An intern should not replace a worker who is temporarily absent
Work placements or internships are often a compulsory element of education programmes. Luxembourg approved a new law on internships in June 2020. Here are the key elements.
If taking on an internship, make sure to sign an internship contract or agreement with your employer and, where applicable, a teacher or tutor. This should list the activities to be carried out, the start and end date of the internship, salary if relevant, benefits offered to the intern and information on how to end the contract.
What should it involve?
The internship must offer information, guidance and vocational training. The tasks carried out should not bring the kind of returns an employer would expect of a permanent staff member. An intern should not replace a worker who is temporarily absent.
Employers are not obliged to pay a salary for internships lasting fewer than 4 weeks. If they do, however, payment should be no less than 30% of the minimum social wage for non-skilled roles. For internships lasting 4-12weeks, the minimum remuneration should be equivalent to 40% of the minimum social wage for unskilled work, and for 12+ weeks it should be no less than 75% of the minimum social wage for unskilled work. For interns who have already completed a bachelor’s degree, the minimum salary is that of a skilled worker.
How many interns?
Interns should not represent more than 10% of the workforce of an employer. Companies employing fewer than 10 staff are permitted to hire a single intern at any given time. This rule does not, however, apply from 1 July to 30 September.
The Inspection du travail et des mines (labour inspectorate) is responsible for ensuring that the law is adhered to.
The total duration of an internship with the same employer should not exceed six months over a period of 24 months.