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Expand your global workforce in LuLuxembourg











Country Capital

Luxembourg City


Euro (€) (EUR)

EOR Default Thumbnail

Employer of Record in Luxembourg.

G-P’s Employer of Record (EOR) model allows your company to start hiring talent in minutes via our global entity infrastructure. Unlike a Professional Employer Organization (PEO), G-P allows your company to expand your global footprint without the hassle of entity setup and management.

Our global employment products, including G-P Meridian Prime™ and G-P Meridian Core™, are backed by the largest team of HR and legal experts in the industry. We handle the growing complexities of compliant global expansion — so you can focus on opportunities ahead.

As a global EOR expert, we manage payroll, employment contract best practices, statutory and market norm benefits, employee expenses, as well as severance and termination. You’ll have peace of mind knowing you have a team of dedicated employment experts assisting with every hire. G-P allows you to harness the talent of the brightest people in 180+ countries around the world, quickly and easily.

11Holidays per year
40hours per weekWorking hours per day or month
Payroll Default Thumbnail

Payroll in Luxembourg.

As one of the wealthiest countries in the world, Luxembourg is an excellent place to grow your operations. Once you’ve assembled your team, the next important step is setting up your Luxembourg payroll.

Instead of figuring out every aspect of payroll alone, G-P is here to guide you.

Hiring in LuLuxembourg.

Recruiting and hiring employees in Luxembourg can be a complicated endeavor. A variety of nationalities can be found in labor market — including employees from Belgium, France, and Germany — and while having a multicultural talent pool is a valuable asset, it also adds to the complexity as companies must ensure compliance and proper visa arrangements. Plus, the prevalence of Collective Bargaining Agreements (CBAs) means there are additional regulations to adhere to.

Compensation & Benefits in Luxembourg.

Luxembourg compensation and benefits management is no easy task. Employers must strike a balance between providing competitive compensation and adhering to Luxembourg’s statutory requirements. Plus, if a Collective Bargaining Agreement (CBA) applies, then companies will have to manage an extra level of compliance.

In the following sections, we’ll explain key aspects you should know about compensation and benefits in Luxembourg.

EUR2,776.05 per monthMinimum wage per month
26daysAnnual vacation leave (min)

Luxembourg Subsidiary.

Establishing a subsidiary is a significant step for any company, and choosing Luxembourg is an excellent way to make your mark in the European Union (EU). While growing your company is exciting, it can also be stressful to establish a new subsidiary in a region where you may not be familiar with local laws. Instead of figuring it out alone, G-P can help.

Here are a few key aspects to consider before establishing a Luxembourg subsidiary or working with a subsidiary alternative.

Work visas & permits in LuxembourgTypes of work visasRequirements to obtain a visaApplication processImportant considerations

Luxembourg Visas & Permits.

All companies entering the Luxembourg market need to secure work visas for every international employee. If you don’t already have a business established in the country, you’ll also need to form a legal entity, 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.


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.

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