Payroll & HR
More than numbers. It’s about people.
SMEs, international companies, startups, associations...
A tailored approach to your HR and payroll services
Compliance with your obligations under labor law is a real strategic issue for companies in Luxembourg due to the complexity of local social and tax regulations. Our expertise covers the entire payroll management cycle, from drafting employment contracts to issuing payslips, easing your administrative burden.
We tailor our advice to every situation and company, providing customized services for each of our clients.
Our steps to ensure compliance with labor law obligations
Our purpose is to support our clients in all their processes, making daily business management easier and saving them time.
In addition, our expertise ensures legal compliance, including adherence to automatic salary indexation, provides valuable time savings, reduces the risk of errors, and gives you access to our local expertise in Luxembourg labor law.
Full HR and payroll management service
We support companies in managing their personnel :
Preparation of payslips,
Social declarations (CCSS, CNS, ACD),
Employee registration, onboarding, and offboarding,
Management of leave, absences, and sick leave,
Payroll simulations (salary, bonuses, benefits).
Legal support in employment law
In complex situations (dismissals, disputes, specific clauses), we work in partnership with a Luxembourg Bar lawyer to ensure the legal security of your decisions, including :
Labor law assistance on general matters or specific issues,
Drafting and review of employment contracts,
Management of incidents such as disciplinary warnings, workplace accidents, terminations, and cases of moral or sexual harassment.
Support in preparing internal policies (workplace safety, harassment, ...),
Assistance in drafting letters (warnings, job offers, dismissals, ...),
Training upon request
Our clients profiles
Who can benefit from our services?
We work with a wide range of clients, from local businesses to international groups, self-employed professionals, and investors. Our services are tailored to the unique needs of each client, with a focus on listening, flexibility, and building trust.
FAQ
Everything you need to know about Payroll and HR administration services in Luxembourg
What services does a payroll and HR administration provider offer to companies in Luxembourg ?
A payroll and HR administration provider handles the administrative management of personnel in Luxembourg to ensure companies comply with social and legal obligations.
- Payroll management: preparation of payslips, calculation of deductions, compliance with tax and social security regulations.
- Social declarations: submission of salaries to the CCSS, management of events (illness, accidents, changes).
- Comprehensive HR management: handling contracts, onboarding/offboarding, mandatory documents, and legal obligations.
- Labor law assistance: advice on the correct application of social rules, procedures, and legal requirements.
Based in Luxembourg City, Atlas Fiduciaire has been supporting companies for years in all their HR processes (hiring, departures, social declarations, etc.).
What steps must be taken when hiring or terminating an employee in Luxembourg (DPAE, CCSS, contract, end of contract) ?
Each hiring or termination in a company in Luxembourg involves mandatory social formalities to ensure proper and compliant management.
- Hiring: declaration of entry to the CCSS, drafting of the employment contract, administrative registration, and onboarding of the employee.
- Termination: declaration of exit, management of the notice period, calculation of remaining entitlements (leave, hours), and closure of the HR file.
- Required documents: work certificate, final payslip, and any necessary attestations.
Based in Luxembourg City, Atlas Fiduciaire handles all formalities related to the hiring and termination of your employees.
What social declarations must an employer submit in Luxembourg, and how frequently must they be filed ?
In Luxembourg, social declarations ensure the correct calculation and payment of employee-related contributions.
- Monthly salary declaration: mandatory submission to the CCSS, including salaries, hours worked, and variable components.
- Event-based declarations: illness, work accidents, changes in working time, promotions, or job changes.
- Regular monitoring: updating employee information and ensuring compliance with current social regulations.
Based in Luxembourg City, Atlas Fiduciaire manages all social declarations that a company must submit.
What are the rules governing the probationary period in Luxembourg ?
A probationary period is not mandatory for a new employment contract in Luxembourg, but it allows both the employer and the employee to assess the working relationship. It is governed by the Labour Code, which sets its maximum duration and the rules for its termination.
- Maximum duration for a permanent contract (CDI): up to 6 months, depending on the position and qualification.
- Duration for a fixed-term contract (CDD): the probationary period cannot exceed one-quarter of the contract length, with a legal maximum of 1 month, unless specific sector provisions apply.
- Validity condition: the probationary period must be explicitly mentioned in the employment contract; otherwise, it is not recognized by law.
- Termination during probation: either party may terminate the contract with a reduced notice period, varying according to the number of days already worked (often between one day and just under a month).
- No automatic extension: the probation period can only be extended in limited cases (illness, leave, absence), and only for a duration equivalent to the period of absence.
Based in Luxembourg City, Atlas Fiduciaire advises employers on hiring formalities and the implementation of new employment contracts.
What are the regulations regarding leave, remote work, and sick leave in Luxembourg ?
Luxembourg labor law regulates employees’ rights regarding leave, work organization, and sick leave.
- Annual leave: legal minimum, rules for accrual, carryover, and approval requests.
- Remote work: written agreement required, with limits on days to avoid cross-border tax or social security implications.
- Sick leave: medical certificate, immediate notification, and possible verification by the CNS.
Based in Luxembourg City, Atlas Fiduciaire supports companies in the practical application of these social obligations.
How is employee dismissal managed in Luxembourg, and what are the employer’s legal obligations ?
The dismissal of an employee in Luxembourg must follow a strict framework to minimize any legal risk for the employer.
- Procedure: written notification is mandatory, justification may be required depending on the employee’s profile, and the notice period must be respected.
- Employee rights: any due severance, remaining leave, and provision of required legal documents.
- Social declaration: declare the employee’s exit, update administrative obligations, and close the HR file.
Based in Luxembourg City, Atlas Fiduciaire supports companies in managing dismissal procedures securely and in full compliance with the law.
Have a project or questions? Let’s talk!
Schedule a meeting with us to define your project and receive personalized support, tailored to your business needs in Luxembourg.