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Special leave in Luxembourg: what you need to know
Date of publication : 08.06.26
Did you know that certain significant events in your personal or family life entitle you to paid leave in Luxembourg?
Marriage, the birth of a child, moving house, the death of a close relative… Luxembourg law provides for special leave, allowing employees to take time off work without loss of pay during key life events.
To help you understand this better, we have prepared a summary table of the main types of special leave and their durations. You will find the essential information you need to know to claim your rights with complete peace of mind.
| Event / Reason | Duration | Conditions / Notes |
| Death of spouse/partner | 3 days | – |
| Death of a first-degree relative | 3 days | Parents, children of the employee or of the spouse/partner |
| Death of a second-degree relative | 1 day | Brothers, sisters, grandparents, grandchildren, brothers-in-law, sisters-in-law, grandfathers-in-law and grandmothers-in-law |
| Death of a minor child | 5 days | – |
| Marriage of a child | 1 day | – |
| Marriage of the employee | 3 days | – |
| Civil partnership of the employee | 1 day | Officially registered civil partnership |
| Moving house | 2 days | Maximum once every 3 years with the same employer, except in the case of a job transfer |
| Leave for reasons of force majeure | 1 day/12 months | This leave is for urgent family reasons in the event of illness or accident requiring the employee’s immediate presence. This amounts to 8 hours (for a full-time employee), which may be split up. |
| Carer’s leave | 5 days/12 months | This allows you to provide personal care or assistance to a family member (son, daughter, mother, father or spouse/partner) or to a person living in the same household who requires significant care or assistance due to a serious medical condition. The serious medical condition reduces their capacity and independence, rendering the family member or the aforementioned person unable to compensate for or cope independently with physical, cognitive or psychological impairments or with health-related constraints or demands. This medical condition must be certified by a doctor. |
| Birth/adoption of a child | 10 days | These days may be taken in blocks and must be taken within 2 months of the birth/adoption of the child |
| Maternity leave | 8 weeks before the due date 12 weeks postnatal | To be eligible, a medical certificate stating the expected date of delivery must be drawn up and sent to the CNS within the last 12 weeks of pregnancy. |
| Parental leave | Full-time: 4 or 6 months Part-time: 8 or 12 months Split leave (1 day per week): 20 months Split leave: 4 months over a period of 20 months | Eligibility criteria to be checked on a case-by-case basis |
| Leave for family reasons | 12 days per child for the age group from 0 to under 4 years of age. 18 days per child for the age group from 4 years of age up to the day before their 13th birthday. 5 days per child for the age group from their 13th birthday up to 18 years of age, but only in the event of the child’s hospitalisation. The duration is doubled and the hospitalisation requirement does not apply to children receiving a disability allowance. | To be eligible for this leave, you must provide a medical certificate confirming the child’s illness, accident or other compelling health reasons, the necessity of the beneficiary’s presence and the duration of such presence. |
| Political leave | 1) Between 2 and 30 hours per week 2) 20 hours (maximum) | 1) Applicable to the office of mayor, alderman or municipal councillor 2) Applicable to the office of Member of Parliament |
| Youth leave | 60 days, of which a maximum of 20 days per two-year period | To enable young people to take part in work placements, study days or weeks, courses, sessions or meetings within the country and abroad |
| Sports leave | The duration of sports leave varies depending on the individual beneficiary | Applies to elite athletes likely to represent Luxembourg at official international competitions (such as the Olympic Games) and their coaches, as well as to judges, referees and technical and administrative officials |
| ‘Development cooperation’ leave | 6 days per year | Intended for experts and representatives of non-governmental organisations who are also engaged in another professional activity |
| Leave for volunteers in the fire, emergency and rescue services | 42 days, of which a maximum of 7 days per year | – |
| Individual training leave | 80 days, of which a maximum of 20 days over a two-year period | To enable employees to attend courses, prepare for and sit examinations, write dissertations or carry out any other work related to eligible training (whether or not related to their current role) |
| Leave to look for a new job | Up to 6 days | Available to employees who have been given notice of redundancy |
| Leave for corporate offices | 4 hours per meeting or hearing | Applies to employees holding the office of member of a professional chamber, a body of a social security institution, assessor at the Labour Court, insured assessor or employer assessor at the Arbitration Board/Higher Social Insurance Council |
| Language leave | Up to 200 hours over the course of one’s professional career | Intended for anyone who has been in paid employment or practising a liberal profession in Luxembourg for at least six months |
| Cultural leave | 2 to 10 days | To enable applicants to take part in high-calibre cultural events or recognised artistic events that are not part of their professional activities |
| Leave to care for those at the end of life | 5 days per case per year | Employees whose parent (first degree in the direct ascending or descending line, or second degree in the collateral line), spouse or partner is suffering from a serious terminal illness |
| Leave for parents’ representation | 2 half-days per month | Applies to parents of pupils who are members of the national school board, to enable them to fulfil their mandate |
Any questions? Let’s talk! We’re here to support you.
About the author
Louise Cremer
Payroll officer
Louise is a legal adviser who specialises in salary calculations and specific situations such as secondments and simultaneous activities. She also monitors payroll tax deductions and ITM inspections.
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