The Law of 29 October 2020 recently entered into force, introducing a temporary exemption from Article L 211-12 of the Labour Code whereby maximum working hours can be increased to 12 hours per day and 60 hours per week. This exemption relates only to employees working in the health sector, employees working in the care sector and supervisory staff working in care homes for minors who are in custody. Employers must apply for authorisation from the minister of labour.
In a recent press release, the Ministry for Social Security clarified the rules regarding entitlement to leave for family reasons when a child must self-isolate or quarantine. Among other things, the child must have been made to quarantine or self-isolate by an order of the National Health Directorate. When the parents of the child in question must look after them, one parent can use leave for family reasons for the duration of the quarantine or self-isolation imposed by the National Health Directorate.
Bill 7661, which introduces a single bonus for promoting apprenticeships in the field of professional training, was recently submitted to the Chamber of Deputies. The bill aims to support training institutions to maintain apprenticeship contracts, persuade training institutions to offer more apprenticeships and encourage the resumption of apprenticeship contracts that were terminated due to the COVID-19 health crisis.
In a recent press release, the Ministry of Health announced a red alert (ie, warning of high temperatures) within the context of the Heat Wave Plan. This article highlights the Labour and Mines Inspectorate's recommendations for employers in the event of high temperatures and heat waves.
The Law of 20 June 2020 introduces a temporary exemption to certain employment law provisions relating to the state of crisis caused by COVID-19 and modifications to the Labour Code. The law takes over from the grand ducal regulations that implemented certain employment law exemptions based on Article 32(4) of the Constitution, which became obsolete at the end of the state of crisis.
A new Grand Ducal Regulation has introduced a certified emergency allowance for self-employed workers during the COVID-19 pandemic. The new allowance is available for merchants, artisans and intellectual workers who work as self-employed persons, including insurance agents and brokers, and may be granted regardless of the number of employees.
This article provides information for employers with regard to the government's recommendations in the context of COVID-19. The recommendations include a preference for teleworking, the authorisation of employees to take extraordinary family leave, the use of short-time working to prevent dismissal of full-time employees, the use of quarantine as a preventative measure, the introduction of certificates for frontier workers and the introduction of a new tax measure.
In the event of disputes concerning absences from work, employees must provide proof of their agreement with their employer regarding leave requests; otherwise, their absence may be considered unjustified and could lead to dismissal. In a recent case, the Court of Appeal fully recognised the binding force of internal regulations on employers and employees – provided that the latter are aware of such regulations.
Under certain conditions, frequent absenteeism due to health reasons may constitute a valid reason for dismissal. However, what happens when an employee's absenteeism is linked to depression caused by work stress? A recent Court of Appeal decision considered this issue and shows that dismissal based on frequent absenteeism could, in principle, be considered abusive.
Employees may drink a small glass of alcohol in the workplace, whether at after-work events or professional lunches or during festivities organised by the company. However, what happens if an employee arrives at work intoxicated? The Court of Appeal was recently confronted with such a situation and had to consider the conditions under which an employee's state of intoxication can justify their dismissal.
The Court of Appeal has ruled that employers' decisions regarding their economic policy, internal organisation and operating procedures cannot justify an employee's resignation due to serious misconduct. The court ruled that the claimant's resignation with immediate effect was abusive and thus denied his claim for damages.
The International Labour Conference recently adopted Convention 190 on Violence and Harassment at Work, which reminds member states of their responsibility to promote a general environment of zero tolerance. In its preamble, the convention states that violence and harassment in the world of work can be a violation of human rights and threaten equal opportunities and are incompatible with decent work. But what is the legal framework in Luxembourg?
A bill amending articles of the Labour Code relating to family leave and professional reclassification was recently tabled in the Chamber of Deputies. The bill intends to provide an exception to the rule that employees with a dependant child of a certain age are entitled to family leave in case of the child's illness only if the child is hospitalised. It also provides details on occupational reclassification.
As new information and communication technologies continue to be developed, employees are increasingly connected to their business phones or computers outside their working hours. As such, the line between employees' private and professional lives has become blurred. Within this context, the Luxembourg courts recently recognised, for the first time, the existence of employees' right to disconnect.
