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FAQ Coronavirus

updated on 02.07.2020 at 18h27

Content

 

I. Short-time working

II. Impacts on the employment relationship

III. Measures to support businesses

IV. The exit strategy

 

I. Short-time working

 

Under what conditions can my company benefit from short-time working ?

 

In order to continue to support companies and their employees impacted by the COVID-19 crisis, special arrangements for short-time working remain in force until 31 December 2020. These arrangements, which apply to all businesses during this period of economic recovery, take into account that certain sectors or economic branches have been more severely impacted than others have and will therefore resume their pre-crisis level of activity later, or even fail to do so in the near future.

According to the arrangements in force until the end of the year, the state continues to pay the compensatory allowance of 80 % of salaries during periods of short-time working. Under certain conditions, the businesses concerned may lay off workers

For which businesses?

The social partners have agreed on 4 possible scenarios for businesses to benefit from the short-time working scheme during the economic recovery period:

  • 1- industrial businesses will continue to benefit from the short-time working scheme due to economic problems in order to be able to react to disruptions on international markets (e.g. supply problems).
    By applying the short-time working scheme due to economic problems, industrial businesses undertake not to make people redundant for economic reasons;
  • 2- the situation of businesses in the HORECA, tourism and events sectors is particularly difficult. Businesses in these vulnerable sectors benefit from simplified access to short-time work due to structural economic problems, with no limit on the number of employees concerned. Where there is a proven need, these businesses will be able to resort to redundancies for economic reasons up to a maximum limit of 25 % of their staff (in relation to the total workforce as at 30 June 2020) until 31 December 2020. It has been agreed between the social partners that, in the event of a return to better fortunes, businesses that have made redundancies will, in the event of subsequent recruitment of staff, have to re-employ their former employees who have been made redundant as a matter of priority. It should be noted that the common law provisions of the Labour Code concerning collective redundancies remain fully applicable in some cases;
  • 3- businesses in other economic sectors (i.e. those not involved in industry, HORECA, tourism, events, the financial or insurance sectors) may resort to short-time working due to structural economic problems using the simplified procedure, provided that they do not make redundancies. The number of employees on short-time work may not exceed 25 % of the total workforce (as at 30 June 2020) for the months of July and August, 20 % of the total workforce for the months of September and October and 15 % for the months of November and December 2020. In this context, employee means all employees that have been declared for short-time work during the current month, regardless of the number of hours of short-time working;
  • 4- businesses in vulnerable sectors (HORECA, tourism, events) making more than 25 % of their total workforce (as of 30 June 2020) redundant as well as all businesses, irrespective of the sector to which they belong, which make redundancies will have to resort to short-time working due to structural economic problems.
    In these cases, the short-time working scheme will only be granted if the businesses draw up restructuring plans. These plans must be drawn up in the form of a recovery plan in the case of small businesses with fewer than 15 employees, or in the form of a job protection plan in accordance with the provisions of the Labour Code in the case of businesses with more than 15 employees. The social partners have expressed their willingness to negotiate, as far as possible, sectoral job protection plans in order to be able to resort to the temporary loan of labour.

Foreign companies without a physical address in Luxembourg are not concerned. Indeed, only companies legally established in the territory of the Grand Duchy of Luxembourg can benefit from short-time working. The affiliation of the employees to the Luxembourg social security system is not a sufficient condition.

For which employees?

The short-time working scheme may apply to employees (on permanent and fixed-term contracts) who are not covered by a certificate of incapacity for work and who can no longer be employed at all or can no longer be employed on a full-time basis when the company can no longer ensure the normal operation of its business. Are not eligible the employees who are teleworking and the apprentices .

Good to know :

  • As of 30th March, short-time working takes precedence over the coronavirus-related leave for family reasons. An employee who should be covered by the partial unemployment scheme cannot benefit from leave for family reasons.
  • Employee on short-time working continue to acquire statutory leave during the period of short-time working.

