Hire and pay employees in Luxembourg

Complying with labor and employment laws in Luxembourg

Luxembourg labor and employment laws can be complex, but the main framework for employers to rely on is the country’s Labour Code, a comprehensive set of regulations that helps ensure employees' rights are protected. The Labour Code governs employment relationships, supplemented by EU directives and collective bargaining agreements. Understanding and adhering to these laws is crucial for any business operating in Luxembourg. Whether you work in tech, manufacturing, or any other industry, following Luxembourgian law means treating employees fairly and compliantly.

No matter where in the world you hire, learning the ins and outs of labor and employment laws in new jurisdictions isn’t easy, and Luxembourg’s laws are as complex as any other country’s. If you’re looking to hire in Luxembourg, simplify your compliance work by partnering with Rippling EOR, which offers expert HR support to keep your business up to date on the latest laws in Luxembourg and beyond.

Employment contracts in Luxembourg

An employment contract is a legally binding agreement between an employer and an employee that outlines the terms and conditions of the employment relationship. In Luxembourg, a written employment contract is required and must be entered into by the employee’s start date. There is no legal requirement that the contract be in a specific language, but it must be in a language understood by all parties. The Labour Code also requires employment contracts to include certain minimum information:

• The identities of the parties entering into the contract, including their names and addresses
• The employee’s start date
• The workplace
• The registered office of the business or, where applicable, the employer's residence
• The nature of the job (including, where applicable, a description of the role and tasks assigned to the employee at the time of hiring)
• The employee's daily or weekly working hours and normal working times
• The employee’s salary and any additional financial benefits, such as 13th month payments and other bonuses
• The duration of the employee’s annual paid leave
• The notice period required to terminate the contract
• The duration of the probationary period, if there is one
• The collective bargaining agreement (CBA), if one applies
• Information on any supplementary pension schemes available to the employee

Both indefinite and fixed-term contracts are allowed.

Labor unions in Luxembourg

Labor unions play a significant role in Luxembourg's employment landscape. Both employees and employers are organized into a number of trade unions and trade and professional federations, though membership is optional.

Collective bargaining agreements, often negotiated by unions, can set terms that are more favorable than statutory provisions under the Labour Code. Employers with 15 or more employees are required to establish a staff delegation, representing employees' interests and facilitating dialogue between workers and management.

Mitigating permanent establishment risk in Luxembourg

Permanent establishment (PE) is a concept in international tax law that refers to a fixed place of business through which a company conducts its business activities in a foreign country. It is a key factor in determining whether a company is subject to corporate tax in a foreign jurisdiction. If a company has a permanent establishment in a foreign country, it may be required to pay taxes on the income generated from its activities in that country.

The definition of permanent establishment can vary depending on tax treaties and local laws. Luxembourg’s domestic tax law follows the OECD model, which says that PE is triggered when an organization has a “fixed place of business” for activities that generate profit for the company. Another main trigger is when a dependent agent works on behalf of the company in ways that generate revenue. For example, if a company representative in Luxembourg has the authority to execute contracts on your business’s behalf, you may risk establishing PE.

Businesses expanding to, doing business in, or hiring in Luxembourg can mitigate their PE risk by:

• Keeping employees in supportive roles only and avoiding direct contract signings in Luxembourg
• Concluding major sales or signings outside of Luxembourg
• Documenting staff tasks carefully to show no final authority for contract closures
• Consulting a local tax advisor for clarity about the risk of inadvertently forming a PE in Luxembourg

Probationary period in Luxembourg

Employers can use probationary periods to assess and monitor the performance of new employees. They should state the length of the employee’s probation period in the employment contract. In Luxembourg, probation periods can range from two weeks to six months; the employer and employee can agree on the length, as long as it’s not more than the statutory maximum. There are two exceptions:

• An employee’s probationary period cannot be longer than three months if their professional or vocational training is below the Technical and Professional Aptitude Certificate for Technical Education (CATP).
• An employee’s probationary period can last up to 12 months if their gross monthly salary is at least EUR 4,938.75.

Local laws in Luxembourg

Beyond the Labour Code, employers in Luxembourg need to comply with other rules and regulations, like data protection laws and pre-employment check rules specific to Luxembourg. Observing the entire landscape of labor and employment laws fosters trust among employees and ensures your business doesn’t hit compliance snags during its expansion into Luxembourg.

