Luxembourg Leave Laws and Holidays

Sick leave is granted as needed, provided a medical certificate is submitted. The duration depends on the collective agreement or employer policy.

Employees are required to inform their employer and provide a medical certificate as soon as possible, typically within a few days of the onset of illness.

While formal approval isn't required, submission of a medical certificate to justify the absence is mandatory for the leave to be recognized as valid sick leave.

Sick leave does not have a standard quota; it is based on actual health conditions and medical certifications.

Sick leave does not accrue over time but is available as needed upon presentation of appropriate medical documentation.

There is no carry over for sick leave; it is intended only for immediate health issues within the year it is needed.

Sick leave is not subject to payout upon termination, as it must be used for health-related absences during employment.

There is no payout for unused sick leave at the end of the year, as it does not accrue.

A doctor's note must be provided to validate any sick leave taken, typically within a specified timeframe from the first day of absence.

Employees in Luxembourg are entitled to 10 public holidays per year. These are fixed dates that, if falling on a weekend, are not moved to a weekday.

Notice periods do not apply to public holidays as these are predetermined fixed dates.

Employer approval is not required for taking leave on public holidays as these days are automatically considered non-working days.

There are no provisions for additional public holiday quotas as these days are fixed by law.

Public holidays do not accrue; they recur annually on fixed dates.

Public holidays cannot be carried over as they are specific to their dates each year.

There is no payout for public holidays upon termination as they cannot be accumulated.

Unused public holidays are not subject to end-of-year payouts as these days are fixed and do not carry over.

Public holidays in Luxembourg occur on fixed dates and any work done on these days may be subject to different compensatory rules depending on the employer.

Employees are entitled to a minimum of 25 working days of paid annual leave per year. This quota may increase depending on the company's policies or collective agreements.

The notice period for taking annual leave can vary by employer. Typically, employees must request leave a few weeks to months in advance, subject to approval.

Annual leave requires prior approval from the employer. The approval process generally considers the needs of the business and any leave rotation policy in place.

Additional annual leave days can be granted based on length of service, specific agreements, or collective bargaining agreements.

Annual leave is typically accrued on a monthly basis, starting from the date of hire, calculated at a rate that meets or exceeds the annual minimum.

Carrying over annual leave into the next year is often limited; any carry over must usually be used within the first few months of the next year.

Unused annual leave is paid out upon termination of employment. The payout amount is based on the average rate of pay received by the employee.

In general, unused annual leave is not paid out at the end of the year but carried over or forfeited, depending on company policy.

Specific rules on annual leave may vary depending on the employment contract or collective bargaining agreements. Some sectors may have additional benefits.

Employees are entitled to 3 days of bereavement leave in the event of the death of an immediate family member (spouse, child, parent).

Employees should notify their employer of the need for bereavement leave as soon as practically possible.

Bereavement leave does not require approval, though employees must inform their employer of the situation promptly.

Additional days beyond the standard bereavement leave are not typically available unless specified by employer policy or collective agreement.

Bereavement leave does not accrue and is available as needed in the event of a qualifying death.

Bereavement leave does not carry over as it is intended for use specifically at the time of the bereavement.

Bereavement leave is not paid out upon termination as it is granted based on specific bereavement situations.

There is no end-of-year payout for bereavement leave as it does not accumulate.

Bereavement leave typically covers the death of immediate family members. Some employers may extend this to include other close relatives, as defined in employment policies.

Personal leave allowances and conditions are typically set at the discretion of the employer and may vary significantly between different organizations.

The required notice period for personal leave can vary widely depending on employer policy and the reasons for the leave.

Personal leave generally requires approval from the employer, and the likelihood of approval may depend on the operational needs and specific reasons for the request.

Any additional quota for personal leave is at the employer's discretion and may be influenced by factors such as employee performance, the reason for the leave, and overall business needs.

Personal leave does not usually accrue like annual leave and is more likely to be granted on an as-needed basis.

Carry over of personal leave is not common and is generally subject to employer policies.

Personal leave is not paid out upon termination as it does not accrue and is intended for use during the period of employment based on specific needs.

There is no end-of-year payout for personal leave as it does not accumulate.

The rules surrounding personal leave can vary significantly from one employer to another, often based on the nature of the employment, the size of the company, and specific employment contracts or policies.

Fathers are entitled to 10 working days of paternity leave, which can be taken within two months following the birth of the child.

Fathers are advised to inform their employer as soon as reasonably possible after the birth to arrange paternity leave.

While paternity leave is a statutory right, the timing of the leave must be discussed with and approved by the employer.

Additional paternity leave is not standard and would be subject to employer discretion or specific collective bargaining agreements.

Paternity leave does not accrue and is granted per event of childbirth, not based on duration of employment.

Paternity leave cannot be carried over and must be used within the specified timeframe after the child's birth.

Paternity leave cannot be paid out on termination as it is intended for use specifically around the time of childbirth.

There is no payout for unused paternity leave at the end of the year.

Similar to maternity leave, during paternity leave, employees are protected from dismissal, except in cases of gross misconduct.

Each parent is entitled to up to 6 months of parental leave per child. This leave can be taken in a flexible manner until the child reaches the age of 6.

Employers must be notified at least 2 months before the planned start of parental leave.

While parental leave is a statutory right, the specifics of the leave schedule must be approved by the employer to accommodate business needs.

Additional quotas and flexible arrangements for parental leave can be negotiated with the employer, subject to business requirements.

Parental leave is not accrued but is a fixed entitlement per child, which can be used flexibly.

Parental leave does not strictly 'carry over' but can be used anytime until the child turns 6 years old.

Parental leave does not have a payout option on termination, as it is intended for active employees to balance work and family life.

There is no end of year payout for parental leave as it does not accumulate annually but is based on the age of the child.

Parental leave can be split between the parents and can also be taken in different periods or as a part-time arrangement, depending on the agreement with the employer.

Maternity leave in Luxembourg is granted for a total of 20 weeks, with 8 weeks mandatory before the expected delivery date and 12 weeks after.

The employer must be notified about the pregnancy and the expected date of childbirth at least 8 weeks before the due date to arrange maternity leave.

Maternity leave is a statutory right and does not require approval from the employer, although notification is required.

The quota for maternity leave is fixed by law at 20 weeks and cannot be extended beyond this period under normal circumstances.

Maternity leave does not accrue over time but is a fixed statutory entitlement per pregnancy.

Carry over rules do not apply to maternity leave as it is a fixed duration per pregnancy event.

Maternity leave benefits are not subject to payout on termination as they must be used within the context of childbirth and recovery.

There is no end of year payout for maternity leave as it does not accumulate or carry over annually.

During maternity leave, employees are protected from dismissal except in cases of gross misconduct not related to the pregnancy or childbirth.