How do you hire a Luxembourg employee in 2026?
Set the trial period before you sign, because Luxembourg lets it run from a floor of 2 weeks to 6 months for a qualified hire, and out to 12 months once gross pay reaches EUR 5,188.69 a month. Pick the wrong figure in the contract and you cannot stretch it later.
· Luxembourg guide
Illustration · Luxembourg City, Luxembourg
The Luxembourg hire has five steps. Offer letter, work-authorisation check, written CDI contract, CCSS social-security registration, first payday.
Sign the written contract before the first day of work. The trial period runs from 2 weeks up to 6 months for a qualified worker. It reaches 12 months only when gross pay is at least EUR 5,188.69 a month.
EU, EEA and Swiss nationals work freely. Other nationals need a work and residence authorisation before they start. Salary is paid monthly and the law sets no maximum on it, only a floor of €2,771.33/month for an unskilled adult.
What does the end-to-end Luxembourg hire process look like?
Five steps take you from accepted offer to first payslip. Offer letter, work-authorisation check, written CDI, CCSS registration, first payday.
The work-authorisation check for non-EU nationals must clear before the start date. EU, EEA and Swiss hires can start faster.
| Step | What happens | Owner | Timing |
|---|---|---|---|
| 1. Offer letter | Written offer with role, gross salary, start date, trial period, and any conditions | Client / Teamed drafts | Same day after verbal accept |
| 2. Work-authorisation check | Confirm EU, EEA or Swiss nationality, or verify a valid work and residence authorisation for other nationals | Teamed | Before the employee starts |
| 3. Written CDI contract | Open-ended contract signed under the Code du travail, covering the trial period and all required terms | Teamed (legal employer) | Before or on day one |
| 4. CCSS registration | Declaration of entry to the Centre commun de la securite sociale, enrolling the employee for pension, health, accident and dependency cover | Teamed | Within 8 days of start |
| 5. First payday | First payslip issued, salary paid by the last calendar day of the month, contributions and withheld tax remitted | Teamed | End of first payroll month |
-
Issue the offer letter
Send a written offer the same day as verbal acceptance. State the gross salary, the start date, and the trial period the salary supports. Mark any year-end bonus as discretionary, since Luxembourg has no statutory 13th month.
-
Complete the work-authorisation check
Confirm EU, EEA or Swiss nationality, or verify a valid work and residence authorisation for other nationals before the employee starts. Retain copies of all documents.
-
Issue the written CDI
The signed open-ended contract must be in place before or on day one. Teamed's standard Luxembourg CDI covers every Code du travail requirement. Clients choose commercial terms. Teamed signs as the legal employer.
-
Register with the CCSS
File the declaration of entry with the Centre commun de la securite sociale so the employee is enrolled for pension, health, accident and dependency cover. Confirm the tax class and collect bank details in the same week.
-
Issue the first payslip and remit contributions
Run the first payroll and pay salary by the last calendar day of the month. Issue the monthly payslip and remit social contributions and withheld tax. The employee is now on the payroll record.
What must a Luxembourg offer letter include?
The offer letter is not the binding contract. It is the document the candidate decides against.
Include role title, reporting line, start date, gross monthly salary, working location, the trial period you intend to set, and any conditions such as work-authorisation status or reference checks.
Three traps to avoid in Luxembourg offer letters:
- Quoting net instead of gross. Luxembourg salaries are negotiated and stated gross. The employee carries pension at 8.50%, health and dependency contributions, plus withheld income tax. Quote the gross figure so the offer matches the contract and the first payslip.
- Naming a trial period you cannot back up. The 12 months ceiling only applies when gross pay is at least EUR 5,188.69 a month. Below that, a qualified worker tops out at 6 months. State a trial period the salary actually supports.
- Promising a 13th month as a right. Luxembourg has no statutory 13th-month salary. A year-end bonus is discretionary unless a contract, a collective agreement, or settled practice makes it due. Mark any bonus as discretionary in writing.
Teamed's standard Luxembourg offer letter template covers all required ground and aligns with the Code du travail. Clients choose the commercial terms. Teamed holds the legal-employer position and issues the final contract.
Luxembourg work-authorisation checks for foreign national employees
EU, EEA and Swiss nationals work in Luxembourg without a permit. Other nationals need a work and residence authorisation before their first day.
Employing a non-EU national without the right authorisation is an offence under Luxembourg immigration law.
EU, EEA and Swiss nationals
Citizens of the European Union, the European Economic Area and Switzerland have free movement and need no work permit. They register their residence with the local commune within the periods set by law if they stay beyond three months. The employer keeps a copy of the passport or national identity card as a standard record.
Third-country nationals
Every other national needs an authorisation to stay for salaried work (autorisation de sejour pour travailleur salarie) before starting. The application is filed with the Immigration Directorate of the Ministry of Foreign and European Affairs. The role is first declared as a vacancy to ADEM, the national employment agency, and the employer must show the post could not be filled from the resident labour market. Allow several weeks for a new application.
The Code du travail governs the Luxembourg employment relationship, including the written contract, the trial period, notice entitlements, and employee protections. The trial period runs from 2 weeks up to 6 months for a qualified worker, and reaches 12 months only when gross pay is at least EUR 5,188.69 a month.
Source: Guichet.lu: open-ended employment contract (CDI), Code du travail Art. L.121-5
Ongoing authorisation renewals
Residence and work authorisations are time-limited. Employers track expiry dates and start renewals well ahead. Teamed monitors each authorisation and alerts the employee and client before the renewal deadline so no lapse occurs.
The Luxembourg written contract: what must it contain?
Luxembourg requires a written employment contract, signed before or on the first day of work.