Here are some key areas of Luxembourgian law relevant to foreign employers:

• GDPR: Luxembourg enforces the European Union’s GDPR, meaning employers must be careful when collecting, handling, and storing personal data belonging to employees and job candidates.
• Required pre-employment medical checks: When recruiting, employers are required to ensure that their new hires undergo a medical check with a practitioner from the occupational health service to verify that the employee’s health allows them to fulfill the job’s duties. This is required, regardless of the nature of the work.
• Social safety nets: In addition to a variety of paid leaves and other strong employer protections, Luxembourgian employees enjoy the highest minimum wage in the world.

Worker classification and misclassification in Luxembourg: Contractors vs. employees

When hiring new talent in Luxembourg, you need to decide which type of working arrangement—whether independent contractor or full-time employee—is better suited to your business needs. Both come with their own set of implications, so it’s important to understand the differences. If you misclassify workers in Luxembourg, you could face penalties, back taxes, and serious legal action.

Worker classification in Luxembourg: Key differences between contractors and employees

Luxembourgian law doesn’t specifically define the differences between an employee and an independent contractor, but the Court of Justice of the European Union (CJEU) has ruled that the national courts of member states should consider these factors:

Consequences of misclassification in Luxembourg

Misclassifying an employee as an independent contractor can result in significant consequences, including:

• Liability for unpaid taxes and social security contributions: You may be on the hook for the employer’s share of missed social insurance, plus interest and/or penalties.
• Potential fines: Depending on the severity or scale of noncompliance, your company may face penalties.
• Potential legal action: The worker could claim leave pay, unfair dismissal, or take other legal action.

Additionally, authorities may reclassify the relationship based on the nature of the work and the level of control the company exercises. To avoid these risks, companies should assess working relationships carefully and seek legal advice when necessary.​

If you instruct an independent contractor on their daily tasks, set their work schedule, and rely on them exclusively, it may be an employment relationship and could raise red flags with authorities. Maintaining a legitimate contractor arrangement means they can operate autonomously and take on multiple clients at any given time.

Wages and payroll in Luxembourg

Calculating your new employee’s wages is only the first step in the payroll process—then comes calculating payroll taxes and social withholdings, complying with international laws, and more.

Luxembourg has earned its reputation as a financial powerhouse. The country's robust employment standards, combined with strict adherence to labor rights, make managing wages and payroll both crucial and complex for employers. Accurate payroll management isn't just about timely payments; it's a compliance imperative in a country that values worker protection and social responsibility.

But Luxembourgian payroll is fairly straightforward if you know the minimum wage, typical monthly pay cycles, and the approach to social insurance withholdings. Here’s what employers need to know about wages and payroll in Luxembourg.

Minimum wage in Luxembourg

Luxembourg has one of the highest minimum wages in the world, reflecting its high standard of living. As of January 1, 2025, the statutory minimum wage in Luxembourg (also known as the Salaire Social Minimum, or SSM) is:

• Skilled workers, 18 years and over: €18.30 per hour or €3,165.35 per month
• 18 years and over: €15.25 per hour or €2,637.79 per month
• 17-18 years: €12.20 per hour or €2,110.23 per month
• 15-17 years: €11.44 per hour or €1,978.34 per month

Luxembourg law clearly defines a "skilled worker" as someone with either formal vocational training or significant work experience in their field. Employers must correctly classify their employees to ensure compliance with these statutory minimum wage requirements.

It's worth noting that Luxembourg periodically adjusts its minimum wage in response to economic changes, particularly increases in the cost of living. These adjustments typically occur every two years based on recommendations from the government, following consultations with trade unions and employer representatives.

Even though the Luxembourg minimum wage is currently the highest in the world, in the country’s main population centers, like Luxembourg City, many employees earn well above this baseline, especially in tech or professional roles. However, it’s still important for employers to know the minimum wage thresholds to avoid penalties for noncompliance.

Payroll frequency in Luxembourg

Under Luxembourg's Labour Code, employers must pay out salaries at least once per month, typically on the last working day or a designated payday clearly outlined in employment contracts or collective agreements.

Employers are also required to provide employees with detailed payslips (or bulletins de salaire) for each payroll cycle. These must itemize all elements of remuneration, including gross pay, net pay, tax withholdings, social security contributions, overtime pay, bonuses, and any other relevant payroll details. Accuracy and transparency in payroll documentation are critical, as employees and authorities in Luxembourg closely scrutinize payroll compliance.

Employers must retain payroll documentation for at least 10 years. Luxembourg’s Inspection du Travail et des Mines (ITM) actively enforces compliance with these regulations.