A new law has incorporated the Modified Law of 19 December 2008's provisions on apprenticeship and internship contracts into the Labour Code and introduced certain clarifications and modifications. Among other things, the new law provides that apprenticeship contracts must provide for a non-renewable three-month trial period. In addition, apprentices can now benefit from settling-in and training leave in certain circumstances.
Following recent amendments to Article L 222-9 of the Labour Code, the monthly minimum social wage for a non-qualified employee paid per month has been fixed – as of 1 January 2019 – at €256.60 (with the index value of 100 weighted for the cost of living as of 1 January 1948). Thus, as of 1 January 2019 the new gross amounts of the monthly minimum social wage and the applicable legal thresholds and ceilings have been amended.
Luxembourg implemented the EU General Data Protection Regulation through the Law on the Organisation of Luxembourg's National Commission for Data Protection and the General System for Protecting Data. The law made a number of changes to the Labour Code, including extending the circumstances in which employers can process personal data to monitor their employees. Further, employers no longer have to obtain prior authorisation to monitor employees.
In addition to an employee's basic monthly remuneration, employment contracts often provide for the payment of various bonuses or gratuities, the specifics of which can be freely agreed by the parties to the employment relationship. In a recent dispute between a chief operating officer and her former employer, the Court of Appeal considered whether the annual bonus provided for in the employee's contract was owed to her since she had failed to complete her trial period.
The Law of 29 August 2017 reformed the system under which the government co-finances employee vocational training in order to encourage employers to invest in developing their employees' skills while reducing the inequalities in the amount of aid provided to large and small companies. However, a number of matters remained unclear. As such, a recent Grand Ducal regulation has provided useful clarification, particularly with regard to the content and practical details of co-financing requests.
A new law modifying the Labour Code and the Modified Law establishing the General Status of Civil Servants recently came into effect. The law has increased the minimum statutory paid leave entitlement from 25 to 26 days a year. It has also declared Europe Day, celebrated annually on 9 May, a statutory public holiday.
Employees who cannot work due to illness are, in principle, protected against dismissal. The Court of Appeal recently reiterated the conditions which must be met for this protection to apply and, failing this, the circumstances in which an employee's absence may justify dismissal for serious misconduct. Notably, the unique nature of the case and the fact that the employee had worked for the company for nine years did not affect the court's decision.
The Labour Code establishes a dual responsibility in employment relationships – namely, employers are liable for risks generated by their company's activity and employees are liable for damage caused by their wilful acts or gross negligence. In principle, for the courts to hold an employee responsible for wilful misconduct or gross negligence, the employer must prove not only the damage incurred, but also that this is attributable to the employee's wilful act or gross negligence, as interpreted by the courts.
The Labour Court of Appeal issued a number of notable decisions in 2018. For example, it held that the high level of freedom enjoyed by a senior manager with regard to the organisation of their work must be exercised within the limits of their relationship of subordination with their employer. Further, it held that the burden of proof of overtime falls on the employee who requests payment, and that the release of an employee from their duties during their notice period cannot lead to a reduction in their remuneration.
The Council of Government recently came to an agreement on the status of British citizens living in Luxembourg in the event that the United Kingdom leaves the European Union on 29 March 2019 without a withdrawal agreement. According to the statement, answers to questions concerning the situation of British nationals living in Luxembourg, as well as Luxembourg nationals living in the United Kingdom, are available online.
Following recent amendments to Article L 222-9 of the Labour Code, the monthly minimum social wage for a non-qualified employee paid per month has been fixed – as of 1 January 2019 – at €254.31 (with the index value of 100 weighted for the cost of living as of 1 January 1948). Thus, as of 1 January 2019 the new gross amounts of the monthly minimum social wage and the applicable legal thresholds and ceilings have been amended.
Bill 7381 modifying Article L 222-9 of the Labour Code was recently submitted to the Chamber of Deputies. The bill aims to amend the minimum social wage rates to reflect the average salaries of 2016 and 2017. If the bill is passed, the minimum social wage would increase by 1.1% as of 1 January 2019. The Governing Council has also decided to increase the social inclusion income and the income for those with severe disabilities by the same amount.