Amount of aid

For inactive hours, the employer pays to the employee a compensatory allowance corresponding to 80% of the normal worker's reference wage and capped at 250% of the minimum social minimum wage for unskilled employees. . This compensation may not be less than the amount of the social minimum wage for unskilled workers (2,141.99€).

In the event of an agreement, the Employment Fund (Fonds pour l’emploi) reimburses the employer the compensatory allowance (80 % of the salaries normally received) paid for the inactive hours up to a maximum of 250 % of the minimum wage for an unskilled worker ( 5,354.975€) and up to a maximum of 1.022 hours per employee and per year. Any difference between the compensatory allowance and the minimum wage for an unskilled worker will be assumed by the Employment Fund.

However, the hours of short-time work used during the period from 1 January 2020 to 31 July 2020 are not counted against the maximum working time reduction of 1,022 hours.

In the event that short-time working would be refused to the company, the employer is required to pay fully the employees at 100%. The same applies to the foreign companies without a physical address in Luxembourg

Steps to take

  • The initial application for short-time working

In order to speed up and facilitate the procedure for applying for short-time working, ADEM, has set up a new automated system that enables companies to submit their short-time working applications via an online form, at the Guichet.lu : http://guichet.lu/cocp.

Before submitting an application via MyGuichet.lu, the employer is required to confirm, by means of the declaration provided for this purpose for businesses with or without staff delegation, that the employees respectively the staff delegation and, where applicable, the trade union organisations (in the event of a collective agreement) have been informed of the application for short-time working.

Businesses must renew their application each month.

  • Which is the deadline to submit the application for short-time working ?

The deadlines for applying for short-time working in relation with the economic recovery for the months of July and August 2020 are as follows:

For July, the applications must be submitted on MyGuichet.lu from 20 to June 26 June 2020 (included). A new form is being developed.

For August, the applications must be submitted from 1st to 12 July 2020 (included).

From September until the end of 2020, applications for short-time working must be sent at the latest on the 12th day of the month preceding the period of short-time working requested (for example, at the latest on 12 September for the application for short-time working in October).

Applications cannot be submitted outside these dates. Short-time work benefits can never be granted retroactively

  • The detailed statement

After the end of the month in which short-time working occurs, businesses must complete an online procedure on MyGuichet.lu so that ADEM can draw up a statement. The declarant also has the possibility of downloading an XML list before starting the procedure on MyGuichet.lu.

In practice, for each month of short-time working, the employer or their representative receives an email/mail from ADEM inviting them to fill in the online form.

On this form, only the names and national identification numbers of the employees concerned will need to be filled in. ADEM will receive the other necessary data from the Joint Social Security Centre (CCSS).

The employer has a period of 3 months following the month in which the short-time working occurs. For example, for an application for short-time working in April 2020, the employer must have submitted his statement by 31 July 2020 at the latest.

Who to contact

Ministry of the Economy – Economic Committee
Hotline “short-time working”, from Monday to Friday from 8:00 am to 6:00 pm : 8002 9191

National Employment Agency (ADEM)
Contact Center for employers, from Monday to Friday from 8:30 am to 11.30 am and from 1 pm to 5pm : (+352) 247-88000
FAQ ADEM : https://adem.public.lu/en/support/faq/faq-chomage-partiel.htm

 

What about the trial period of the employees concerned by short-time working ?

 

By way of derogation from the Labour Code, the Grand Ducal Regulation of 1 April 2020 had suspended the probationary period for employees linked to a company that has had to stop its activities or slow down its activities in such a way that it is obliged to put its staff on "short-time working for force majeure Covid-19", following the time of crisis.

This suspension concerned the following contracts:

  • The apprenticeship contract
  • The fixed-term contract
  • The permanent contract
  • The assignment contract

This suspension applied from the date of the Government’s decision to cease all or part of some activities (as a reminder, all commercial or artisanal activities which accommodate a public are prohibited) or from the short-time working of the employee concerned.

The state of crisis having ended on 24 June, the remainder part of the trial period may resume as of 25 June.

 

Public holiday and short-time working : How does it work ?

