Luxembourg: Employee Rights/ Labour Relations

Luxembourg's Labour Code mandates that companies establish schemes ensuring employees can disconnect from digital devices outside working hours. With administrative fines of up to EUR 25,000 looming after the June 2026 deadline, employers must implement practical arrangements, awareness campaigns, and compensation measures for exceptional derogations.

Luxembourg's data protection authority has issued comprehensive guidance on employee monitoring practices, addressing the legal boundaries employers must navigate when implementing surveillance measures in the workplace. The guidance clarifies permissible monitoring methods, from telephone recording and CCTV to biometric systems, while emphasizing core data protection principles that govern employer-employee relationships.

The draft bill No. 8634 to amend Luxembourg's pension regime was adopted by the Chambre des Députés on December 18, 2025.

At national level, employees may be represented either by the staff delegation within the undertaking or through employee participation at the board of directors or supervisory board.

Collective dismissal is defined as dismissal for reasons which are not linked to the employee's behaviour (such as economic reasons) of at least 7 employees over 30 days...

On 4 April 2025, the Dutch Supreme Court ruled that the 30%-reimbursement qualifies as wages for the purposes of the pseudo-final levy on excessive severance payments.

The 2024-2026 collective bargaining agreement for the banking sector has been approved by the ABBL and union representatives from the OGBL, LCGB and ALEBA.

La convention collective 2024-2026 pour le secteur bancaire a été approuvée par l'ABBL et les représentants syndicaux de l'OGBL, du LCGB et de l'ALEBA.

De nouvelles obligations s'imposent aux employeurs avec le vote de la loi transposant la directive européenne relative à des conditions de travail transparentes et prévisibles.