13th month pay in Luxembourg 

13th month pay is an additional payment employees may receive, usually equivalent to one month’s salary. Employers commonly give this payment as a holiday or year-end bonus. In Luxembourg, a 13th month salary (often called prime de fin d’année or end-of-year bonus) isn't required by law, but it’s a common practice. Many employers voluntarily provide 13th month pay in December, typically equivalent to one month’s salary, as a holiday bonus or year-end reward.

Certain collective agreements, especially in specific sectors (such as finance and banking), may mandate additional remuneration or bonuses. When an employer provides a 13th month salary, the terms must be clearly stipulated in the employment contract or collective agreement to ensure both parties fully understand their entitlements and obligations.

Since this practice is so prevalent in Luxembourg, employees generally expect it. If you decide not to offer a 13th month bonus, make sure this is clear from the outset to prevent misunderstandings or employee dissatisfaction.

Run payroll compliantly in Luxembourg

Running payroll compliantly in Luxembourg requires employers to navigate multiple obligations, including tax withholding, social security contributions, and adherence to employment agreements. Here are some key components employers need to manage:

• Tax withholding: Employers must accurately deduct income tax at source according to the Luxembourg tax administration rates.
• Social security contributions: Both employers and employees contribute to Luxembourg's social security system, which covers health insurance, pension, unemployment insurance, accident insurance, and family benefits.
• Mandatory reporting and documentation: Payroll compliance involves regular filings with the Centre Commun de la Sécurité Sociale (CCSS) and the Luxembourg Direct Tax Administration (ACD). Employers must accurately report monthly social security contributions and remit them to the CCSS. They must also submit annual salary declarations to tax authorities and issue annual salary certificates to employees (certificat de rémunération).

Hiring and paying employees abroad can be tricky, especially when it comes to running payroll. But partnering with an EOR allows you to offload critical compliance work, like figuring out deductions, following wage laws, and accurately paying employees. Rippling EOR helps you hire and pay global employees faster than ever before.

Employer and employee taxes in Luxembourg

Navigating the tax landscape in Luxembourg requires a clear understanding of the obligations for both employers and employees. The Grand Duchy maintains a structured tax system, making sure that social security and income tax contributions are systematically collected and managed.​

Complying with all tax regulations is crucial, as the penalties for noncompliance can be steep. When employing a global team, understanding how to navigate taxes across international borders is a crucial part of your overall compliance responsibility.

Here are the key things to understand about employer and employee taxes in Luxembourg.

Employer taxes in Luxembourg

Here are the mandatory employer payroll taxes in Luxembourg:

Employee taxes in Luxembourg

The following contributions must be deducted from employees’ paychecks as a percentage of their income: 

Luxembourgian employees also pay progressive income tax, meaning they pay higher tax rates the more they earn. 

Penalties for not paying taxes in Luxembourg

Ensuring compliance with tax and social security obligations is crucial in Luxembourg. Failure to adhere to these requirements can result in significant penalties and reputational damage.​

Foreign businesses operating in Luxembourg should look out for these common noncompliance risks:

• Late filings: Delays in submitting monthly declarations to the CCSS or income tax withholdings to the ACD can lead to interest charges and fines.
• Underreporting wages: Intentionally or unintentionally underreporting employee wages can result in back payments, penalties, and potential legal action.
• Incorrect worker classification: Misclassifying employees as independent contractors to avoid social security contributions is a serious offense, leading to backdated contributions and fines.

Employers should always maintain accurate records and seek professional guidance to ensure compliance with Luxembourg's tax and social security regulations. A robust payroll system or local accounting support can save you from pitfalls, or you can mitigate international tax compliance problems by letting an EOR handle payroll taxes on your behalf. The EOR can ensure all your local taxes are paid correctly and on time, allowing you to focus on growing your business in Luxembourg and beyond.

Employee benefits in Luxembourg

Understanding benefits requirements early on can keep you from running afoul of the law down the line. In addition to statutory benefits, many employers offer extra perks to make their organizations more appealing to top talent. Having a comprehensive employee benefits package is one of the best ways to attract and retain workers in a competitive hiring landscape like Luxembourg.

Here’s an overview of the mandatory and optional benefits in Luxembourg.

