With nearly half of Luxembourg’s workforce made up of cross-border workers, losing a job in the Grand Duchy raises specific issues that neither Luxembourg law nor the law of the country of residence addresses in isolation. From the U1 form and dual registration to retraining strategies in the Greater Region, here is a practical guide to navigating this transition without losing your entitlements.

Whilst jobseekers aged 45 and over account for a structurally high proportion of those registered with ADEM, Luxembourgish companies have legal, financial and managerial tools at their disposal – which are often underused – to retain and value their experienced staff. This is an issue that goes beyond mere regulatory compliance to affect the long-term competitiveness of organisations.

A study based on an analysis of 3 million TripAdvisor reviews has named Luxembourg City as Europe’s most beautiful capital, ahead of Paris, Rome and London. This unexpected ranking confirms the Grand Duchy’s growing prominence as a tourist destination on the international stage.

Every spring, thousands of jobseekers scour the Luxembourg job market, basket in hand, in search of the perfect opportunity. A quest that resembles, far more than one might think, a good old-fashioned Easter egg hunt.

ADEM has just published its annual list of jobs in severe short supply for 2026, which now includes 20 professions compared to 22 the previous year. Construction, industry and maintenance have been added, whilst several business support roles have been removed, revealing a constantly evolving landscape of labour market pressures.

Luxembourg attracts thousands of foreign workers every year, but struggles to retain them in the long term. An official study published in March 2026 reveals that 30% of new arrivals leave the Luxembourg labour market within twelve months of their arrival.

Parental leave in Luxembourg is an individual right available to every employed parent working in the Grand Duchy, whether they are resident in Luxembourg or a cross-border worker. Available options, the amount of the allowance paid by the CAE, protection against dismissal and the procedures to follow: here is everything you need to know before you start.

Long considered a taboo subject, mental health in the workplace is now emerging as an essential priority for Luxembourg businesses. In a market under pressure, the latest data paints a worrying picture that calls for a structured, ambitious and collective response.

The European directive on salary transparency will apply in Luxembourg from 7 June 2026, and the deadlines are fast approaching. For HR departments, it is no longer a time for regulatory monitoring but for action: here are six concrete steps to take without delay to ensure compliance in time.

In early March 2026, the Luxembourg government launched an ambitious national campaign focused on artificial intelligence, called AI4LUX, backed by a €40 million partnership with French company Mistral AI. For employers and HR managers in the Grand Duchy, this technological shift is not just a matter for the state: it is fundamentally reshaping the nature of work, skills and employability.

On International Women's Day, the issue of equal pay remains a key indicator of fairness in the labour market. In Luxembourg, despite a favourable legal framework and progress in recent years, pay gaps persist across sectors and levels of responsibility.

The latest edition of ManpowerGroup's annual barometer confirms that recruitment difficulties remain structural on a global scale, with a new hierarchy of sought-after skills dominated, for the first time, by artificial intelligence. In Luxembourg, this global trend is particularly acute in a labour market that is already under pressure for several key profiles.