According to the labour code (Article L. 211-14), night work (between 10 p.m. and 6 a.m.) is neither prohibited nor subject to authorization. However, the employer must ensure that the normal working time for night workers does not exceed an average of 8 hours per 24-hour period, calculated over a 7-day period. The employer only has to make additional payments for night work: 15% for all sectors where a collective agreement is applicable (the exact rate of increase is thus set by this agreement); or 25% from 1 a.m. in the hotel and restaurant industry. According to the labour code, the standard working time for workers is eight hours per day and 40 hours per week. Collective agreements can only provide for more favourable provisions. The Work Time Planning Act of 23 December 2016 came into force on 1 January 2017. The most important measure is to allow employers to extend the reference period used to calculate the duration of work from one to four months in exchange for additional leave for workers.

An employer may therefore decide to extend the reference period without having to negotiate an agreement with the unions. The maximum weekly working time is 44 or 45 hours, depending on the length of the reference period, for workers who work 40 hours per week. But the law provides for some compensation: employers must give workers additional days of leave on the basis of the duration of the reference period: from 1.5 days for a reference period between one and two months, up to 3.5 days for a reference period between three and four months. In addition, an employee must be informed three days before any changes to their work schedule. However, social partners can still negotiate a collective agreement to increase the reference period to 12 months and negotiate compensation tailored to the needs of the company and workers. Article 11 of the Luxembourg Constitution guarantees the freedom to join a trade union. Legislation for trade unions (based on the Industrial Relations Act of 30 June 2004) has been incorporated into the labour code (Articles 161-3). Workers are organized on a voluntary basis in a number of unions whose main objective is to negotiate collective agreements and to defend the interests of professions and professions.

It should be noted that unions are not organized in companies or enterprises, as the only current representatives of workers at this level are elected workers, while these representatives may be unionized. In order to denounce a collective agreement (always concluded for a fixed term) in part or in its integrity, the social partners must apply for their termination in accordance with the notice set by the collective agreement (maximum notice of three months). Second, the parties must enter into new negotiations, which must in any event begin no later than six weeks before the contract is stated or the provisions to be renegotiated. The terminated collective agreement is no longer valid as soon as a new contract comes into force or no later than the first day of the twelfth month following the termination request, but the social partners can agree on new deadlines. If no application to terminate the collective agreement (or some of its orders) is made before the deadline, it is extended indefinitely.

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