Mandatory benefits in Luxembourg

Mandatory benefits are legally required, meaning employers have to offer them to their employees. In Luxembourg, they’re included in the Labour Code, which makes them non-negotiable. In addition to leave (which we cover in the following section), mandatory benefits in Luxembourg include: 

• Social security contributions: Employers contribute to Luxembourg’s social insurance scheme for all their employees, which covers:
• Pensions: Ensures employees receive income during retirement
• Health insurance: Coverage for medical expenses, funded through social security contributions
• Family allowance: Financial support for families with children

Optional benefits in Luxembourg

Many employers in Luxembourg offer additional benefits to enhance their compensation packages. Investing in optional and fringe benefits improves your chances of attracting top talent, but choosing which ones to offer can feel overwhelming. Here are the most common additional benefits in Luxembourg:

• 13th month salary: An extra month's salary paid at the end of the year, although not legally required, is a common practice. ​
• Meal vouchers: Employees can use subsidized meal vouchers at restaurants and supermarkets.
• Private health insurance: Supplementary health insurance can help cover services not fully covered by the state system.
• Flexible working arrangements: Many employers offer options for remote work or flexible hours to promote work-life balance.

These optional benefits can help enhance employee satisfaction, and employers often tailor them to the needs of their workforce. While not mandated by law, they can boost employee well-being and contribute to personal and professional growth.

Working hours, overtime, and leave in Luxembourg

One of the most complex aspects of global employment is that working hours, overtime, and leave laws vary significantly from country to country and sometimes even within the same country. When you hire international employees, it's essential to be familiar with all relevant laws, as compliance is crucial to avoid penalties and ensure a safe and fair working environment.

Luxembourg's labor laws are designed to protect employees' rights while allowing flexibility for businesses. Below, learn about Luxembourg’s working hours and leave laws so you can follow them to protect employees from overwork and ensure they get restful breaks.

Standard working hours in Luxembourg

A standard workweek in Luxembourg is 40 hours (or eight hours per day, five days a week). Employees typically work from Monday to Friday each week. Any deviation from this schedule must comply with the provisions of the Labour Code and, where applicable, collective bargaining agreements. Daily start and end times are flexible, as long as the employer and employee agree.

A working day may not exceed 10 hours, except in certain exceptional cases (for example, due to urgent work or a serious accident), when employers may extend working hours to a continuous 12-hour shift. An employee can work up to a maximum of 48 hours per week, including overtime hours.

Overtime laws in Luxembourg

Generally, if an employee works more than 40 hours in a workweek, they’re entitled to overtime pay in Luxembourg. Overtime is compensated either with overtime pay of at least 140% of the employee’s regular wage or time off in lieu of pay, equivalent to the extra hours worked. Senior executives are exempt from overtime pay.

Overtime applies to all hours worked over 40 in a workweek or:

• All hours worked exceeding 20% beyond the employee’s normal working hours over a reference period of one month
• All hours worked exceeding 12.5% beyond the employee’s normal working hours over a reference period of one to three months
• All hours worked exceeding 10% beyond the employee’s normal working hours over a reference period of three to four months

Rest period and break laws in Luxembourg

Luxembourgian employees are entitled to daily and weekly rest breaks under the country’s labor laws. To ensure employee well-being, Luxembourg mandates:

• A daily minimum rest period of at least 11 consecutive hours for every 24-hour period
• A weekly minimum rest period of at least 44 consecutive hours within each seven-day period

Additionally, employees who work for at least six hours in a shift are entitled to one or more rest periods. The law doesn’t mandate the specific length of the rest period, but it’s standard for employers to offer at least 30 minutes so employees can eat and recharge before returning to work. The law states that employers can decide whether breaks are paid or unpaid.

Leave laws in Luxembourg

In addition to the rules regarding working hours and overtime, Luxembourg’s laws require employers to offer employees various types of paid leave, including annual leave, maternity leave, sick leave, and more. These leave entitlements include:

