The new law on moral harassment at work in Luxembourg is published
In Luxembourg, there was no legal framework for moral harassment (unlike in the Grand Duchy’s neighbouring countries and unlike sexual harassment, which has had a legal framework in Luxembourg since 2008). A draft law was filed 23 July 2021 in order to provide a legal framework for moral harassment (see our article here). The new […]
Can the employer prohibit the use of mobile phones during working hours?
At a time of debate on the hyperconnection of employees and the consequences for health, some employers may encounter the opposite problem when faced with certain abuses of the use of mobile phones for private purposes during work hours. Faced with this situation, some employers are considering banning mobile phones in the workplace. However, such […]
Nouveau Projet de loi sur le harcèlement moral au travail
Au Luxembourg, il n’existait jusqu’à présent pas de cadre légal en matière d’harcèlement moral (contrairement aux pays voisins du Grand-Duché du Luxembourg et contrairement au harcèlement sexuel dont le cadre légal existe au Luxembourg depuis 2008). Les tribunaux luxembourgeois utilisaient, jusqu’à présent, l’argument de l’exécution de la convention de bonne foi ou l’obligation de l’employeur […]
Dismissal for long sick leave
The employer must be able to rely on the employee’s presence at the workplace. However, the employee may be prevented from attending the workplace for health reasons. This does not, in principle, constitute a negligence or a cause for dismissal. The employee is also protected against dismissal if he notifies his employer on the first […]
Is it possible to combine the role of director or manager with the position of employee?
In Luxembourg, there is no clear legal restriction, for the same person, to be the legal representative of a company (e.g. being a director, manager or responsible for the day-to-day management) and to be considered an employee within the same company. Nevertheless, the fact for a director or a manager of a company to have […]
Telework: Can an employee be dismissed with immediate effect for gross misconduct?
In recent months, given the Covid-19 health crisis, a large number of companies have resorted to teleworking, which enabled employees to carry out their work directly from their home. However, the performance of the work from home does not protect the employee from dismissal with immediate effect. As a reminder, a dismissal with immediate effect […]
Octroi d’une indemnité de chômage complet : Quelles sont les conditions ?
Une personne se trouvant sans emploi, peut dans certaines conditions demander l’octroi d’une indemnité de chômage complet, ceci afin d’éviter de ses trouver dépourvu de revenus du jour au lendemain. L’octroi d’une indemnité de chômage complet à une personne sans emploi est soumis à différentes conditions, à savoir : être chômeur involontaire, être domicilié sur le […]
Residence permit in Luxembourg for temporary Intra-company transfers (ICT)
Besides introducing a new regime for certain investors, the law of 8 March 2017 (modifying the law of 29 August 2008, the “Law of 2008”) foresees a new status for third-country nationals (“TCN”) in the case of temporary Intra-company transfer (“ICT”). This new law implements the Directive 2014/66/EU on the conditions of entry and residence […]
Reform des Arbeitsrechts: Was ändert sich mit dem Gesetz vom 8. April 2018?
Das Gesetz vom 8. April 2018 bringt einige Änderungen im luxemburgischen Arbeitsrecht mit sich. Die Ziele des Gesetzgebers nach diesem Gesetz sind folgende (Gesetzesentwurf 7086, Begründung): Effektiver die Rechte der Arbeitnehmer schützen; Verbesserung der Wirksamkeit von Beschäftigungsmaßnahmen durch Förderung der Integration der am stärksten gefährdeten Gruppen von Arbeitslosen auf dem Arbeitsmarkt Gewährleistung einer besseren Kenntnis […]
Labour law reform: What changes with the law of 8 April 2018
The law of 8 April 2018 has just made a few changes to the Luxembourg labour law. The objectives of the legislator, within the law, are as follows (bill 7086, explanatory statement): better protect the rights of employees; improve the efficiency of the employment measures by fostering integration in the labour market including some of […]
