Jahresurlaub und Feiertage
Bezahlter Urlaub
Every employee, with three uninterrupted months of qualifying service, has the right to annual paid leave. The general duration of annual leave is 25 working days per year. From 1 January 2019, the minimum duration of annual leave has been increased from 25 to 26 working days. During the first year of employment, an employee may claim 1/12 of the holidays for every month worked. There is also provision of supplementary/additional leave for some workers: 6 days for workers with disabilities and for physically or mentally disabled persons; 3 days for mining workers; and 6 days for those workers whose weekly rest period is less than 44 hours per week. A worker must have worked at least 15 calendar days in a month for that month to be counted as one full month for the calculation of annual leave.
The annual leave provision for part-time employees is calculated on a pro-rata basis; however, the annual leave period is not expressed in days, but in hours. An employee who works 20 hours per week is entitled to 100 hours of annual leave, while an employee who works 32 hours per week is entitled to 160 hours of annual leave.
Annual leave must be approved by the employer at least one month in advance on the request of an employee. An employee may plan their annual leave as he/she wish; however, an employer may refuse to grant leave on the employee's proposed dates due to operational requirements and due to the justified wishes of other employees. An employer cannot require an employee to take leave without the employee's consent and cannot force the worker to take unpaid annual leave.
Splitting of annual leave is allowed under the law; however, its minimum duration must be 12 consecutive working days (in April 2018, amended to 14 consecutive working days) except in the event of an agreement between the parties. Annual leave should be taken during the year in question. Annual leave may be deferred until 31st December of the following year, on the employee's request, if it consists of leave accumulated during the first year of work for the employer and that could not be taken in full; until 31st March of the following year if the employee was not able to take his leave due to operational reasons or the justified wishes of other employees or if the employee has days of annual leave while going on maternity leave, adoption leave or parental leave; and until after the date of the return to work if the employee has not been able to take annual leave due to sick leave.
Workers who are obliged to take a special leave in order to acquire or perfect their language skills in Luxembourgish will have 50% of their salaries reimbursed by public funds; the rest of the salary will be paid by their employers.
In compensation for an extension of the reference period from one month to four months, the employees are entitled to extra days of leave as follows: 1.5 days for any reference period of 1-2 months, 3 days for any reference period of 2-3 months, and 3.5 days for any reference period of 3-4 months.
Sources: §211(6) and 233 of Labour Code 2006, last amended in 2025; Loi du 19 décembre 2014 relative à la mise en oeuvre du paquetd’avenir – première partie Article 3.
Vergütung gesetzlicher Feiertage
Luxembourg has eleven public holidays of both religious and memorial nature. The Public Holidays are New Year's Day (January 01), Good Friday, Easter Monday, Labour/May Day (May 01), Ascension Day, Monday of Pentecost, Birthday of the Grand Duke on 23 June, Assumption Day, All Saints' Day, Christmas Day (December 25) and Boxing Day (December 26). From 2019 onward, Europe Day, celebrated annually on 9 May, is declared a statutory public holiday.
Public holidays in Luxembourg are paid holidays. If a public holiday falls on a Sunday, one additional compensatory leave day is granted to the worker within three months. If the needs of the undertaking do not allow taking this compensatory leave, it should be taken before the end of the calendar year. For public holidays during November and December, these are to be taken within the following three months.
However, no additional financial compensation is provided for workers who, by his/her fault, have not worked on the eve of the day following a public holiday or who are absent for more than three days during the 25-day period preceding the public holiday without producing justification, even with valid absence reasons.
If a public holiday falls on a day on which the employee would not normally work, the employee is generally entitled to compensatory leave, usually to be granted within 3 months of the day after the holiday, subject to the year-end carry rules.
Where 2 statutory public holidays fall on the same day, the employee does not simply lose one of them. The entitlement depends on whether the day was normally worked and on the number of hours normally scheduled. If the employee should have worked more than 4 hours that day, the employee is entitled to pay for the hours normally due plus 1 compensatory day for the second holiday. If the employee works on the overlapping holiday, an additional compensatory day is due for the second holiday.
Where a public holiday is worked on a normal working day, the employee is in principle entitled to total remuneration equivalent to 300% for the hours concerned.
Sources: §232 of Labour Code 2006, last amended in 2025
Wöchentliche Ruhezeiten
Workers are allowed a daily rest period of at least 11 uninterrupted hours within a 24-hour period of 24 hours. A worker has the right to a rest period of at least 44 uninterrupted hours within a period of seven days.
The weekly rest day is generally Sunday. If a worker is employed on a weekly rest day, employers not only have to provide compensatory rest but also premium pay.
Where the daily working time exceeds 6 hours, workers are entitled to one more (paid or unpaid) rest period. Young workers are entitled to (paid or unpaid) rest breaks of at least 30 consecutive minutes after 4 hours of work.
The adult workers are entitled to a daily rest period of 11 consecutive hours within a 24-hour period. The young workers, on the other hand, are entitled to 12 consecutive hours within a 24-hour period.
