Working Hours and Leave in Luxembourg: Rules, Rights, and Rest Periods

Are you working in Luxembourg or about to sign a contract? Working hours, paid leave, overtime, breaks, telework, public holidays, and special leave are governed by Luxembourg labor law.

Whether you are a resident, an expatriate, a newcomer, or a cross-border worker, it is important to understand the rules that apply to your working hours. They have a direct impact on your pay, your personal schedule, your work-life balance, and your rights in the event of absence or termination of your contract.

This page helps you understand the main rules regarding working hours and leave in Luxembourg: legal working hours, overtime, rest periods, breaks, remote work, annual leave, public holidays, special leave, illness during vacation, and collective leave.

Summary

• Legal working hours in Luxembourg
• Overtime: rules and compensation
• Flexible schedules, remote work, and work organization
• Rest periods, breaks, and the right to disconnect
• Night work, Sunday work, and work on public holidays
• Paid annual leave and public holidays
• Special leave and special absences
• Sickness during leave
• Collective leave in Luxembourg
• Vacation and end of contract
• Key points for expatriates and cross-border workers
• FAQ: Working Hours and Leave in Luxembourg

Legal working hours in Luxembourg

In Luxembourg, the standard workweek for a full-time employee is 8 hours per day and 40 hours per week. These rules apply unless otherwise specified by law, a collective bargaining agreement, a work organization plan, or a flexible work schedule.

The employment contract, internal regulations, or company organization must specify the applicable work schedules: fixed schedule, flexible schedule, part-time, shift work, or other specific arrangements.

Element	General Rule	To be verified
Full-time	8 hours per day, 40 hours per week.	Exact schedules, breaks, remote work, flexibility.
Part-time	Reduced hours as specified in the contract.	Distribution of hours, prorated leave, and any amendments.
Maximum hours	10 hours per day and 48 hours per week, including overtime.	Collective bargaining agreements, sector-specific exceptions, work organization.
Rest	11 hours per day and 44 hours per week.	Night work, Sunday work, shift work, and potential on-call duty.

For an overview of the legal framework, see also our page on Labor Law in Luxembourg: Employee Rights and Obligations.

Overtime in Luxembourg: Rules and Compensation

Overtime is an hour of work performed beyond the normal working hours. Overtime must be regulated and may not exceed the legal limits of 10 hours per day and 48 hours per week, except in strictly defined cases.

When can overtime be requested?

Overtime may be necessary in certain exceptional situations: temporary overload, emergencies, operational necessity, special tasks, or unforeseen circumstances. It must not become a normal and permanent part of the work schedule.

Which employees are protected?

Certain categories of employees are entitled to special protections. Overtime may be prohibited or strictly limited for:

• young employees;
• pregnant or breastfeeding employees;
• certain apprentices;
• part-time employees, depending on their contract;
• certain temporary workers;
• senior executives, depending on their status and working conditions.

For leave related to maternity or parenthood, see our page on maternity and parental leave in Luxembourg.

How is overtime compensated?

Overtime generally entitles employees to compensation. Depending on the circumstances, this may take the form of compensatory time off or increased pay. The specifics may vary depending on the contract, collective bargaining agreement, or company policies.

Situation	Possible compensation	Point to note
Authorized overtime	Compensatory time off or increased pay.	Check the collective bargaining agreement and the employer’s policy.
Senior management	Specific rules.	Overtime is not always paid separately.
Part-time	Special provisions.	Do not confuse additional hours with overtime.

Overtime can affect your pay and sometimes your taxes. To better understand your salary, check out our page on salaries in Luxembourg and our guide to income taxes.

Flexible schedules, remote work, and work organization

More and more Luxembourg companies are offering more flexible work arrangements: flexible schedules, partial remote work, occasional schedule adjustments, or work organization plans.

Flexible schedule

Flexible hours allow employees to organize their work time within certain limits, in agreement with the employer and according to departmental needs. They may include fixed time slots and flexible time slots.