 

If a public holiday falls during the period of short-time work, this day can be compensated under certain conditions:

  • Companies that can no longer operate due to a government decision and in which all employees are on short-time working:
    • The public holiday is compensated for short-time work at a minimum rate of 80%. Thus, the employer will pay his employee 80% of his gross hourly wage and will be reimbursed 80% by the Employment Fund.
  • Enterprises that continue to work and in which some of the employees have been placed on short-time working:
    • Employees who are on short-time working on the day before as well as the day after the public holiday are entitled to short-time working compensation for the public holiday. The employer will pay the employee at least 80% of his/her gross hourly wage and will be reimbursed 80% by the Employment Fund.
    • For employees who do not meet the above criteria, the employer must pay them 100% for the public holiday.

 

II. Impacts on the employment relationship

 

Following the school closures, can my employee benefit from family leave ?

 

In the context of the measures adopted by the Government to contain the spread of the COVID-19 coronavirus, and following the gradual reopening of schools and childcare centres, new rules are applicable from Monday 25 May until 15 July 2020.

Who is concerned?

One parent who is affiliated to the Luxembourg social security scheme (including non-residents) may apply to take leave for family reasons in the context of the COVID-19 pandemic if they have one or more children in one of these categories:

  • a child who was born on or after 1 September 2015 and is dependent on the applicant;
  • a child under the age of 13 who normally attends school but whose school has been closed or classes are still suspended for reasons directly linked to the health crisis or who cannot be taken in by any school or childcare structure because of the implementation of a scheme for alternating pupils' attendance or the application of imposed barrier measures ;
  • a child in a vulnerable category in respect of COVID-19.

How can this leave be taken?

Leave for family reasons may be taken parent (employee or self-employed) of such a child if no other childcare options are available.

Attention : The employee on short-time working is not entitled to this extraordinary leave for family reason. Since he/she is released from all work, he/she is available to take care of a dependent child. The same applies for the employee whose the partner or spouse is on short-time working as the latter should be available for taking care of the children.

Only one parent can take this special leave at any one time. A parent can interrupt and divide the leave as necessary.

This leave can be taken alternately, or divided between both parents (one parent at a time). Both parents can alternate leave according to their needs, on condition that both parents are affiliated to the Luxembourg social security scheme. Each parent must fill in a separate form.

What should the employee do?

A parent who needs to take leave for family reasons must inform his/her employer as quickly as possible, either verbally or in writing, and indicate the start and end date of said leave. The exact dates on which the leave only need to be communicated to the employer.

The parent must then fill in the appropriate form, sign it, and send it to both the National Health Fund (Caisse nationale de santé - CNS) and his employer, together with the required certificate corresponding to the parent's situation.

Attention : A NEW certificate is available and valid from 25 May 2020. It must be completed and sent with supporting documents to the employer and the CNS even if a previous form has already been sent.

https://guichet.public.lu/dam-assets/catalogue-formulaires/coronavirus/crf-demande/certificat-conge-raison-familiale.pdf

  • Child born on or after 1 September 2015

No supporting document is required. The employee will simply have to complete the application form for family reason.

  • Child under 13 years old who normally attends school but whose school is closed

A certificate attesting the school's closure will have to be attached to your application.

If the child attends a school in Luxembourg, the request for a certificate should be sent to attestationcrf@men.lu, indicating:

  • the child's national identification number ('matricule'), his/her family name and first name, and the name of the school attended;
  • the applicant parent's national identification number ('matricule') and his/her family name and first name.

If the child attends school elsewhere: an official document issued by the national authority competent for that institution must be attached to the application and sent directly to the CNS.

https://guichet.public.lu/dam-assets/catalogue-formulaires/coronavirus/crf-fermeture-etranger/fermeture-etablissement-etranger.pdf

  • Child under the age of 13 who normally attends school for whom it has not been possible to obtain a place in a childcare structure

The below certificate must be sent to the person responsible for the structure that was unable to take the child. This person will attest that the child has not been accepted by a childcare service in the context of the alternating resumption of primary education.

https://guichet.public.lu/dam-assets/catalogue-formulaires/coronavirus/crf-impossibilite-prise-en-charge/certificat-impossibilite-prise-en-charge.pdf

Once the certificate has been obtained, it should be sent to the Ministry of Education, Children and Youth at attestationcrf@men.lu. The Ministry will send the parents, either by email or by post, an attestation to attach to the application to take leave for family reasons in relation to the COVID-19 pandemic to be sent to the CNS.