The open-ended contract (contrat a duree indeterminee, or CDI) is the default. The fixed-term contract (CDD) is the exception and is limited by law.
What a Luxembourg written contract must cover under the Code du travail:
- Names and addresses of both the employer and the employee
- Start date of employment
- Job title and a description of the work
- Place of work
- Gross salary, with any agreed bonuses or benefits stated separately
- Standard working time: 8 hours a day and 40 hours a week for full-time staff
- Pay interval: salary is paid monthly
- Annual paid leave of at least 26 days a year for a full-time employee
- The trial period, if any, between 2 weeks and 6 months for a qualified worker, or up to 12 months for high earners
- Notice periods that apply on termination, which run 2 months for under 5 years' service and rise with tenure
- Any applicable collective agreement
Luxembourg does not use a single codified statement like the UK's Section 1 statement or Germany's Nachweisgesetz statement. The requirement is that a written contract exists and carries the terms above, signed before or on day one. Teamed's standard Luxembourg CDI satisfies the Code du travail. Clients choose commercial terms. Teamed signs as the legal employer.
Key source: Guichet.lu: open-ended employment contract (CDI).
Onboarding admin in the first week
The first week covers contract signing, the CCSS declaration of entry, bank details, and tax-class setup with the tax office.
Teamed handles the social-security and tax registrations. The client handles the operational side.
| Onboarding task | Who does it | Day |
|---|---|---|
| Written CDI signed | Employee and Teamed | Day 0 or 1 |
| Work-authorisation check completed | Teamed | Day 0 (before start for non-EU nationals) |
| CCSS declaration of entry (declaration d'entree) | Teamed | Within 8 days of start |
| Tax card and tax class confirmed with the ACD | Employee submits to Teamed | Days 1 to 7 |
| Bank account details collected for payroll | Teamed | Days 1 to 7 |
| Occupational health enrolment arranged | Teamed | Days 1 to 7 |
| Equipment and system access | Client | Days 0 to 1 |
| Manager introduction and first-week plan | Client | Days 0 to 7 |
| 30-60-90 day plan documented | Client (manager) | Days 1 to 14 |
How does Teamed handle Luxembourg employment for you?
Teamed becomes your legal employer of record in Luxembourg for from $599 per employee per month, with zero FX mark-up in any currency.
The Code du travail, the CCSS registration, monthly payroll, and withheld tax all run on one platform.
Real HR and legal experts handle your Luxembourg hires, from the first offer letter through every monthly payslip and contribution. An actual person, not a chatbot or a pooled queue. There is no setup fee and no exit fee. Employer cost passes through at cost, itemised on every invoice.
EOR payroll, contractor onboarding, and entity setup all live on one platform. EOR is the right structure for your first Luxembourg hires, until it isn't. A Luxembourg contractor who converts to direct employment keeps their record. Run the Crossover Calculator to see when your Luxembourg headcount is ready to graduate to your own entity. Start from the Luxembourg hiring overview. Each guide here takes one layer of Luxembourg employment law.
Key sources: Guichet.lu CDI rules, CCSS contribution rates, and ITM working-time rules.
Frequently asked questions
How long does it take to hire someone in Luxembourg through Teamed?
Teamed can onboard an EU, EEA or Swiss national within a few business days once the offer is accepted. The written CDI must be signed before or on day one. The CCSS declaration of entry is filed within 8 days of the start date. A third-country national who needs a work and residence authorisation must have it in place before starting, which adds lead time depending on the case and the queue at the Immigration Directorate.
What is the trial period in Luxembourg and how long can it run?
The trial period (periode d'essai) has a floor of 2 weeks. For a worker with a CATP/DAP-level qualification or higher, the standard maximum is 6 months. It can be set as high as 12 months only where gross pay is at least EUR 5,188.69 a month. The period must be stated in the signed contract and cannot be extended after the fact.
Does Luxembourg require a written employment contract?
Yes. A written contract must be signed before or on the first day of work. The open-ended contract (CDI) is the default form. It must cover the parties, the start date, the role, the place of work, the gross salary, working time of 40 hours a week, paid leave of at least 26 days, and the trial period if any. The fixed-term contract (CDD) is the exception and is restricted by law.
What is the minimum wage in Luxembourg in 2026?
From 1 June 2026 the monthly minimum social wage is €2,771.33/month for an unskilled adult and €3,325.59/month for a qualified adult. The hourly equivalents are €16.02 per hour unskilled and €19.22 per hour qualified. Younger workers earn a set percentage of the unskilled rate. There is no legal maximum salary.
What annual leave and public holidays apply in Luxembourg?
Full-time employees get at least 26 days of paid annual leave a year. Luxembourg also has 11 statutory public holidays, including Europe Day on 9 May. Standard working time is 8 hours a day and 40 hours a week for full-time staff.
Does Luxembourg have a 13th-month salary or mandatory bonus?
No. Luxembourg sets no statutory 13th-month salary. A gratification or year-end bonus is discretionary and becomes due only when a contract, a collective agreement, or settled practice requires it. Salary is paid monthly, at the latest on the last calendar day of the month, and the employer must hand over a detailed monthly payslip.
Luxembourg's trial period trips up companies that hire on a senior salary. The standard ceiling is six months for a qualified worker, but a high earner can be set to twelve. The clause has to be in the signed contract. You cannot extend a trial period after the fact, so the figure you write on day one is the figure you live with.
Luxembourg lets the trial period reach twelve months for a high earner, but only if the signed contract says so on day one.
Salary is gross, paid monthly, with no legal 13th month. A bonus is a promise only when the contract or a collective agreement makes it one.
The CDI is signed before the first day. The CCSS registration follows inside the first week.
