Managing employee leave in Luxembourg requires a clear understanding of the country's labor laws and regulations. These provisions are designed to ensure employees receive adequate rest, time off for personal and family needs, and protection during illness. Employers operating in Luxembourg must comply with these statutory requirements to maintain legal compliance and support employee well-being.
Luxembourg's legal framework outlines various types of leave, including mandatory paid annual leave, public holidays, sick leave, and specific provisions for parental and family reasons. Adhering to these regulations is crucial for businesses employing staff in the Grand Duchy, whether they are local entities or international companies employing remotely.
Annual Vacation Leave
Employees in Luxembourg are entitled to a minimum amount of paid annual leave. The statutory minimum is 26 working days per year. This entitlement applies to employees working five days a week. For employees working six days a week, the minimum entitlement is 30 working days. This leave must generally be taken within the calendar year it is accrued.
- Minimum Entitlement: 26 working days (for 5-day week) or 30 working days (for 6-day week).
- Accrual: Typically accrued based on the length of service, often starting after three months of continuous employment with the same employer.
- Timing: Leave dates are usually agreed upon between the employer and employee, taking into account business needs and employee preferences.
- Carry-over: Generally, leave must be taken by the end of the calendar year. Limited carry-over into the first few months of the following year may be permitted under specific conditions or collective agreements.
- Payment: Employees receive their normal salary during their annual leave.
Public Holidays
Luxembourg observes a number of public holidays throughout the year. Employees are generally entitled to a day off with pay on these public holidays. If a public holiday falls on a Sunday, employees are typically entitled to a compensatory day off, usually taken within three months of the holiday.
Here are the anticipated public holidays for 2025 in Luxembourg:
| Date | Holiday |
|---|---|
| January 1 | New Year's Day |
| April 21 | Easter Monday |
| May 1 | Labour Day |
| May 29 | Ascension Day |
| June 9 | Whit Monday |
| June 23 | National Day |
| August 15 | Assumption Day |
| November 1 | All Saints' Day |
| December 25 | Christmas Day |
| December 26 | St Stephen's Day (Boxing Day) |
Note: Some collective agreements or company policies may grant additional days off.
Sick Leave
Employees in Luxembourg are entitled to sick leave when they are unable to work due to illness or injury. They must inform their employer as soon as possible and provide a medical certificate (certificat médical) from a doctor, typically within a specified timeframe (e.g., within two or three working days).
- Notification: Employee must inform the employer promptly.
- Medical Certificate: Required for absences exceeding a certain duration (often one or two days).
- Duration of Pay: The employer is responsible for paying the employee's salary during sick leave for a specific period, usually until the end of the month in which the 77th day of absence occurs over a 12-month period.
- Social Security Coverage: After the employer's payment obligation ends, the National Health Fund (Caisse Nationale de Santé - CNS) takes over the payment of sickness benefits, which continue for up to 52 weeks within a 104-week reference period.
- Protection Against Dismissal: Employees are protected against dismissal during certain periods of sick leave.
Parental Leave
Luxembourg provides various types of leave related to parenthood, including maternity leave, paternity leave, and adoption leave, as well as a specific parental leave entitlement.
- Maternity Leave: Pregnant employees are entitled to 8 weeks of compulsory leave before the expected birth date (prenatal leave) and 8 weeks after the birth (postnatal leave). This can be extended to 12 weeks postnatal in case of premature birth, multiple births, or breastfeeding. Benefits are paid by the CNS.
- Paternity Leave: Fathers or equivalent second parents are entitled to 10 days of leave following the birth of a child. This leave must be taken within two months of the birth and can be taken as single days or a block. The first two days are paid by the employer, and the remaining eight days are typically covered by the state, often requiring the employer to advance the payment and seek reimbursement.
- Adoption Leave: Similar to maternity/paternity leave, leave is granted upon the adoption of a child. The duration and conditions depend on the child's age and the number of children adopted.
- Parental Leave (Congé Parental): Following maternity or adoption leave, either parent (or both, consecutively or concurrently part-time) is entitled to parental leave. There are different options:
- Full-time leave for 4 or 6 months per child.
- Part-time leave for 8 or 12 months per child.
- Split leave (e.g., 20 hours/week for 12 or 24 months).
- Leave split into four separate one-month periods over 20 months.
- Compensation is paid by the state (Caisse pour l'avenir des enfants - CAE) as a fixed monthly allowance, not based on previous salary.
Other Types of Leave
Luxembourg law and collective agreements also provide for various other types of special leave for specific events or purposes:
- Bereavement Leave: Employees are entitled to a few days of paid leave in the event of the death of a close family member (spouse, partner, parent, child, etc.). The exact duration depends on the relationship.
- Leave for Personal Reasons (Congé pour raisons personnelles): This covers short absences for urgent personal or family reasons, such as a child's illness, a medical appointment, or force majeure events. The duration is limited per year and depends on the specific reason.
- Study Leave (Congé individuel de formation): Employees can be granted leave to pursue training or education, subject to certain conditions regarding length of service and the nature of the training.
- Sabbatical Leave (Congé sans solde): While not a statutory right, employees may request unpaid leave (sabbatical) subject to employer agreement.
- Leave for Public Duties: Employees may be entitled to leave to perform certain public duties (e.g., jury duty, serving as an assessor).
Understanding and correctly implementing these diverse leave policies is essential for compliance and effective workforce management in Luxembourg.