Work Organization Plan

A company may implement a Work Organization Plan (WOP). This plan allows for the organization of schedules based on the company’s anticipated activity over a reference period.

The POT generally covers a period of 1 to 4 months. Exceeding these limits must be managed and may result in overtime or compensation in accordance with applicable rules.

Telework

Telework is possible in Luxembourg with the employer’s consent. It depends on the position, the company’s organization, available tools, data confidentiality, and internal policy.

For cross-border workers, telework must be monitored closely. It may have tax and social security implications in the country of residence when certain thresholds are exceeded.

For more information, visit our pages on:

• the health of cross-border workers,
• taxation in Luxembourg,
• the Luxembourg job market.

Adjustments to working hours for family reasons

In certain serious family situations, an employee may request an adjustment to their work schedule. This may involve more flexible hours, a temporary reduction in working hours, or increased use of telework, depending on the applicable conditions.

These arrangements must be considered on a case-by-case basis, in consultation with the employer and in accordance with applicable rules.

Rest, breaks, and the right to disconnect

Rest time is an essential element of labor law. It helps preserve the employee’s health, prevent burnout, and better balance work and personal life.

Daily and weekly rest

Employees must be granted a minimum of 11 consecutive hours of daily rest within a 24-hour period and a minimum of 44 consecutive hours of weekly rest per 7-day period.

Breaks During the Day

If an employee works more than 6 hours a day, they are entitled to one or more breaks. The duration and scheduling of these breaks may depend on the employment contract, internal policies, the collective bargaining agreement, or company practices.

Type of break	General rule	Key points
Lunch break	Often stipulated in the contract or internal policies.	It is often unpaid if the employee is no longer at the employer’s disposal.
Coffee or cigarette break	Depends on internal policies.	Some companies require employees to clock out.
Breastfeeding break	Two 45-minute periods or one 90-minute period, depending on the situation.	It counts as working time and entitles the employee to normal pay.

Right to disconnect

The right to disconnect aims to limit work-related communications outside of normal working hours and to protect rest periods. Starting in July 2026, penalties for non-compliance with certain obligations related to the right to disconnect will take effect for affected employers. Fines can range from €251 to €25,000, depending on the circumstances.

This issue is particularly important given the rise of remote work, digital tools, and professional communication outside of regular working hours.

Night work, Sundays, and holidays

Night work

Night work is regulated in Luxembourg. It generally refers to hours worked between 10 p.m. and 6 a.m. In the hospitality and restaurant sector, night work begins at 11 p.m. and ends at 6 a.m.

Night workers are subject to specific rules, particularly regarding maximum hours, rest periods, health, and potential compensation. Collective bargaining agreements may provide for premium pay or special terms.

Sunday Work

Sunday work is generally prohibited, with certain exceptions. Some sectors may be authorized to work on Sundays, particularly when the nature of the business justifies it or when specific provisions apply.

Work on Public Holidays

Work on public holidays is also regulated. When an employee works on a public holiday, they may be entitled to compensation in the form of time off or additional pay, depending on the applicable rules.

This is also why many stores are closed on Sundays and public holidays in Luxembourg, with some exceptions.

Paid Annual Leave and Public Holidays

Every employee in Luxembourg is entitled to paid annual leave. The legal minimum is 26 working days per year for a full-time employee. Additional leave may be granted through a collective bargaining agreement, an internal agreement, seniority, or certain special circumstances.

Legal public holidays

In addition to annual leave, there are 11 statutory holidays:

• January 1;
• Easter Monday;
• May 1;
• May 9, Europe Day;
• Ascension Day;
• Pentecost Monday;
• June 23, National Day;
• August 15, Assumption;
• November 1, All Saints’ Day;
• December 25, Christmas;
• December 26, Boxing Day.

When a public holiday falls on a non-working day, the employee is entitled to a compensatory day off in accordance with applicable rules.

See also our article on public holidays and school vacations in Luxembourg.

