Employees who have signed a fixed-term or open-ended employment contract that comes into effect during the short-time working period are eligible for short-time working.<\/p>\n
Furthermore, even if the aforementioned employment contract is concluded and comes into force during the period in which short-time working is granted, the employee concerned will also be eligible for short-time working provided that, prior to the said period, there is tangible and unmistakable evidence that the person concerned was actually to be company employee<\/a> during this period.<\/p>\n Such proof will be provided in particular in the event of a job offer signed by the employer and countersigned by the future employee before the period of short-time working is granted.<\/p>\n Apprentices (initial or adult apprenticeship) are also exceptionally eligible for short-time working.<\/p>\n Employees normally employed in the Grand Duchy of Luxembourg and temporarily seconded to a foreign company may also benefit from short-time working, provided they are affiliated to the Luxembourg social security scheme.<\/p>\n Conversely, employees temporarily seconded to the Grand Duchy of Luxembourg by a foreign company and not affiliated to the Luxembourg social security system are not eligible for short-time working.<\/p>\n Temporary employees and other self-employed workers who may be employed by the employer are not eligible for the short-time working scheme applicable to the employer with whom they work.<\/p>\n Of course, temporary workers whose jobs have been adversely affected by the crisis linked to the fight against COVID-19<\/a> can benefit from short-time working via their temporary employment agencies, which can also apply for short-time working.<\/p>\n Day-care centers, which receive financial assistance from the state via the “ch\u00e8que service-accueil” system, which covers 70% of their operating costs, are not eligible for short-time working.<\/p>\n