The calculation of overtime in Luxembourg is subject to strict rules that many employers are unfamiliar with. Triggering thresholds of 8 hours per day and 40 hours per week, a minimum premium of 40%, compensatory rest of 1.5 hours, maximum limits of 10 hours per day and 48 hours per week, and an annual quota of 150 hours: calculation and procedural errors expose your company to costly ITM adjustments and employee wage claims.

Sectoral collective bargaining agreements complement the Labour Code by adapting the rules to the specific features of each business sector. Construction, cleaning, catering, retail, banking: more than 15 agreements are in force in Luxembourg, setting minimum wages, mandatory bonuses and specific social benefits. Failure to comply exposes employers to administrative and criminal sanctions. Is your company concerned? Discover your concrete obligations.

Dismissing an employee in Luxembourg requires a thorough command of the rules set out in the Labour Code. A poorly conducted procedure can expose the employer to significant financial sanctions: compensation for unfair dismissal, damages, or even the reinstatement of the employee. Between notice periods, the mandatory preliminary meeting and the calculation of severance pay, every step must be strictly complied with. Discover the key elements to legally secure your contract terminations.