Sources: §211, 231, 232 and 344 of Labour Code 2006, last amended in 2025
Regelung zu Feiertagen und Jahresurlaub
- Loi du 19 décembre 2014 relative à la mise en œuvre du paquet d’avenir
Bezahlter Urlaub
Every employee, with three uninterrupted months of qualifying service, has the right to annual paid leave. The general duration of annual leave is 25 working days per year. From 1 January 2019, the minimum duration of annual leave has been increased from 25 to 26 working days. During the first year of employment, an employee may claim 1/12 of the holidays for every month worked. There is also provision of supplementary/additional leave for some workers: 6 days for workers with disabilities and for physically or mentally disabled persons; 3 days for mining workers; and 6 days for those workers whose weekly rest period is less than 44 hours per week. A worker must have worked at least 15 calendar days in a month for that month to be counted as one full month for the calculation of annual leave.
The annual leave provision for part-time employees is calculated on a pro-rata basis; however, the annual leave period is not expressed in days, but in hours. An employee who works 20 hours per week is entitled to 100 hours of annual leave, while an employee who works 32 hours per week is entitled to 160 hours of annual leave.
Annual leave must be approved by the employer at least one month in advance on the request of an employee. An employee may plan their annual leave as he/she wish; however, an employer may refuse to grant leave on the employee's proposed dates due to operational requirements and due to the justified wishes of other employees. An employer cannot require an employee to take leave without the employee's consent and cannot force the worker to take unpaid annual leave.
Splitting of annual leave is allowed under the law; however, its minimum duration must be 12 consecutive working days (in April 2018, amended to 14 consecutive working days) except in the event of an agreement between the parties. Annual leave should be taken during the year in question. Annual leave may be deferred until 31st December of the following year, on the employee's request, if it consists of leave accumulated during the first year of work for the employer and that could not be taken in full; until 31st March of the following year if the employee was not able to take his leave due to operational reasons or the justified wishes of other employees or if the employee has days of annual leave while going on maternity leave, adoption leave or parental leave; and until after the date of the return to work if the employee has not been able to take annual leave due to sick leave.
Workers who are obliged to take a special leave in order to acquire or perfect their language skills in Luxembourgish will have 50% of their salaries reimbursed by public funds; the rest of the salary will be paid by their employers.
In compensation for an extension of the reference period from one month to four months, the employees are entitled to extra days of leave as follows: 1.5 days for any reference period of 1-2 months, 3 days for any reference period of 2-3 months, and 3.5 days for any reference period of 3-4 months.
Sources: §211(6) and 233 of Labour Code 2006, last amended in 2025; Loi du 19 décembre 2014 relative à la mise en oeuvre du paquetd’avenir – première partie Article 3.
Vergütung gesetzlicher Feiertage
Luxembourg has eleven public holidays of both religious and memorial nature. The Public Holidays are New Year's Day (January 01), Good Friday, Easter Monday, Labour/May Day (May 01), Ascension Day, Monday of Pentecost, Birthday of the Grand Duke on 23 June, Assumption Day, All Saints' Day, Christmas Day (December 25) and Boxing Day (December 26). From 2019 onward, Europe Day, celebrated annually on 9 May, is declared a statutory public holiday.
Public holidays in Luxembourg are paid holidays. If a public holiday falls on a Sunday, one additional compensatory leave day is granted to the worker within three months. If the needs of the undertaking do not allow taking this compensatory leave, it should be taken before the end of the calendar year. For public holidays during November and December, these are to be taken within the following three months.
However, no additional financial compensation is provided for workers who, by his/her fault, have not worked on the eve of the day following a public holiday or who are absent for more than three days during the 25-day period preceding the public holiday without producing justification, even with valid absence reasons.
If a public holiday falls on a day on which the employee would not normally work, the employee is generally entitled to compensatory leave, usually to be granted within 3 months of the day after the holiday, subject to the year-end carry rules.
Where 2 statutory public holidays fall on the same day, the employee does not simply lose one of them. The entitlement depends on whether the day was normally worked and on the number of hours normally scheduled. If the employee should have worked more than 4 hours that day, the employee is entitled to pay for the hours normally due plus 1 compensatory day for the second holiday. If the employee works on the overlapping holiday, an additional compensatory day is due for the second holiday.
Where a public holiday is worked on a normal working day, the employee is in principle entitled to total remuneration equivalent to 300% for the hours concerned.
Sources: §232 of Labour Code 2006, last amended in 2025
Wöchentliche Ruhezeiten
Workers are allowed a daily rest period of at least 11 uninterrupted hours within a 24-hour period of 24 hours. A worker has the right to a rest period of at least 44 uninterrupted hours within a period of seven days.
The weekly rest day is generally Sunday. If a worker is employed on a weekly rest day, employers not only have to provide compensatory rest but also premium pay.
Where the daily working time exceeds 6 hours, workers are entitled to one more (paid or unpaid) rest period. Young workers are entitled to (paid or unpaid) rest breaks of at least 30 consecutive minutes after 4 hours of work.
The adult workers are entitled to a daily rest period of 11 consecutive hours within a 24-hour period. The young workers, on the other hand, are entitled to 12 consecutive hours within a 24-hour period.
Sources: §211, 231, 232 and 344 of Labour Code 2006, last amended in 2025
Regelung zu Feiertagen und Jahresurlaub
- Loi du 19 décembre 2014 relative à la mise en œuvre du paquet d’avenir
