LAST MODIFIED: April 18, 2025
In Luxembourg, the Labour Code mandates that employers share gender-based statistics on employee pay, recruitment, promotions, transfers, dismissals, and training twice per year. These rules apply to organizations with 15 employees. As an EU Member State, Luxembourg’s pay gap reporting obligations will be modified by the EU Pay Transparency Directive.
15 employees
Pay Gap Report, EU Pay Transparency Directive
Twice a year
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Employers in Luxembourg are not required to file a pay gap report with the government. However, employers must share gender-based statistics with the equal opportunities officer twice a year.
Employers with 15 employees are required to share gender-based statistics with the company’s equal opportunities officer.
Covered employers must inform and consult the staff delegation’s equal opportunities officer on the status, structure, and likely changes in employment and employment conditions in the business.
Employers must share with the officer statistics — broken out by sex — showing the remuneration (pay), recruitment, promotion, transfers, dismissals, and training of employees.
If you’re a Syndio customer using Global Pay Reports, you’ll receive a detailed data template to help you prepare your report. You can also ask Syndi, our expert AI, for country-specific guidance whenever you need it.
Employers must share pay gap metrics with the company’s equal opportunities officer, who is appointed by the employer-elected staff delegation.
Syndio’s Global Pay Reports help you centralize and automate reporting for 48 jurisdictions across 43 countries, including Luxembourg. Our software makes reporting easy, fast, and accurate so you can report with confidence, even as requirements change. And our services team can answer all your detailed questions — we’re experts so you don’t have to be.
The EU Pay Transparency Directive will have a significant impact on Luxembourg’s current gender pay gap reporting requirements. Companies in Luxembourg with 100 or more employees will be required to publicly disclose and fix any unexplained gender pay gaps. Reporting timelines are as follows:
The thresholds in the Directive represent the minimum requirements. Luxembourg’s government may decide to lower these employee thresholds when they incorporate the Directive into national law by June 2026. This process involves adapting the Directive to fit Luxembourg’s legal framework, with the option to either meet or exceed the minimum standards. Implementing stricter or additional measures is known as “gold plating” the Directive.
Starting as early as 2026, additional pay transparency obligations may be introduced for EU Member States under the Directive, including in Luxembourg. Across the EU, these obligations include requiring employers to disclose pay ranges to job applicants, prohibiting inquiries into salary history, and enforcing the Right to Information. The Right to Information allows employees to request details about their own pay and the average pay of male and female colleagues doing the same work or work of equal value to their own role.
Syndio provides a comprehensive solution for the EU Pay Transparency Directive with everything you need to plan, prepare, and comply. Learn more ->
Syndio provides the technology and expert partnership you need to comply with the growing pay equity, pay reporting, and pay transparency requirements around the globe.
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Syndio helps customers all over the world with their global pay reporting needs. Here are some common questions we get about the reporting requirements under Luxembourg’s pay gap law.
The information provided on this resource does not and is not intended to be legal advice. All information, content, and materials are provided for general informational purposes only. The links to third-party or government websites are offered for the convenience of the reader; Syndio is not responsible for the contents on linked pages.
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