Scheduling Vacation

Employees must request their vacation in advance, in accordance with the company’s internal policies. In principle, they may choose their vacation dates, but the employer may object for reasons related to operational needs or the company’s organization.

The employer cannot impose individual leave without the employee’s consent, except in special cases such as collective leave. Nor can the employer impose unpaid leave.

Special Leave and Special Absences

In addition to annual leave, employees may be entitled to special leave in certain personal or family situations.

Situation	Estimated duration	Useful link
Birth or adoption of a child	10 days for paternity or adoption leave, subject to conditions.	Reporting a birth
Employee’s marriage	3 days.	Marriage in Luxembourg
Civil partnership registration	1 day.	Civil union and civil partnership
Change of address	2 days, generally once every 3 years with the same employer.	Moving to Luxembourg
Death of a loved one	Duration varies depending on the family relationship.	Death and related procedures
Sick child	Family leave, duration depending on the child’s age and the situation.	Maternity and parental leave
Caregiver	Caregiver leave in certain situations.	To be determined based on family and medical circumstances.

Special leave is tied to specific events. It must be requested under the specified conditions and may require supporting documentation.

Illness During Leave

If an employee becomes ill during their leave, they must immediately notify their employer and provide a medical certificate within the specified timeframe. The days covered by the medical certificate are then not considered annual leave days, but rather days of incapacity for work.

The employee and the employer will then agree on a new vacation period to replace the unused days.

For specific procedures, visit our page on sick leave and sick days in Luxembourg.

Seeing a Doctor During Work Hours

In principle, a doctor’s appointment must be scheduled outside of working hours, unless the employer agrees otherwise or special provisions apply. Certain collective bargaining agreements may include specific rules. Pregnant women are exempt from certain mandatory prenatal exams.

For health-related questions, see also our page on medical consultations in Luxembourg.

Collective leave in Luxembourg

A company may decide to close for collective annual leave. In this case, the period must be set in accordance with applicable rules, in consultation with the employee representative body or, failing that, with the affected employees.

Certain sectors, particularly construction and civil engineering, have mandatory collective leave periods. These periods may apply to summer and winter breaks.

“Summerlach” in Luxembourg

In Luxembourg, the month of August is sometimes called “Summerlach,” the “summer lull.” Activity in certain sectors slows down significantly, particularly in construction, due to collective leave. Exceptions may, however, be granted in certain cases, such as for urgent or necessary work.

Would you like to better understand employee representation? Visit our page on Being an Employee Representative in Luxembourg.

Vacation and End of Employment

Vacation also plays a role when an employment contract ends. If the employment relationship ends before the employee has taken all their vacation days, the employer must pay them compensation corresponding to the remaining vacation days.

In the event of a notice period, the employer cannot always require the employee to take their remaining leave during this period. The rules depend on the situation, the type of termination, and the agreement between the parties.

For more information, visit our page Termination of Employment Contracts in Luxembourg: Resignation, Dismissal, and Notice.

Your checklist before signing a contract

1. Work hours: how many hours per week?
2. Schedules: fixed, rotating, flexible, or shift work?
3. Vacation: how many days of annual leave?
4. Holidays: How are they handled if they fall on a non-working day?
5. Overtime: Is it allowed, compensated, or paid?
6. Remote work: how many days, under what rules?
7. Cross-border workers: what are the tax and social security implications?
8. Breaks: lunch break, specific breaks, internal rules?
9. Collective bargaining agreement: does it apply to your industry or company?

Also read on Just Arrived

• Labor law in Luxembourg
• Sick leave and sick days
• Termination of employment contracts in Luxembourg
• Health of cross-border workers
• Maternity and parental leave
• Salaries in Luxembourg
• Income taxes
• Public holidays and school vacations

FAQ: Working Hours and Leave in Luxembourg

Working hours and leave in Luxembourg are regulated to protect employees and ensure the smooth operation of businesses. Before signing a contract or requesting time off, always verify your rights, your schedule, internal policies, and any applicable collective bargaining agreements.