  • Vulnerable child with regards to Covid-19

The medical certificate attesting the child's vulnerability with regard to COVID-19 in application of the medical recommendations and criteria laid down by the Higher Council for Infectious Diseases (CSMI) should be attached to your application. According to the CSMI recommendations, a child is deemed vulnerable if it is suffering from a respiratory or cardiac pathology or is immuno-depressed.

To send the form to the CNS, it is possible to :

  • Print the document, sign it by hand, scan the form or take a photo of the form and the appropriate certificate and send them by email to cns-crf@secu.lu, or ;
  • Sign the form electronically with a LuxTrust smartcard, and send the form and the certificate by email, or ;
  • Print the document, sign it by hand, and send it by post with the required certificate (CNS - Indemnités pécuniaires, L-2980 Luxembourg).

In case of sending by email, the subject line of the mail must contain your 13-digit national identification number.

The duly completed form has the same value as a medical certificate within the meaning of Articles L.234-53 and L.234-54 of the Labour Code as far as the employer and the CNS are concerned.

What should the employer do ?

The employer have to inform Securex about the exact dates on which the employees took this leave for family reason due to coronavirus. Securex will then forward this information through the monthly declarations of incapacity.

Such as for the leave for family reason in the event of the illness of a child, the salaries are paid by the employer, who will be reimbursed all related salary costs with 2-months delay by the Employers' Mutual Insurance Scheme (MDE).

However, with a view to reducing the time limit for reimbursement of family leave, a letter was sent (by post) to employers by the CCSS in order to request an advance on reimbursement from the Employers' Mutual Fund. This advance may be transferred directly on the company's bank account. To obtain this advance, the employer must make an online request via an access code indicated on the CCSS letter. It is therefore imperative to retrieve this letter if you wish to proceed with this request.

For more information :
https://guichet.public.lu/en/actualites/2020/mars/13-conge-raisons-familiales-covid-19.html
https://ccss.public.lu/fr/actualites/2020/04/21.html

Particular case for the employee covered by CNS

The period of leave for family reasons is treated as a period of sick leave due to illness or accident.

If the employee is no longer entitled to a salary by the employer (>77 sick days within a period of 18 months), the benefits are paid directly by the National Health Fund (CNS).

 

What is the family support leave ?

 

As part of the measures adopted by the Government aimed at curbing the spread of the Covid-19 coronavirus, the Ministry of Family Affairs, Integration and the Greater Region has drawn up a specific form to be filled in by anyone wanting to request "leave for family support" to enable them to look after a disabled adult or an elderly person following the closure of a day-care structure or a training or employment structure.

Leave for family support may be taken by an employee in the private sector or a self-employed person if there is no other way of caring for the disabled adult or elderly person.

The following conditions must be met:

  • the approved structure that would normally take care of the disabled adult or elderly person must have notified the Minister that it has ceased all or part of its activities in the context of the state of crisis;
  • the private-sector employee or self-employed person must look after the disabled adult or elderly person in the home where they both live;

If necessary, where several people live in the same home as the adult disabled or elderly person, they may alternate taking leave for family support. In this case, each person wishing to take the leave must submit a duly completed form.

The leave may be divided among the members of a household, but they may not take the leave at the same time.

The person who needs to take leave for family support must inform his/her employer as quickly as possible, either verbally or in writing. Then, he/she must fill in a specific form: https://guichet.public.lu/dam-assets/catalogue-formulaires/coronavirus/certificat-conge-soutien-familial/demande-certificat-conge-soutien-familial-fr.pdf

Employees, self-employed workers must apply to the Minister to certify the need for leave for family support.

