally.

Partnership: This refers to conjugal life between two persons of different sexes or the same sex who have made a joint declaration before the registrar of births, marriages and deaths in their place of residence. This declaration attests the existence of their partnership and an agreement dealing with the heritage aspects thereof.

Death certificates: Burial cannot take place until a permit has been drawn up free of charge on plain paper by the registrar of births, marriages and deaths. The registrar can issue this permit only on presentation of a death certificate drawn up by the attending physician or, in his absence, by any other doctor appointed for the purpose by the family of the deceased or the public authorities.

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Free public transport was introduced on March 1, 2020 on all national public transport means financed by the State on Luxembourg territory.

1. Railways: Railway lines link the Grand Duchy’s main towns and villages and connect with neighbouring countries’ rail networks.

Cross-border trains provide an hourly service from the capital to Brussels (via Arlon and Namur) and Trier, a two-hourly service to Liège and less regular services to Metz and Nancy.

There are some international trains that link Luxembourg with Paris and northern Germany, while others pass through the Grand Duchy on the Brussels-Strasbourg-Switzerland/Italy route.

The TGV-Est high-speed train came into service in June 2007 and connects Luxembourg City and Paris in just 2 hours 10 minutes.

2. Air transport: Two major carriers are based at Luxembourg Airport: Luxair and Cargolux. Luxair provides good connections with European economic centres. In addition to its scheduled services, Luxair operates charter flights and provides ground-handling services. Cargolux is a cargo airline.

3. Bus services: The public bus system is operated by Régime général des transports routiers (RGTR), which comes under the direct authority of the Ministry of Transport. RGTR services connect the cities and villages of the Grand Duchy.

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