Latest proposals to amend working hours
On 28 October 2026, the Luxembourg Minister of Labour presented proposals to increase working time flexibility to the Comité permanent du travail et de l’emploi (CPTE), the tripartite body bringing together the government, trade unions and employers’ organisations.
Four measures are under discussion:
- A 40-hour week spread over four ten-hour days instead of five eight-hour days, with no reduction in total working time;
- A reduction of weekly rest from 44 to a minimum of 35 consecutive hours where necessary;
- Two breaks within a working day instead of one; and
- Greater flexibility in distributing part-time hours from one week to the next.
Under the Minister’s initial proposal, these measures would be available exclusively through a collective bargaining agreement (“Convention Collective”) or an inter-professional agreement. This requirement has become the main point of disagreement between the social partners.
In a letter dated 9 November, the Union of Luxembourg Enterprises (UEL) informed the Minister that it could not support the text in its current form. It has since clarified that it supports the reform in principle but seeks a “de minimis” exemption for small businesses. According to the Ministry, the UEL wants companies with fewer than 50 employees to access these measures without a collective bargaining agreement or an inter-professional agreement. It favours direct dialogue with employees or their representatives, with safeguards potentially including oversight by the social partners.
The Minister had defended the collective bargaining requirement, highlighting the possibility of sector-wide agreements and existing collective agreements in companies with as few as five employees. He also referred to the action plan agreed on 15 July 2026, which makes changes to working time arrangements conditional on collective bargaining.
On 11 November, however, he withdrew his proposal from the Government Council agenda to allow further CPTE discussions on the exemption sought by employers. The scope of any exemption remains undecided.
Discussions are due to resume at the CPTE on 13 November.
Part-time flexibility also remains under discussion. The unions want a broader approach strengthening employees’ rights, addressing involuntary part-time work, access to additional hours and predictable schedules.
As at 12 November 2026, no bill has been tabled before the Chamber of Deputies. The reform remains subject to tripartite discussions and has not been adopted; the current rules continue to apply. A bill may subsequently be presented depending on the outcome of these discussions. Its content and timing remain uncertain.
Photo – Rosc Art
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