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> GOVERNANCE - home > Employment protection legislation database - EPLex > Luxembourg

Luxembourg - Types of employment contracts


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Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Art. L 121-5 LC: the trial period should not exceed 6 months.
    One exception however: when the starting gross salary reaches a certain level to be determined by decree, the notice period is 12 months.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • Art. L 122-1 LC.
  • Maximum number of successive FTCs: 3
    Remarks:
    • Art. L 122-5 LC: a fixed-term contract can be renewed twice within the time-limit of 24 months. However, this limitation is not applicable to FTC concluded with specific categories of workers (university teachers/researchers, artists, athletes, coaches).
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • General rule: 24 months: art. L 122-4 (1) LC
      Exceptions: In limited situations can be up to 60 months: art. L 122-2 (4) LC.
  • % of workforce under FTC: 9.4 %
    Remarks:
    • Source: Eurostat, as of third trimester 2012.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Art. L 121-5 LC: the trial period should not exceed 6 months.
    One exception however: when the starting gross salary reaches a certain level to be determined by decree, the notice period is 12 months.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • Art. L 122-1 LC.
  • Maximum number of successive FTCs: 3
    Remarks:
    • Art. L 122-5 LC: a fixed-term contract can be renewed twice within the time-limit of 24 months. However, this limitation is not applicable to FTC concluded with specific categories of workers (university teachers/researchers, artists, athletes, coaches).
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • General rule: 24 months: art. L 122-4 (1) LC
      Exceptions: In limited situations can be up to 60 months: art. L 122-2 (4) LC.
  • % of workforce under FTC: 7.1 %
    Remarks:
    • Source: Eurostat, annual average for 2011.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Art. L 121-5 LC: the trial period should not exceed 6 months.
    One exception however: when the starting gross salary reaches a certain level to be determined by decree, the notice period is 12 months.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • Art. L 122-1 LC.
  • Maximum number of successive FTCs: 3
    Remarks:
    • Art. L 122-5 LC: a fixed-term contract can be renewed twice within the time-limit of 24 months. However, this limitation is not applicable to FTC concluded with specific categories of workers (university teachers/researchers, artists, athletes, coaches).
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • General rule: 24 months: art. L 122-4 (1) LC
      Exceptions: In limited situations can be up to 60 months: art. L 122-2 (4) LC.
  • % of workforce under FTC: 7.1 %
    Remarks:
    • Source: Eurostat, annual average for 2010.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Art. L 121-5 LC: the trial period should not exceed 6 months.
    One exception however: when the starting gross salary reaches a certain level to be determined by decree, the notice period is 12 months.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • Art. L 122-1 LC.
  • Maximum number of successive FTCs: 3
    Remarks:
    • Art. L 122-5 LC: a fixed-term contract can be renewed twice within the time-limit of 24 months. However, this limitation is not applicable to FTC concluded with specific categories of workers (university teachers/researchers, artists, athletes, coaches).
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • General rule: 24 months: art. L 122-4 (1) LC
      Exceptions: In limited situations can be up to 60 months: art. L 122-2 (4) LC.
  • % of workforce under FTC: 7.2 %
    Remarks:
    • Source: Eurostat, annual average for 2009.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."