The Court of Appeal recently considered the conditions under which employers can access their employees' workplace correspondence and use such correspondence as evidence in court. This judgment confirms the current jurisprudential trend under which employers may occasionally access their employees' computers, including their work emails. Further, any document which concerns only professional data will, in principle, constitute a lawful means of proof.
The new Law on the Organisation of Luxembourg's National Commission for Data Protection and the General System for Protecting Data has, among other things, modified the Labour Code. The key changes introduced in this regard concern the processing of personal data in order to monitor employees, notifying employees of personal data processing, requesting advance compliance opinions and the co-decision system.
The Luxembourg Bankers' Association recently signed the new Collective Bargaining Agreement (CBA) for Bank Employees 2018-2020 with the Luxembourg Association of Bank and Insurance Employees and the trade unions representative of the financial sector. Given the number of changes and their level of impact, the CBA will be introduced gradually over the next three years.
Under the Labour Code, part-time employees may exceed the daily and weekly work limits set out in their employment contracts without necessarily qualifying for overtime. However, certain conditions apply. The Court of Cassation recently considered the legal rules which apply in this regard.
A new bill that was recently submitted to the Chamber of Deputies aims to modify several articles of the Labour Code which concern social elections in order to make certain administrative processes paperless within the context of social dialogue. According to the bill, making certain processes paperless will result in a clear simplification of administrative tasks for managing directors and the Inspectorate of Labour and Mines.
A new law has modified various provisions of the Labour Code, including Article L121-6(3) regarding salary payments in the event of illness. Following the issuance of the new rules, the majority of case law in this regard has become redundant. Now, employers must prove whether employees received their work schedule before falling ill.
In a recent Court of Appeal case, an employee initiated various legal actions against his employer, seeking to have the decision to relocate him declared an improper termination of his employment contract for various reasons and his dismissal declared null and void. Although the tribunal found the decision to be a substantial modification of the employment contract which was detrimental to the employee, the Court of Appeal had a different interpretation.
A number of changes pertaining to the free movement of workers recently took effect. A new law partially transposed an EU directive on facilitating the exercising of rights granted to workers in the context of freedom of movement into Luxembourg law and amended the Labour Code to incorporate 'nationality' as a criterion for direct or indirect discrimination prohibited by law. Further, a ministerial regulation updated the minimum pay levels for highly qualified workers.
A new law, which recently came into force, has introduced a number of amendments regarding certain kinds of leave in order to improve the family and work-life balance of employees, while also taking into account existing social realities. The law makes a number of changes to extraordinary leave for personal reasons, post-natal and adoption leave and leave for family reasons.
The minister for the civil service and administrative reform recently submitted a bill to the Chamber of Deputies recommending the creation of the Centre for Health, Safety and Quality of Life at Work in the Civil Service. The bill also recommends that 'psychosocial risks' within the context of employment relationships be defined in line with Belgian employment legislation and aims to close the legal gap relating to procedures to combat harassment.
The Law of July 20 2017, which modified the Labour Code by introducing a new system to combat long-term unemployment, recently came into force. The law has introduced a new form of aid to promote the employment of the long-term unemployed and amended the aid system for hiring older unemployed persons. It has also extended the availability of the professional training internship and reduced the duration of compensated temporary occupations.
The Ministry of the Civil Service and Administrative Reform recently submitted Bill 7171, which defines the terms and conditions of so-called 'time savings accounts' for civil service officials, among other things. A time savings account is a tool whereby officials can accumulate free time and save it to use at a later date of their choice. Doing so will allow officials to achieve a better balance between their private and professional lives, within the limits of statutory conditions.
The legislature recently amended Article L211-29 of the Labour Code, which concerns special records of employee working hours. The new record-keeping requirements will ensure that foreign employers seconding employees to Luxembourg and employers based in Luxembourg are treated equally. In addition, a new article was recently added to the code, which imposes new obligations on clients and instructing parties entering into contracts with service providers.
A new law amending the Labour Code and Article 3 of the law laying down measures to safeguard employment, price stability and business competitiveness recently entered into force. Key changes introduced by the law include the strengthening of company responsibility in subcontracting chains, the introduction of an electronic platform for posting arrangements and the introduction of effective redress mechanisms to enable posted employees to lodge complaints or initiate legal proceedings.
