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Employment relationships and conditions in the Grand-Duchy of Luxembourg are regulated in considerable detail by legislation, mainly in the form of the Labour Code (Code du Travail/Arbeitsgesetzbuch). The Code contains almost all statutory provisions related to individual and collective employment matters and is continuously added to and amended as new laws and regulations are adopted. Case law interprets the Labour Code.
The Social Security Code (Code de la Sécurité Sociale/Gesetzbuch der Sozialen Sicherheit) deals with matters such as benefits for employees on sickness, maternity or parental leave. The Criminal Code (Code Pénal/Strafgesetzbuch) is relevant to aspects of discrimination in employment.
Other important sources of employment law are collective agreements (which cover around half of private sector employees) and individual employment contracts. Collective agreements may derogate from the Labour Code’s rules in some areas — notably working time and rest breaks/periods — though only if their provisions are as least as favourable for employees as the statutory rules. Where a collective agreement applies to an employment relationship, any provision in the employment contract that is contrary to the collective agreement is null and void, except where the provision is more advantageous to the employee.
This article deals only with the private sector.
Temporary COVID-19 crisis measures (as at 20 April 2020)
During the COVID-19 pandemic, the Luxembourg government has taken a number of temporary measures affecting some of the issues covered in this topic. For example:
Key points you need to know on this topic.
Detailed information on all matters in this topic.