All companies entering the Luxembourg market need to secure work visas for every foreign employee. If you don’t already have a business set up in the country, you’ll also need to form a legal entity, hire employees, set up payroll, and complete other tasks before you can obtain Luxembourg work visas. This process can be time-consuming and expensive, especially for companies that aren’t familiar with Luxembourg’s laws and regulations.
Types of Work Visas in Luxembourg
European Union (EU) citizens, as well as residents of Norway, Iceland, Liechtenstein, and Switzerland, do not need work permits to live or work in Luxembourg. However, third-country nationals from outside the EU will need a work and residence permit to legally work for your company in Luxembourg.
The different types of Luxembourg work permits include:
- Short stay (C): A short stay visa gives individuals the ability to stay in the Schengen area for 90 days uninterrupted or in stages totaling 90 days over 180 days. This visa is typically used for business trips, conferences, meetings, and family visits.
- Long stay visas (D): This visa is meant for foreigners who want to travel to Luxembourg for more than three months for work, for education, or to settle permanently. It is most common for salaried workers, self-employed workers, highly qualified employees, students, and au pairs.
- EU Blue Card: Third-country nationals wanting to work for more than three months as highly qualified workers in Luxembourg can apply for the EU Blue Card. This type of visa requires a special procedure and provides specific benefits.
Requirements to Obtain Luxembourg Work Visas
Most of your employees will need to apply for long-term visas after their temporary residence certificate expires. The application process changes based on reason for entry, such as employment, education, and private circumstances, but all applicants must submit the documents in person at the Luxembourg diplomatic or consular mission in their home country or the Schengen area. Some of the requirements include:
- Two recent and identical photos proving identity
- A valid passport or travel document
- Temporary authorization to stay
Once an employee gets the “D” visa, it’s valid for 90 days to one year. Employees will also need to pay a 50 EUR fee to obtain the visa. Typically, it goes on the employee’s passport as a stamp or vignette.
Every application process is different depending on why your employee requires a Luxembourg working visa. As the employer, you’ll likely need to help with the application, or you can apply on the employee’s behalf if they give you power of attorney.
The first step to obtaining a work visa is applying for temporary leave to stay in the country through the Immigration Directorate. Employees should do this before they leave their home country. Once they receive a temporary visa, they can complete the D visa application process following arrival in Luxembourg.
Luxembourg manages all work visas on a regional basis, so employees must submit their application in the area where they want to live and work. The process includes:
- Submitting a declaration at the local administration offices to confirm that the individual wants to live in that region
- Undergoing a medical check
- Downloading formal application forms on Luxembourg’s government website
- Reapplying for the visa if the applicant intends to stay beyond the visa’s expiration
Other Important Considerations
If your employees also have family members they want to bring to Luxembourg, they’ll need to apply for separate visas. EU Blue Card holders can apply for these visas without a waiting period because of the family reunification scheme. Other visa holders must apply for documentation for family members before they arrive in the country. There’s a 12-month waiting period before they can apply, and they must prove that they can financially sustain and provide adequate accommodation for family.
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At this moment, Globalization Partners does not offer support processing work visas or permits in this particular location.
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THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.