The duly signed form should be sent to the Ministry of Family Affairs, Integration and the Greater Region

  • by email to soutien.familial@fm.etat.lu (a good quality scan or photo of the signed original or a PDF with a LuxTrust digital signature), or
  • by post (no registered mail): 12-14 Avenue Emile Reuter, L - 2420 Luxembourg.

Given that some structures will not be able to resume all their activities immediately after the end of the state of crisis and that they will not be able to work at full capacity, the government has decided that leave for family support shall be maintained until 25 November 2020. It should be noted that the leave for family support shall end if the approved care structure notifies the Minister that it has resumed all or part of its activities and that there is a place available in the approved service for the person concerned.

For more information :
https://guichet.public.lu/en/citoyens/travail-emploi/conges-jours-feries/situation-personnelle/covid-certificat-conge-soutien-familial.html

 

Can teleworking be imposed as a temporary solution to the coronavirus ?

 

Can telework be imposed ?

Based on the employer’s legal obligation to ensure the safety and health of employees in all aspects related to work (Article L. 312-1 of the Labour Code), the employer could impose homeworking on its employees.

In order to introduce this new form of work, it is necessary to conclude either an amendment to the contract of employment or another bilateral agreement permitting the use of teleworking for objectively justified reasons related to precautionary measures in the fight against coronavirus. It is important to defining teleworking conditions, particularly working hours.

Telework should be offered as an alternative to your employees for a certain period of time if this working arrangement is compatible with the duties of the employee concerned.

What about the impact from the cross-border commuters ?

It should be noted, however, that telework is likely to trigger certain effects in terms of :

  • Social security affiliation : take into account during the current year the limit of 25% of the total work time in the residence country as mentioned in Regulation (EC) No. 883/2004.
    Concerning the Belgian and French cross-border residents : Belgian and French authorities have decided that the periods of telework performed on their territory by frontier workers due to coronavirus will not be taken into account for the determination of the applicable social security legislation.
  • Taxation : take into account the tolerance threshold laid down by the tax treaty applicable between Luxembourg and the neighbouring country concerned in case of cross-border employees:
  • Threshold of 24 days in Belgium
  • Threshold of 19 days in Germany
  • Threshold of 29 days in France
    These limitations do not constitute a prohibition to work in the country of residence. In principle, they may be exceeded but cross-border employee will be taxed in his country of residence for all days of telework performed.
    Concerning the Belgian and French cross-border residents : It has been decided that, as from Saturday 14 March 2020, the presence of a worker at home, in particular to carry out teleworking, will not be taken into account in calculating the above thresholds. This measure is applicable until the 31st of August.
    Concerning the German cross-border residents : It has been decided that, as from Wednesday 11 March 2020, the working days during which these cross-border workers are teleworking , during the Covid-19 pandemic will not be taken into account in calculating the above threshold of 19 days. The exact modalities for the application of this agreement will be communicated at a later date.

What about work accident when the employee work at home ?

Work accident is define as an "Accident occurring at or in connection with work".

Usually, teleworking is covered by AAA (Accident Insurance Association) provided that it has been introduced by an amendment to the employee’s initial employment contract in compliance with the legal provisions relating to the teleworking.

However, during this crisis period, in case of accident at home, it is sufficient for the employer to confirm that the employee was authorized to work at home. The AAA will check the exact circumstances of the accident.

Please note that it is no longer necessary to request A1 certificates for teleworking in the context of the COVID19 pandemic. An exceptional arrangement has been made with foreign authorities.

 

How to cross the border ?

 

Since 15 June, there have been no more controls at Luxembourg's borders with the 3 border countries.

As of now, it is no longer necessary to carry any kind of attestation or certificate for travels to and from Germany, Belgium and France.

 

What about the automatic handling by the CNS during the crisis?

