Everything that comes with
being a Luxembourg employer.
You have found someone in Luxembourg. What stands between that and a first payslip is a contract in two originals, a CCSS entry declaration inside eight days, a tax card from the ACD, and a payroll that knows what to do when the index moves. We carry all of it.
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Nobody sits between you and the employment
The contract names our company. There is no local partner in the middle to refer things to.
One Luxembourg contact who stays across the account rather than rotating.
A per-employee figure agreed before you commit, with nothing to incorporate.
Answers on Luxembourg employment from the people who administer it.
HR questions when you are running Luxembourg from elsewhere
Most of our customers have nobody on the ground here, so the questions land with someone abroad who has never read the Code du travail. That gap is the job.
- Onboarding and the probation period
- The 26-day leave entitlement, carry-over and 11 public holidays
- Absence, medical certificates and performance matters
- Promotions, pay changes and amendments to essential clauses
- Restructuring and collective redundancy procedure
- Notice, final pay and the exit paperwork
Termination here is more formal than most employers expect. Notice is counted in months, it begins on the 1st or the 15th depending on the day it is served, the letter goes by registered post, and the employee has a month to demand the reasons in writing. Getting any of those wrong is what turns a dismissal into a claim. We run the process and tell you in advance how it looks.
What changes your payroll cost mid-year
Two mechanics decide what you pay. Withholding is set by the employee’s tax card rather than by a table, so a change in their personal circumstances changes your payslip. And indexation lifts every salary in the country by 2.5% the month a tranche is triggered, automatically. A payroll that misses either produces a wrong payslip, which the employee notices first.
- Each cycle run with any index tranche applied in the month it bites
- Withholding against the tax card, and the CCSS declaration filed monthly
- Bonuses, commission and the prime participative
- Expense reimbursement and payments to third parties
- Records kept in a form that survives an ITM or CCSS inspection
What a competitive offer looks like here
The statutory minimum in Luxembourg is already generous by European standards, which means candidates judge an offer on what sits on top of it. Meal vouchers are close to expected. A supplementary pension signals a serious employer. A car matters in some sectors and not at all in others. Each carries its own payroll and tax treatment, and we apply them correctly rather than leaving you to.
- Health cover on top of the CNS
- Chèques-repas, worth up to €15 a day
- A régime complémentaire de pension
- The prime participative and its tax treatment
- Leave beyond the 26 statutory days
From agreed terms to first payslip
Your candidate signs a Luxembourg contract in two originals before starting, and we declare their entry to the CCSS inside the eight days the law allows.
They report to you. Objectives, priorities and performance are yours to set, as with anyone else.
We pay them, apply the withholding and contributions, and keep the employment within the Code du travail as it changes.
Working time and rest, accrued but untaken leave, confidentiality, and the non-compete clause, which in Luxembourg restrains the employee from setting up on their own account rather than from joining a rival. That catches out employers who assume it works as it does at home.
How we sit against the platforms
Cheaper options exist and we are not competing with them on price. What the fee buys, from €499 a month, is a team whose entire work is Luxembourg employment, and an arrangement shaped around your business rather than a product roadmap.
| UsBest for Luxembourg | Deel | Oyster | RemoFirst | Remote | Papaya | Native Teams | |
|---|---|---|---|---|---|---|---|
| Monthly fee | From €499 | From $599 | From $699 | From $199 + add ons | From $699 | From $650 | From $99 |
| A quoted figure that holds | ✔ | ✖ | ✔ | ✖ | ✔ | ✔ | ✖ |
| Luxembourg EOR specialists | ✔ | ✖ | ✖ | ✖ | ✖ | ✖ | ✖ |
| Luxembourg payroll and HR run in-house | ✔ | ✖ | ✔ | ✖ | ✔ | ✖ | ✖ |
| Salary benchmarking for Luxembourg roles at no charge | ✔ | ✖ | ✖ | ✖ | ✖ | ✖ | ✖ |
| Contracts and support in French, German or English | ✔ | ✖ | ✖ | ✖ | ✖ | ✖ | ✖ |
| Contracts issued once terms are agreed | ✔ | ✔ | ✔ | ✔ | ✔ | ✖ | ✔ |
| Amendments drafted without friction | ✔ | ✖ | ✖ | ✖ | ✖ | ✖ | ✖ |
| Access to global hiring | ✔ | ✔ | ✔ | ✔ | ✔ | ✔ | ✔ |
| A named account manager from day one | ✔ | ✖ | ✖ | ✖ | ✖ | ✖ | ✖ |
Competitor figures come from published list prices and move with contract length, add-ons and country. They are quoted in US dollars as published; €499 converted to roughly $572 in September 2026, so the difference is narrower than a straight comparison of the numbers suggests. None of these fees include salary, employer contributions or statutory benefits. Checked September 2026 and offered as a guide rather than a quote.
Based outside Luxembourg and hiring here?
Send us the role, the salary and where the person lives. You will get the full monthly cost back, including the CCSS contribution at your Mutualité class.