Structuring the internship agreement properly is essential to comply with Luxembourg legislation and avoid legal risks.
Remuneration, supervision and educational objectives must be adapted to the duration and type of activity.
A well-thought-out and supervised experience strengthens the employer image and maximizes the value of the internship for the company and the intern.
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In Luxembourg, an internship is not a simple employment contract, but a practical learning period governed by several legal rules. There are different types of internships: academic internships linked to a course of study and generally covered by a tripartite agreement (between the institution, the student and the company), and voluntary internships that are not directly linked to training but must respect the rules of the Labor Code in terms of remuneration and social protection.
Whatever the type of internship, The signing of an internship agreement is mandatory. This agreement must mention the missions entrusted, the dates and times, the remuneration arrangements if applicable, the appointment of a guardian, accident insurance and the conditions for early termination. An absence of an agreement exposes the company to significant legal risks, especially in the event of litigation.
Remuneration depends on the duration and type of internship.. Internships of less than four weeks do not necessarily require a bonus. However, beyond this threshold, the minimum amounts are fixed:
These rules apply strictly and should be incorporated into the agreement. Remember to anticipate aspects related to taxation and social security contributions, because in Luxembourg a paid internship can lead to obligations similar to those of a traditional job.
In addition, the intern should not be assigned to tasks comparable to those of a normal employee, nor replace a permanent position or an absent employee, under penalty of being requalified into an employment contract.
A key element for the success of an internship is theeducational and professional supervision. Luxembourg law requires that each intern be monitored by a tutor or mentor, responsible for the integration, support and evaluation of the intern. For internships of at least four weeks, this tutor must provide a written assessment at the end of the course.
To guarantee the quality of supervision and to respect educational requirements, experts recommend not following more than three trainees simultaneously per tutor. This ensures personalized support and optimizes the experience for both the intern and the company.
Luxembourg legislation limits the use of interns in order to prevent them from becoming a source of low-cost labour. Therefore, the number of trainees cannot exceed 10% of the company's total workforce, or be limited to a single intern for structures with less than ten employees.
The internship should be designed around a clearly defined educational purpose. It must allow the intern to acquire new skills in connection with his professional project or training, and not to assume responsibilities that relate to a permanent job. Integrate these educational objectives into the agreement and the welcome plan to ensure a structured and rewarding experience.
Beyond legal obligations, it is essential to offer a favourable learning environment. It starts with a structured integration from day one, with a presentation of the teams, tools, missions and expectations. Installing a regular feedback system allows the trainee to progress and adjust their contributions as needed.
Set clear and realistic goals, organize regular progress points, and involve the tutor in a role of advisor more than just supervisor. This approach not only improves the intern experience, but also strengthens the image of your HR department and organization on the job market.
Recruiting an intern in Luxembourg can be a real asset for your organization when it is done within a legal and structured framework. This requires a good understanding of the rules applicable in terms of internship agreements, remuneration, supervision and educational objectives.
By adopting good integration and follow-up practices, you not only maximize the value provided by the intern, but also your attractiveness as a responsible employer and trainer in a competitive job market.
Do I have to pay an intern in Luxembourg?
Remuneration is optional for internships of less than four weeks. Beyond four weeks, a minimum bonus is mandatory (at least 40% of the minimum social wage between 4 and 12 weeks, and 75% beyond) according to the rules in force.
Can an intern replace an employee during a peak of activity?
No Legislation prohibits an intern from replacing a permanent employee, an absent employee or from being used to cope with an overload of work. The internship should remain an educational experience.
Do I have to hire an intern after the internship?
No There is no obligation to hire after an internship in Luxembourg. If you want to hire the intern, a standard employment contract must be concluded in compliance with all legal hiring formalities.
