{"id":1098,"date":"2024-09-11T18:19:34","date_gmt":"2024-09-11T18:19:34","guid":{"rendered":"https:\/\/www.gsl.lu\/?p=1098"},"modified":"2024-09-11T18:26:51","modified_gmt":"2024-09-11T18:26:51","slug":"new-law-of-july-24-2024","status":"publish","type":"post","link":"https:\/\/www.gsl.lu\/en\/new-law-of-july-24-2024\/","title":{"rendered":"New law of July 24, 2024: A revolution for employment contracts in Luxembourg"},"content":{"rendered":"

On July 24, 2024, a significant date for labor law in Luxembourg, a new law was adopted to transpose Directive (EU) 2019\/1152 on transparent and predictable working conditions. This legislation introduces substantial changes for both employers and employees, strengthening workers’ rights and improving transparency in employment relations.<\/p>\n

Context and Objectives of the Directive<\/em><\/strong><\/p>\n

European Directive 2019\/1152, adopted on June 20, 2019, aims to ensure more transparent and predictable working conditions within the European Union. It seeks to provide workers with better protection by offering clear information on their working conditions and granting new rights for more predictability and security.<\/p>\n

Key Changes Introduced by the New Law<\/em><\/strong><\/p>\n

Access to Information<\/strong>
\nEmployment contracts must now include mandatory clauses such as the conditions for overtime, contract termination terms, and details on remuneration and salary supplements. Employers must provide this information clearly and accessibly, including in electronic format under certain conditions.<\/p>\n

New Rights for Employees<\/strong>
\nThe law strictly regulates exclusivity clauses, rendering them void unless objectively justified (e.g., safety, occupational health, business confidentiality, etc.). Employees can now request changes to their employment contracts (e.g., moving from part-time to full-time) after a trial period and under certain conditions.<\/p>\n

Trial Period and Specific Contracts<\/strong>
\nThe duration of the trial period in a fixed-term contract (CDD) is now specified, with a minimum of two weeks and a maximum of one-quarter of the contract’s duration. Similar provisions must be included in apprenticeship contracts and engagement contracts for students and pupils.<\/p>\n

Impact on Employers and Employees<\/strong>
\nThis new law requires employers to review and update their employment contract templates to comply with the new regulations. Meanwhile, employees benefit from greater protection and transparency in their working relationships.<\/p>\n

In conclusion, the law of July 24, 2024, marks a major step forward for labor law in Luxembourg, aligning local practices with European standards and reinforcing workers’ rights. It is essential for employers to familiarize themselves with these new provisions to ensure timely and effective compliance.<\/p>\n

GSL Fiduciaire remains at your disposal to assist with the implementation of these new regulations and to answer any questions you may have regarding labor law.
\nFor more information, do not hesitate to consult the experts at GSL Fiduciaire’s payroll service.<\/p>\n<\/div>\n

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