The Court of Appeal recently ruled on the distinction between the obligation of an employee bound by a non-compete clause in his or her employment contract and the duty of loyalty inherent in any employment contract. The court clarified that the general principle of executing an employment contract in good faith means that an employee should not "develop a business that might be in competition with the employer during the course of the employment contract".
The Court of Appeal recently clarified the validity conditions of disciplinary penalties provided for by collective bargaining agreements. Taking into account an earlier decision, the court found that the evaluability of the penalty was deficient and that its wording failed to meet the precision requirements of the lawful punishment principle. The court therefore confirmed the annulment of the penalty imposed on the employee.
Despite a clear improvement in the employment market, some job seekers – particularly the long-term unemployed – have not benefited from this positive trend. To mitigate this inequality, Bill 7149 was recently submitted to the Chamber of Deputies. It introduces an option for employers to receive support from the Employment Fund when entering into open-ended employment contracts with job seekers who are registered and have been unemployed for at least one year.
The minister of labour, employment and the social and solidarity economy recently tabled Bill 7138 before the Chamber of Deputies, amending the amended Law on the Establishment of Professional Chambers with an Elective Basis 1924 and the Labour Code. The bill is intended to reschedule the next Chamber of Employees elections to prevent them from clashing with the legislative elections.
In a recent case, an employee sought payment of overtime, which the employer had rejected on the grounds that the employee had been a senior manager at the time. In its ruling, the Court of Appeal referred to Article L162-8 of the Labour Code, which defines the conditions that must be fulfilled for an employee to be considered a senior executive. The court stated that when an employee disputes being a senior executive, the burden of proof lies with the employer.
Senior executives in the banking and other financial industries are exempted from benefiting from the collective agreement applicable to these industries. Union representatives challenged the practice of employing so-called 'fake' senior executives and in December 2016 a parliamentary question was submitted on this matter. The minister for labour, employment and the social and solidarity economy and the minister for finance recently issued a joint response to this question.
A new law was recently enacted in response to the 2013 government programme which stipulated that the "inequality of pay between women and men will be abolished by the power of the law". Employers must now ensure that they meet their obligation to pay men and women equally, taking into account the notion of 'equal work'. A breach of this obligation is a criminal offence and punishable by a fine of between €251 and €25,000, which may be doubled if the offence is recommitted within two years.
The sliding wage scale index for salaries recently increased from 775.17 points to 794.54 points. As a result, the new minimum monthly wage, which was increased by the Law of December 15 2016 modifying Article L 222-9 of the Labour Code, has been revalued.
Bill 7016 concerning the Organisation of Working Time and relating to the Amendment of the Labour Code was recently submitted to the Chamber of Deputies. The bill aims to provide companies with greater flexibility regarding the organisation of working time, protect employee health and safety and amend collective bargaining agreement negotiations.
The Grand Ducal Regulation of September 27 2016 set the instalment rates at which employment income, pensions and annuities can be seized or transferred in accordance with Article 4 of the Modified Law of November 11 1970. The regulation, which revoked the Grand Ducal Regulation of June 26 2002, came into force on December 1 2016.
Two new laws regarding criminal record certificates were recently published in Memorial A. The law of July 23 2016 stipulates when an employer can request a criminal record certificate during the recruitment process or the course of an employment relationship. Further, the Grand Ducal regulation of July 23 2016 defines the list of authorities and legal persons that can request copies of Sections 2 and 3 of an individual's criminal record certificate under public law.
Diversity in the workplace is a matter of soft law in Luxembourg as no legal framework exists in this regard. Instead, diversity has been fostered through the establishment of the Diversity Charter Letzebuerg – which aims to encourage employers to foster diversity through concrete actions that exceed their legal obligations – and the introduction of several general provisions to national legislation.
Under Luxembourg's employment law regime, a 'company practice' is a practice that is habitually performed within a company and takes the form of a benefit awarded to employees in addition to what they are entitled to by law or under a collective agreement or employment contract. The Esch-sur-Alzette Employment Tribunal has reiterated that to terminate such practice, employers must explicitly do so by informing employees of the termination sufficiently in advance.