• Annual leave: Employees are entitled to a minimum of 26 days of paid vacation leave per year. Certain employees are entitled to extra leave:
• Disabled employees or those who have suffered a work accident: Six additional days
• Mining employees: Three additional days
• Any employee or apprentice who hasn’t received their weekly rest period: One additional day for every eight weeks without receiving their mandated rest period
• Sick leave: Employees are entitled to up to 26 weeks of paid sick leave per year. The employer pays their salary until the 77th day; after that, social security covers additional sick leave.
• Maternity leave: Employees in Luxembourg are entitled to up to 20 weeks of paid maternity leave, which can begin eight weeks before the due date. Social insurance covers maternity leave.
• Paternity leave: Employees may be eligible for up to 10 days of paternity leave, but this is typically clarified in the employment contract or collective agreement and is not mandated by law in Luxembourg. If the employee does not notify their employer at least two months in advance, the leave can be reduced to two days. Paternity leave does not need to be taken consecutively as long as it is taken within two months of the child’s birth.
• Parental leave: Employees in Luxembourg are eligible for parental leave based on their working hours. This leave is paid for via an allowance from the Children’s Future Fund, and employees may take it once per child before the child reaches the age of six, in full, partially, or split with the other parent.
• For a full-time employee working 40 hours per week: Four to six months of full-time leave, eight to 12 months of 50% leave, four periods of one-month leave within 20 months, or one to two half days of leave per week for 20 months
• For a part-time employee working at least 20 hours per week: Four to six months of full-time leave or eight to 12 months of 50% leave
• For a part-time employee working at least 10 hours per week: Four to six months of full-time leave
• Public holidays: Luxembourg recognizes 11 public holidays. If a public holiday falls on a weekend, employees must receive a day off in lieu within three months of the holiday. Public holidays in Luxembourg include:
• New Year’s Day
• Easter Monday
• Labour Day
• Europe Day
• Ascension Day
• Whit Monday
• National Day
• Assumption Day
• All Saints’ Day
• Christmas Day
• Boxing Day (second day of Christmas)

Work permits in Luxembourg

Luxembourg, often referred to as the "Green Heart of Europe," boasts a multicultural workforce. Luxembourg belongs to the European Union, so while EU/EEA/Swiss nationals can work without a permit, non-EU/EEA/Swiss citizens (third-country nationals) must typically obtain the right work permits.

As an employer, you’ll need to ensure your candidate can legally work in Luxembourg before they start their new job. Here’s what to know about work visas in Luxembourg.

Who needs a work visa in Luxembourg?

In Luxembourg, European Union (EU) citizens have the right of free movement, which means they can live and work in any EU country, including Luxembourg. Nationals of the European Economic Area (EEA) and Switzerland also have the right to work in Luxembourg without needing a work permit first. Spouses and children of EEA and Swiss nationals can request work permit exemptions to work in Luxembourg.

Any foreign nationals who are not from those areas and don’t have permanent residency in Luxembourg will need to apply for a work visa before they can legally seek employment in the country for longer than three months. The Immigration Directorate oversees the process, and prospective visa holders must have an approved application before entering Luxembourg.

How long does it take to get a work visa in Luxembourg?

The processing time—and the process for applying for a work visa—varies depending on many factors, including how busy the Immigration Directorate is at the time, the completeness of the application, the prospective visa holder’s planned activity, and more. Processing can take several weeks or longer, so if you need your employee to start work in Luxembourg by a specific date, it’s best to begin the application process well in advance.

Types of work visas in Luxembourg

In Luxembourg, any foreign national planning to live and work in the country in the long term must seek a long-stay visa, also known as a Type D visa. This visa applies to many categories of workers, including:

• Salaried workers
• Self-employed workers
• Highly qualified workers
• Researchers
• Athletes
• Students
• Au pairs
• Trainees

Before applying for a Type D visa, the employee will need to apply for a temporary authorization to stay. They need to apply from their home country through the Luxembourgish General Department of Immigration of the Ministry of Home Affairs. The exact process for applying for a temporary authorization varies depending on their planned activities in Luxembourg (e.g., if they’re a student, salaried worker, highly qualified worker, etc.).

Termination and redundancy in Luxembourg

When making your first hire in Luxembourg, termination policies might be far from your mind. But if you don’t know the basics about offboarding employees in Luxembourg, you could be setting yourself up for trouble when it’s time to part ways with an employee down the road. Luxembourg's labor laws prioritize employee protection, making it essential for employers to understand the legal framework surrounding termination and redundancy.​ Here’s what employers need to know to protect their brand reputation and stave off legal disputes when employment relationships end.

Does at-will employment exist in Luxembourg?

At-will employment is a legal doctrine that allows either the employer or the employee to terminate the employment relationship at any time, for any reason (or no reason), and without prior notice, as long as the reason is not illegal, such as discrimination.

In Luxembourg, at-will employment is not recognized. Termination is allowed, and employers may let an employee go immediately for gross misconduct or with notice for a valid and serious cause (which can include the employee’s performance or economic reasons). Certain terminations are never allowed, including employee representatives, pregnant employees, and employees on parental leave. There are also special rules under the law for mass layoffs:

• Any employer considering laying off at least seven employees within 30 days or 15 employees within 90 days, for reasons unrelated to the employees, must follow the rules for mass layoffs.
• The employer must inform employee representatives in writing of their intent to lay off employees.
• The employer must enter negotiations with employee representatives to create a social plan. Any dismissals made before the social plan is established are null and void.