 

In order to support the companies, the State had decided that the cost of the compensation due to the employee in the event of incapacity for work was the responsibility of the CNS from April 1, 2020 until the end of the calendar month during which the state of crisis ends. During this period, the employee who is unable to work was directly paid by CNS. The employer, for its part, no longer had to maintain the remuneration of its employees who were unable to work.

The state of crisis, having ended on 24 June, the situation thus returned to normal for the month of July. From then on, the employer get back obligation to continue to pay the salaries of its employees who were unable to work until the end of the month in which the 77 days of incapacity occurred.

It is now time for the employer to give the employee concerned by an incapacity to work during the crisis a statement shows the details of the remuneration which would have been due for the sickness period according to the obligation of continuation of wages. In the event of a difference with the CNS indemnity, the employer will be required to regularize it.

 

III. Measures to support businesses

 

Regarding payment of social contribution, what measures are taken ?

 

The Joint Social Security Centre (CCSS) and the Minister of Social Security, Romain Schneider, have taken a series of measures to support companies and the self-employed by offering them greater flexibility in their management of the payment of social security contributions.

The following temporary measures will enter into force from 1 April 2020:

  • Suspension of the calculation of default interest for late payments;
  • Suspension of the procedure for the forced collection of contributions;
  • Suspension of the enforcement of constraints by bailiffs;
  • Suspension of the fines to be pronounced against employers who are late with regard to the declarations to be made to the CCSS.

These measures will remain in place until the board of management of the CCSS deems that there is no longer a reason for them to be applicable. They will enable employers, in light of the Covid-19 crisis who find themselves in a precarious financial situation, to better manage payment of social security contributions in the weeks to come without having to worry about administrative sanctions.

The suspension of default interest for late payment of social security contributions is confirmed by the Grand-ducal Regulation of 3 April 2020. Based on this regulation, the contributions not paid in time do not result in default interest during periods between 18th of March 2020 and the end of the calendar month during which the state of crisis ends.

While it is evident that all social contributions remain due, employers can nevertheless better organise their treasury in combination with other econonic measures introduced in the Covid-19 crisis.

For more information : https://guichet.public.lu/en/actualites/2020/mars/20-coronavirus-mesures-cotisations-sociales.html

 

How to receive a repayable advance to remedy temporary financial difficulties ?

 

Large, medium-sized and small companies as well as the liberal professions can apply for aid in the form of a repayable advance from the Ministry of the Economy.

The aid can be up to 50% of costs (staff costs and rent) for the period from 15 March to 15 May 2020.

The application can be made directly online using MyGuichet.lu.

Repayment of the aid will be made according to a repayment plan that must be agreed on between the business and the Ministry of the Economy, and will start at the earliest 12 months after the repayable advance was obtained.

More information is available : https://guichet.public.lu/en/entreprises/financement-aides/coronavirus/aides-difficultes-financieres-temporaires.html

 

What aids are in place for SMEs ?

 

Emergency allowance for « micro-undertakings » (less than 10 employees )

 

The allowance is for commercial or craft undertakings holding a valid business permit issued by the Ministry of the Economy's General Directorate for Small and Medium-Sized Enterprises:

  • that are affiliated as employers with the social security scheme;
  • where the number of employees affiliated with the social security scheme is less than 10 (calculated as the number of full-time posts);
  • that are able to attest to an annual turnover of at least EUR 15,000;
  • have a turnover and balance-sheet total that do not exceed EUR 2,000,000;
  • and:
    • have been forced to close their establishments or cease their activities in application of the measures adopted by the Government in the context of the Covid-19 pandemic; or
    • have suffered a loss in turnover of at least 50% during the period between 15 April 2020 and 15 May 2020 (on the basis of an estimate of turnover for the given period).

The amount of the allowance is EUR 5.000 for eligible undertakings. The allowance will be in the form of a single flat-rate cash payment, and is tax-free.