Under the Labour Code, an employee who is unfairly dismissed with immediate effect is entitled to severance pay and compensation in lieu of notice, whereas an employee who resigns as a result of his or her employer's gross misconduct is not. The Constitutional Court recently considered whether this disparity breaches the equal treatment principle established under the Constitution.
In June 2016 the ministerial regulation defining the average annual gross salary in accordance with a 2008 grand ducal regulation came into effect. The minimum salary thresholds for highly skilled workers and workers in Groups 1 and 2 of the International Standard Classification of Occupations have both been increased.
Under the Labour Code, employers with 150 or more employees must conduct pre-dismissal interviews and – in certain instances – give notice to the employee in the eight days following the interview. However, in a recent case the Labour Court of Appeal held that an employer's issuance of a notice of dismissal nine days after the interview did not constitute a formal irregularity and render the dismissal unlawful.
In a case of internal redeployment resulting in a decrease in earnings, the Employment Fund will pay the redeployed employee compensation for the loss in average monthly pension contributions. The Third Chamber of the Labour Court of Appeal recently considered whether this compensation must be taken into account when calculating severance pay in cases of redundancy with notice.
Recent employment law developments include Labour Court of Appeal cases on the consequences of reclassifying a fixed-term contract as a permanent contract and the right of employers to make redundancies to improve their profitability, as well as the extension of the agreement relating to the legal structure for teleworking.
The Law of December 18 2015, which amends the Labour Code and several other employment laws, introduces several provisions affecting unemployment benefits and extends other measures. Among other things, the previous provisions regarding jobseeker training courses have been replaced by new provisions relating to professional training courses and contracts to get people back into work.
Bill 6935 on parental leave reform was recently submitted to the Chamber of Deputies. Among other things, the reform aims to promote harmony between family life and professional life and increase the number of parents using parental leave. It expands the age range during which parents are entitled to parental leave, sets new durations for parental leave and introduces divisible leave for full-time workers.
The Court of Appeal recently ruled on the legitimacy of a dismissal with notice for excessive personal internet use during working hours. After considering the employer's in-house rules prohibiting personal internet access and whether the employer's check of which websites employees were using breached data protection provisions, the court ruled that the dismissal was justified.
The Court of Appeal has refused to allow an employer to prove an employee's drunkenness in the workplace using recordings from the company's surveillance cameras. The employer, a restaurant manager, had dismissed the employee with immediate effect for drinking excessive amounts of alcohol in the workplace after the restaurant had closed, among other reasons.
In principle, a probation clause cannot be renewed. However, even though this prohibition seems perfectly clear, its application in practice still gives rise to disputes. The Court of Appeal recently ruled on the validity of a probation clause inserted into a new employment contract, where the employee had been engaged by a company belonging to the same group as her previous employer, but to perform different duties.
Although employees are subject to the authority of their employer while in the workplace and during working hours, they continue to enjoy a right to privacy and confidentiality with regard to electronic communications. The Court of Appeal recently reiterated the penalties that employers may face for violating this right. The case highlights the importance of the distinction between personal and professional emails.
Many companies use fixed-term employment contracts for projects relating to their permanent activities. A fixed-term contract can be concluded only for the performance of a precise and non-permanent task. The Court of Appeal recently provided guidance on how to draft clauses which specify the employee's role in a fixed-term contract in order to avoid reclassification as an indefinite employment contract.
Employees must generally refrain from competing with their employer due to a general obligation of good faith in the execution of the employment contract. However, to what extent can an employer prevent a former employee from pursuing competitive activities? A recent Court of Appeal case addressed the issue of non-compete clauses which extend beyond the legal limits in return for financial compensation.
The issue of alcohol in the workplace is often addressed too late – that is, only when the employee is dismissed. How can employers internally manage alcohol-related situations before matters reach this stage? Several actions should be considered in addressing this question.
Employers can easily terminate employment contracts during trial periods where the employee is not incapacitated due to illness. However, the situation becomes more complex and requires explanation where the employee becomes incapable of working. In essence, the employer's capacity to terminate the employment contract of an ill employee during his or her trial period is limited.
