At the end of 2025, the Chamber of Commerce launched the Talent4Luxembourg plan, structured around 34 recommendations and 6 strategic directions to meet the talent shortage and the needs of 335,000 recruitments by 2040.
Talent retention is a central issue, in particular because of high turnover, dependence on foreign workers (74% of employees) and the challenges associated with the integration of families and seniors.
To reinforce its attractiveness, Luxembourg wants to position itself as an international hub via concrete tools such as the Work in Luxembourg platform or the Talent Desk support desk.
Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in voluptate velit esse cillum dolore eu fugiat nulla pariatur.
Block quote
Ordered list
Unordered list
Bold text
Emphasis
Superscript
Subscript
At the end of 2025, the Luxembourg Chamber of Commerce presented the Talent4Luxembourg plan, the aim of which is to strengthen the attractiveness of the Grand Duchy and respond to labour market tensions. Talent4Luxembourg makes 34 concrete recommendations, structured around 6 strategic orientations, to strengthen the attractiveness, development and retention of talent in Luxembourg.
We discussed with Muriel Morbé, CEO of the House of Training and Training Director at the Luxembourg Chamber of Commerce.
The issue of talent retention is central to the Talent4Luxembourg plan. What main challenges did you identify today in Luxembourg, especially from the point of view of employees?
With 74% of employees not having Luxembourg nationality, the Luxembourg job market is atypical. Retention challenges in Luxembourg are multiple and affect both working conditions and the living environment of employees already working.
Despite a positive net migration, the country is experiencing significant turnover, with 25,725 arrivals for 16,444 departures in 2024. Understanding the reasons for leaving, better targeting recruitments and securing integration upon arrival are essential for the stability of skills and the long-term performance of the economy.
When it comes to integration, the process is even more complicated when you move in as a couple or with your family...
Indeed, this is a determining factor: access to employment for spouses, the availability of places in international schools and the need for structured support upon arrival are regularly identified as major challenges for the long-term retention of international talent.
For example, Talent4Luxembourg plans to set up a Spouse Programme, which will help facilitate the professional and social integration of the spouses of international talent, thereby promoting their long-term retention in Luxembourg. This programme will be organised in close collaboration with the House of Training, the Ministry of the Economy and the Ministry of Family, Solidarity, Living Together and Reception.
“Luxembourg must strengthen its visibility among talents specialized in strategic sectors such as defense or artificial intelligence.”
If we talk about business sectors, is there an area where the Grand Duchy still needs to make efforts in terms of attractiveness?
Luxembourg must strengthen its visibility among talents specialized in strategic sectors such as defense or artificial intelligence. These are two areas in which it is essential to broaden and consolidate the pool of skills.
Should the Grand Duchy also look elsewhere to attract talent?
The issue of retention is not limited to talent already present in the country: it also concerns the country's ability to encourage the return of expatriate Luxembourgers, whether they are students pursuing their studies abroad, young graduates or experienced professionals. Their return is a strategic lever for strengthening the local talent pool, bringing new skills acquired internationally and supporting the diversification of the economy.
The demographic transition will represent a major challenge for Luxembourg in the coming years, with a number of working people expected to increase from 490,000 in 2022 to 645,000 in 2040 according to the IGSS. In total, 335,000 people will have to be recruited across all sectors by 2040, which represents around 68% of current total domestic paid employment.
The demographic situation in Luxembourg represents a major challenge, and seniors constitute an underexploited strategic pool. With an effective retirement age that is among the lowest in the OECD and an employment rate of 55—64 year olds capped at 49%, keeping them employed, mobilizing hiring subsidies for those over 45 and developing their skills by promoting intergenerational transmission are becoming essential to strengthen the stability and continuity of organizations.
“The mobilization of employment assistance for people over 45 and the enhancement of their skills by promoting intergenerational transmission are becoming essential to strengthen the stability and continuity of organizations.”
Among the 34 recommendations, what are the priority actions to strengthen Luxembourg's attractiveness to international talent?
Among the priority recommendations, the Chamber of Commerce underlined the importance for Luxembourg to position itself as an attractive international hub for talents and their families. This involves strengthening the country's visibility on a global scale, creating an impacting national employer brand and developing a digital and physical welcome and support system for talents, their families and employers.
As a member of the High Committee for the Attraction, Retention and Development of Talents, chaired by the Ministry of the Economy, the Chamber of Commerce collaborates with ministries, administrations, other professional chambers and its network of partners to co-build concrete and accessible solutions.
With this in mind, the members of the Higher Committee for the attraction, retention and development of talent, chaired by the Ministry of the Economy have chosen to federate their actions under a common brand: Work in Luxembourg. The portal Work in Luxembourg is intended to become the unique gateway to the Grand Duchy, both for international talent and for companies recruiting abroad.
In addition to the portal, the Talent Desk, operated by the Chamber of Commerce in collaboration with the Ministry of the Economy and the Chamber of Crafts, is a one-stop shop to guide and support international talent and their families and to support companies in their recruitment processes. It aims to remove administrative obstacles and to offer personalized support to international talent and businesses. It works in synergy with a large network of institutional partners.
Beyond attracting new talent, the Grand Duchy must also retain the talent already present within its borders. How can this be achieved?
The Talent4Luxembourg plan emphasises that the country's attractiveness also depends on promoting and developing the talent already present in Luxembourg. In a context marked by a skills shortage and a limited capacity to attract international talent, continuing education is a major lever for supporting employability, anticipating future labour market needs and supporting the competitiveness of businesses.
The Chamber of Commerce is mobilising its expertise in continuing education, particularly through the House of Training. This approach is fully in line with the plan's objectives, complementarily strengthening the country's attractiveness to international talent and the skills development of the local pool, two essential dimensions for ensuring the resilience of the labour market in Luxembourg.
Picture: © Marion Dessard
.jpg)