Notice periods in Luxembourg

A notice period is the amount of time an employee or employer is required to give before ending an employment relationship. During this period, the employee continues to work while preparing for their departure, and the employer has time to find a replacement or manage the transition.

In Luxembourg, notice is required except in cases of gross misconduct. The length of the notice period depends on the employee’s length of service:

Employers can relieve employees of their job duties during their notice period, but they are entitled to the same remuneration and benefits as if they were working during that time. Payment in lieu of notice is not allowed.

Severance pay in Luxembourg

Severance pay is compensation provided to an employee when they are laid off, terminated, or leave a company under certain conditions. In Luxembourg, severance pay is required by law if the termination is for any reason other than gross misconduct, and the amount depends on the employee’s length of service:

How to terminate employees compliantly in Luxembourg

Ending an employment contract in Luxembourg requires valid grounds, proper notice, and possibly severance pay, if it wasn’t for gross misconduct and the employee has worked for five years or longer. Mishandling any step can lead to a dispute and land your business in hot water. Here are the key steps in the process:

1. Provide valid grounds: Make sure the reason for termination is legally acceptable.
2. Adhere to notice periods: Follow the statutory notice periods based on the employee’s tenure.
3. Document the process: Maintain records of the termination process, especially the reason for the termination.
4. Settle financial obligations: Pay any owed wages, unused leave, and severance if applicable.​

If you employ a global workforce, keeping track of termination requirements gets complicated. Without any assistance, employers need to master conflicting just-cause considerations, probationary and notice periods, and severance pay laws that vary both within and among countries. An alternative is to hire through an EOR, which can monitor termination requirements for you, ensuring you compliantly onboard and offboard employees every time.

FAQs about hiring in Luxembourg

Can I hire employees in Luxembourg without my own legal entity?

Yes. An employer of record in Luxembourg can hire employees on your behalf, handling payroll, taxes, and compliance, allowing you to operate without establishing a local entity.

An EOR like Rippling can help you quickly tap into Luxembourg’s talent pool, grow your global workforce, and reduce both compliance risks and administrative workload.

How do I onboard employees in Luxembourg?

A comprehensive onboarding process gives you the chance to build a strong foundation for a working relationship with your international team members. Keep in mind that onboarding begins well in advance of a new hire’s first day, so plan to get started on the administrative tasks like paperwork and background checks right after the hiring process concludes. Beyond that, onboarding includes:

• Drafting a compliant employment contract
• Registering the employee with social security
• Making sure the employee has a medical examination before starting work

What is the difference between an independent contractor and an employee in Luxembourg?

In Luxembourg, an employee works under their employer's direction, receives benefits, and is protected by labor laws. On the other hand, an independent contractor operates autonomously with the ability to set their own hours and choose which tasks to accept. They do not receive employee benefits and are not covered by the same labor protections as employees.

How much does it cost to hire an employee in Luxembourg?

Beyond costs like recruitment and employees’ gross salaries, employers in Luxembourg need to plan for social security and pension contributions, which come out to between 11.5% and 15.3% of each employee's gross salary.

What are the requirements for work permits in Luxembourg?

Non-EU/EEA/Swiss nationals need a work permit to work in Luxembourg. Long-term stays require a Type D visa, which has different requirements depending on the visa holder’s planned activities in the country, such as whether they are a salaried worker or a student.

What is always required when an employer terminates an employee in Luxembourg?

At-will employment isn’t recognized in Luxembourg, so employers must provide a valid reason for ending the employment relationship, appropriate notice (the length depends on the employee’s length of service), final settlement, and severance pay, in some cases.

How does a US company pay a foreign employee in Luxembourg?

There are generally three ways a US company can pay a foreign employee in Luxembourg:

1. Form a local entity and open a local bank account to run payroll in accordance with Luxembourgian law.
2. Partner with an EOR that specializes in global employment and manages salary, insurance, and taxes on your behalf.
3. Use a global payroll service that can integrate payroll for multiple countries.

Disclaimer: Rippling and its affiliates do not provide tax, legal or accounting advice. This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, tax, legal, or accounting advice. You should consult your own tax, legal, and accounting advisors before engaging in any related activities or transactions.