This week, Castegnaro explores the primary issues to consider before implementing a bring your own device (BYOD) model in the workplace. Luxembourg companies – especially those in the financial sector – must carry out in-depth risk assessment, and BYOD policies must comply with minimum standard requirements to ensure data protection.
When an employer wishes to modify a substantial clause of an employment contract to the detriment of the employee, the latter's consent is required in principle. However, even without the employee's express consent to the modification, the employer can nonetheless impose new working conditions by following a specific procedure. Failure to follow this procedure properly can attract significant risks for the employer.
Does an employer have the right to charge its employee where the latter has damaged a company vehicle? This question arose in a recent case in which an employer deducted the amount of the insurance deductible from its employee's wages after having noticed damages to the company vehicle following its return by the employee. The case is a reminder that an employee's financial liability is limited by three main restrictions.
In principle, employers have the right to take disciplinary action against employees who breach their contractual obligations. The penalty of dismissal is referred to in the Labour Code and the issuance of warnings is recognised by courts and tribunals. However, other disciplinary penalties can also be contained in employment contracts, internal rules or collective bargaining agreements, which can raise questions as to their legal validity.
In practice, the difference between work carried out by employees under a service contract and the same work carried out under an employee sub-lease can be thin. In both cases, employees are sent by their employer to work for a third party. However, while the provision of services is not problematic, the sub-leasing of employees is strictly regulated by the Labour Code.
The European Court of Justice (ECJ) has issued a series of decisions related to employees' right to paid leave. In the most recent of these, the ECJ held that the right to annual paid leave can be annulled under specific circumstances, particularly with regard to short-term work and employment subject to a social plan agreed between an employer and its works council.
As the ultimate authority over its own work organisation, an employer has the power to change the employment contracts of employees without their consent, even if the change targets a substantial clause of the contract and is unfavourable to the employee. However, employers should consider the particular risks involved in substantially changing the contracts of staff delegates, who are afforded special protection.
The slowdown in business activity due to the current economic crisis has seen a growing number of redundancies, both collective and individual. As a result, employers must be careful when providing employees with reasons for their termination. The economic grounds must be described accurately; otherwise, the dismissal may be deemed unfair, regardless of the reality of economic difficulties.
A pregnant worker is protected against dismissal from the moment when her pregnancy is medically diagnosed until 12 weeks after the birth. If she is notified of the termination of her employment before she has informed the employer of her pregnancy, the dismissal is null and void. However, recent rulings have questioned whether an action to nullify the dismissal is the sole remedy available to a pregnant worker.
The legal requirement to conduct a preliminary interview before terminating an employement contract is intended to prevent hasty and unconsidered dismissals by providing for a dialogue between employer and employee. However, the requirement does not apply in all cases, and employers must be aware of the factors that trigger it.
The Luxembourg courts have recently considered the issue of whether a company in economic difficulties must comply with an occupational redeployment procedure within the company - or its wider corporate group - before dismissing an employee as part of a downsizing programme.
The Administrative Court has clarified the conditions on which an employment contract can be concluded between a limited liability company and its managing director. An individual can fulfil the two functions simultaneously, provided that the employment contract refers to tasks and duties which are performed by the employee, and that the latter is bound by a relationship of subordination to the company.
Employers may be tempted to sidestep the legal requirements arising from the end of an employment relationship by opting for dismissal with notice, immediately followed by a settlement agreement, rather than dismissal with immediate effect or termination by mutual agreement. However, using backdated documents in such arrangements may constitute forgery, as the criminal section of the Court of Appeal recently held.
The system of time savings accounts has existed for several years, particularly in the banking sector. Draft legislation on such schemes in the public and private sectors will soon provide the first legal framework for permanent employees who wish to save time for future paid leave or absence.
A new law entitles public sector employees and workers that form civil partnerships to the same rights to extraordinary leave as that given to married couples, whether they are Luxembourg residents or cross-border workers. This new legislation forms part of the government's objective of implementing equal treatment between persons bound by a civil partnership and married couples.
The Luxembourg Labour Court has provided a useful reminder that sexual harassment, where the facts are substantiated, may constitute gross misconduct justifying the immediate termination of a staff representative's contract. The court held that the gross misconduct of a staff representative does not need to be greater than that of a colleague who does not have this status in order for the employer to take action.