For more information : https://guichet.public.lu/en/entreprises/financement-aides/coronavirus/aide-urgence-moins-10-salaries.html

 

Emergency allowance for businesses between 10 and 20 employees

The allowance is for commercial or craft undertakings holding a valid business permit issued by the Ministry of the Economy's General Directorate for Small and Medium-Sized Enterprises:

  • that are affiliated as employers with the social security scheme;
  • where the number of employees affiliated with the social security scheme is between 10 and 20 (calculated as the number of full-time posts);
  • that are able to attest to an annual turnover of at least EUR 15,000;
  • have a turnover and balance-sheet total that do not exceed EUR 4,000,000;
  • and:
    • have been forced to close their establishments or cease their activities in application of the measures adopted by the Government in the context of the Covid-19 pandemic; or
    • have suffered a loss in turnover of at least 50% during the period between 15 April 2020 and 15 May 2020 (on the basis of an estimate of turnover for the given period).

The amount of the allowance is EUR 12,500 for eligible undertakings. The allowance will be in the form of a single flat-rate cash payment, and is tax-free.

For more information : https://guichet.public.lu/en/entreprises/financement-aides/coronavirus/aide-urgence-10-salaries.html

 

What aids are in place for self-employed persons ?

 

Since the beginning of May, a new emergency fund for self-employed workers has been set up.

The financial aid is in the form of a single flat-rate cash payment whose amount varies (EUR 3,000, EUR 3,500 or EUR 4,000) depending on the income bracket of the person concerned.

The aid can be combined with the other types of aid made available in the context of the COVID-19 pandemic.

For more information:
https://guichet.public.lu/en/entreprises/financement-aides/coronavirus/aide-independants-supplementaire.html

 

What about the training assistance ? (INFPC)

 

As a result of the measures taken to limit the spread of the COVID-19 virus, the deadline for the submission of the application for co-financing in 2019 has been extended by 2 months, i.e. to 31 July 2020 at the latest.

 

IV. The exit strategy

 

What are the employer’s obligations regarding health and safety at work ?

 

For the duration of the crisis, new obligations and rights are in force both for employers authorised to resume their activity and for their employees.

Thus, as far as employers are concerned, they must in particular:

  • limit, if necessary, the number of employees exposed or likely to be exposed to risks;
  • inform and train their employees on the possible risks and the precautions to be taken;
  • post signs indicating the risks and the preventive measures taken;
  • arrange workstations and other premises or workplaces;
  • provide employees with individual and collective protective equipment and products (mask, hydroalcoholic gel, appropriate protective clothing, soap, disposable towels, etc.);
  • ensure that their employees:
    • respect the social distance (2 meters between people) and, if this is not possible;
    • wear a mask or any other device to cover the nose and mouth, etc.

Employees must:

  • use the protective equipment and clothing made available to them correctly;
  • report immediately to the employer and/or to the safety officers and to the safety and health representatives any serious and immediate danger to safety and health

 

Is, wearing a mask as an additional precautionary measure, mandatory for employees ?

 

As of Monday, 20 April "protective mask" will be compulsory if it is not possible to keep a distance of at least two meters from another individual. In public transport, this obligation is systematic, regardless of the distance from other users. However, wearing a surgical mask as such is not mandatory. It is enough to protect your nose and mouth with something, a cloth mask, or even simply with a scarf.

 

How do I get tested ?

 

In the context of the lifting of the confinement, the Luxembourg government is inviting residents and cross-border workers to participate in the large-scale COVID-19 testing.

Invitations to participate in the large-scale testing are sent out each week by post.

The invitation for testing is valid from the receipt of the letter and for a period of 2 weeks after the week in which the letter was received.

The applicant can make an appointment online using the form provided for this purpose on MyGuichet.lu. The procedure can be completed without using a LuxTrust authentication method. However, appointments can only be made if the invitation letter with the code has been received.

You will receive an appointment confirmation by email after transmitting the request. This document must be presented in paper or electronic format at the appointment.

The person tested is informed of the result by text message (SMS).

If the result is positive, the person tested will also be contacted by the services of the Health Directorate which will provide support.

For more information :
https://guichet.public.lu/en/citoyens/sante-social/coronavirus/depistage-covid-19.html