Mutterschaft und Arbeit
Mutterschaftsurlaub
Female workers are entitled to 16 weeks of maternity leave. Of these 16 weeks, 8 weeks are pre-natal and 8 weeks are post-natal leave. If a child's birth occurs before the expected date of delivery, days of prenatal leave that are not taken are added to the post-natal leave. On the other hand, if a child is born after the expected date of delivery, post-natal leave is extended until the effective date of birth, without reducing the duration of post-natal leave, which remains 8 weeks.
Post-natal leave is extended by 4 weeks (total duration: 12 weeks) in case of pre-mature delivery (before 37th week of pregnancy), multiple births, and in case of breastfeeding.
Under the Law of 15 December 2017, applicable from January 2018, the post-natal leave is 12 weeks for all kinds of pregnancies. A woman worker cannot be engaged for 12 weeks after giving birth. The post-natal period is certified by the medical certificate indicating the date of delivery.
Sources: §332 of Labour Code 2006, last amended in 2025
Einkommen
Workers are entitled to financial maternity benefits during the term of maternity leave, with the condition that an employee (or self-employed worker) must have been registered with the sickness and maternity insurance for at least 6 months during the 12 months preceding maternity leave.
Workers are entitled to their full salary during the term of maternity leave. Those female individuals who are not entitled to maternity benefits during maternity leave are granted maternity allowance. Maternity benefit cannot be lower than the social minimum wage, i.e., gross amount of EUR 1921.03 per month (as of January 2014). Maternity benefit cannot be higher than five times the social minimum wage, i.e., gross amount of EUR9,605.13 per month (as of January 2014). Maternity benefit cannot be cumulated with other benefits like sickness benefit.
The Maternity leave is funded in the same way as sickness benefits, with funding shared between employers (30 per cent), employees (30 per cent) and the State (40 per cent).
Sources: §332 of Labour Code 2006, last amended in 2025; §25 of Social Security Code 1925, last amended in 2013
Schwangerschaftstests bei der Einstellung
No explicit provisions could be located related to pregnancy inquiry at the time of recruitment in Luxembourg. However, under the Labour Code, any discrimination based on sex, either directly or indirectly, is prohibited. Employers should not ask broad questions about pregnancy or family planning at recruitment stage unless a specific, lawful occupational health and safety issue makes that objectively necessary.
Source: §241.1, 241.4 of the Labour Code, last amended in 2025
Kostenlose medizinische Versorgung
Insured pregnant workers are entitled to medical assistance, hospitalisation, assistance of a midwife for childbirth, medicines, and food for newborns. The cost of dietary products for infants is covered by a lump sum benefit.
The healthcare system is financed by the social security contributions from employers (100%) and employees (30%), and a contribution from the state (40%). The state contribution is based on general tax revenues.
Sources: Social Security Code 1925, last amended in 2013; Health Code
Mutterschaftsurlaub
Female workers are entitled to 16 weeks of maternity leave. Of these 16 weeks, 8 weeks are pre-natal and 8 weeks are post-natal leave. If a child's birth occurs before the expected date of delivery, days of prenatal leave that are not taken are added to the post-natal leave. On the other hand, if a child is born after the expected date of delivery, post-natal leave is extended until the effective date of birth, without reducing the duration of post-natal leave, which remains 8 weeks.
Post-natal leave is extended by 4 weeks (total duration: 12 weeks) in case of pre-mature delivery (before 37th week of pregnancy), multiple births, and in case of breastfeeding.
Under the Law of 15 December 2017, applicable from January 2018, the post-natal leave is 12 weeks for all kinds of pregnancies. A woman worker cannot be engaged for 12 weeks after giving birth. The post-natal period is certified by the medical certificate indicating the date of delivery.
Sources: §332 of Labour Code 2006, last amended in 2025
Einkommen
Workers are entitled to financial maternity benefits during the term of maternity leave, with the condition that an employee (or self-employed worker) must have been registered with the sickness and maternity insurance for at least 6 months during the 12 months preceding maternity leave.
Workers are entitled to their full salary during the term of maternity leave. Those female individuals who are not entitled to maternity benefits during maternity leave are granted maternity allowance. Maternity benefit cannot be lower than the social minimum wage, i.e., gross amount of EUR 1921.03 per month (as of January 2014). Maternity benefit cannot be higher than five times the social minimum wage, i.e., gross amount of EUR9,605.13 per month (as of January 2014). Maternity benefit cannot be cumulated with other benefits like sickness benefit.
The Maternity leave is funded in the same way as sickness benefits, with funding shared between employers (30 per cent), employees (30 per cent) and the State (40 per cent).
Sources: §332 of Labour Code 2006, last amended in 2025; §25 of Social Security Code 1925, last amended in 2013
Schwangerschaftstests bei der Einstellung
No explicit provisions could be located related to pregnancy inquiry at the time of recruitment in Luxembourg. However, under the Labour Code, any discrimination based on sex, either directly or indirectly, is prohibited. Employers should not ask broad questions about pregnancy or family planning at recruitment stage unless a specific, lawful occupational health and safety issue makes that objectively necessary.
Source: §241.1, 241.4 of the Labour Code, last amended in 2025
Kostenlose medizinische Versorgung
Insured pregnant workers are entitled to medical assistance, hospitalisation, assistance of a midwife for childbirth, medicines, and food for newborns. The cost of dietary products for infants is covered by a lump sum benefit.
The healthcare system is financed by the social security contributions from employers (100%) and employees (30%), and a contribution from the state (40%). The state contribution is based on general tax revenues.
Sources: Social Security Code 1925, last amended in 2013; Health Code