The Labour Court has ruled that the dismissal with immediate effect of a security guard for aggressive and violent behaviour towards colleagues in the workplace was justified, despite the fact that the employee had over 10 years' service. It was likely that such behaviour from the plaintiff, in a role that required him to maintain his composure, would permanently and irreversibly weaken an employer's confidence in its employee.
It appears that an employer can require an employee who is unfit for work to submit to an assessment by a doctor of the employer's choice, as such assessments seem to have been accepted in case law. Can an employee refuse to undergo such an assessment? If he or she refuses, what recourse does the employer have?
It is discriminatory and unlawful to dismiss an employee on the grounds of his or her health. However, when an employee's health has significant repercussions on the employment relationship, his or her employer can terminate the contract on certain conditions, as a recent case demonstrates.
Sexual harassment in the workplace is prohibited by the Labour Code and in some cases it is severely punished by criminal law. But is an employer entitled to dismiss an employee who is guilty of sexual harassment on the grounds of gross misconduct?
Court rulings relating to unpaid leave are rare. However, the Esch-sur-Alzette Labour Court has recently clarified a question arising from such time away from work: if an employment contract is suspended during a period of unpaid leave, can an employer dismiss an employee who has breached contractual provisions against unfair competition during this period?
The Court of Appeal has held that an employee who was terminated with immediate effect after being seen consuming alcoholic drinks at 7:00 am while on long-term sick leave was unfairly dismissed. The court found that although such activity could constitute legitimate grounds for dismissal with immediate effect, the employee's seniority and past conduct made his immediate dismissal for a single incident unfair.
An agreement between Luxembourg's social partners fills a legal gap by providing a definition of 'bullying' in the context of the private-sector workplace. It also requires employers to introduce a procedure for the prevention and management of bullying and violence at work. A new bill is intended to help victims of workplace bullying to seek legal recourse, putting them on the same footing as victims of sexual harassment.
The government has passed a bill that aims to alleviate the impact of the economic downturn on young people. In particular, changes to the employment initiation contract provide additional training and support for young graduates. The bill also modifies the employment support contract to offer further training for less skilled people.
In order to promote lifelong learning in companies implementing partial unemployment, a new regulation provides for increased state reimbursement of employees' salaries for periods devoted to professional training. The new regulation provides that the percentage salary reimbursed by the state will increase from 80% to 90% on certain conditions.
A recent agreement has implemented the framework agreement on harassment and violence at work that was concluded by the European social partners. It is the first Luxembourg labour regulation to provide a general definition of the term 'moral harassment' that is not limited to harassment based on discrimination.
The National Commission for Data Protection has drafted guidance on the complex issue of cybermonitoring in the workplace. The guidance, which was prepared in response to numerous authorization and information requests received by the commission, seeks to strike a balance between the employer's legitimate interests and the employee's right to privacy at work.
Where an employer ceases business as a result of bankruptcy, employment contracts are terminated immediately, but what is the position in the event of a winding-up? The Labour Court has sought to clarify the position of an employee on parental leave, a staff delegate and a pregnant employee who enjoyed legal protection against dismissal at the time when their employer was wound up.
A High Court decision confirms an employee's position under Article L121-6(3) of the Labour Code in respect of remuneration for an employee who has been absent from work through illness. It also underlines an employee's obligation to submit a medical certificate by the required date.
In the event of a dispute over a salary payment, an employer must be able to show proof of payment to the employee. A High Court case has confirmed that the mere fact of accepting a payslip does not constitute proof that the employee received the payment, unless the payslip contains the words 'received the above amount', immediately followed by the employee's signature.
The law on the single employment status came into force on January 1 2009, although the provisions governing the setting up of new institutions or the election of staff delegations have been enforceable since May 15 2008. The law modifies the Labour Code and the Social Insurances Code and ends the inequitable distinction between blue and white-collar workers.
In completing the long-awaited implementation of the EU Sexual Harassment Directive, a new law introduces, among other things, the directive's clear definitions of what constitutes 'direct' and 'indirect' discrimination. More controversially, it allows certain organizations to bring a discrimination case on the victim's behalf, opening the door to discrimination class actions.