While 78% of Luxembourg companies struggle to retain their talent, many still overlook one of the simplest HR tools for understanding why employees leave. The exit interview, often reduced to an administrative formality, can become a strategic retention lever if it is properly structured.

ADEM has been warning for several months about the difficulties young developers face in finding work in Luxembourg, a signal often interpreted as proof that artificial intelligence is already eliminating junior positions. The most recent labour market data, however, paint a more nuanced picture, one in which hiring holds steady but the skills employers expect are changing significantly.

Every summer, the same question comes up in the corridors of Luxembourg companies: does the pace of work really slow down, or is that just a common assumption? Between leave, absenteeism and lighter schedules, several indicators confirm a genuine seasonal slowdown, one that employers are now trying to plan for more effectively.

A bad hire is never limited to the salary paid over a few months. Between direct costs, lost productivity and the impact on teams, the real bill often exceeds what executives spontaneously estimate, particularly in a Luxembourg labour market marked by a shortage of qualified profiles.