Payroll processing, employment contracts and staff administration for Luxembourg companies. Full compliance with Luxembourg labour law, CCSS social-security cadence and ACD withholdings, nothing left to chance, nothing left to invent at the end of the month.
Payroll done well disappears. The fiches go out on time, social charges are withheld and remitted to the right administrations, year-end summaries reconcile to the cent, and the team simply gets paid. Luxembourg labour law adds its own grammar, collective conventions, indexation, frontier workers, the impatriate regime, parental leave, end-of-year bonuses, and we keep the file aligned with all of it.
From onboarding the first employee to running payroll for a multi-jurisdiction group, we manage employment contracts, monthly payroll, fiches de salaire, declarations to the CCSS and ACD, and the year-end CDS and certificats. One coordinator per file, supported by senior review, working hand in hand with the Accounting and Tax desks next door.
Monthly payroll calculation, fiches de salaire, CCSS and ACD declarations, payment files for the bank and reconciliation with the accounts. Year-end certificates and CDS prepared in time and reviewed by a senior before any document leaves the office.
Drafting and updating of employment and management contracts, settlement and termination paperwork, advisory on collective conventions and Luxembourg labour-law constraints, drafted carefully because what is written today will be read in two years.
The impatriate regime, frontier-worker arrangements, stock options and bonus structures for executives. Coordinated with the Tax Advisory desk so the salary, the contract and the personal return all sit in the same logic.
Four stages, one dedicated payroll coordinator. Every HR & Payroll engagement begins with a careful read of the existing setup and settles into the monthly rhythm, closes, declarations and certificates, on time, every month.
A free, confidential exchange to understand the headcount, the collective convention, the existing software and the current pain points. A first read of where the payroll currently stands.
Diagnostic review of existing payslips, contracts and CCSS / ACD positions, with a written punch-list of items to bring up to current, and a clear onboarding calendar aligned with the next pay cycle.
Migration of payroll data, first month's fiches issued, declarations filed, payment file prepared. Contracts updated where needed, and any expatriate or impatriate filings actioned in coordination with the Tax desk.
A steady monthly cadence thereafter, fiches before the agreed cut-off, CCSS declaration on time, year-end certificates and CDS prepared without drama, and the same coordinator on the file as the team grows.
The books that absorb the payroll, salaries, social charges and provisions posted in lockstep with the closes, so the accounts and the fiches always agree.
The corporate-secretary work that sits behind every senior hire, manager change or share-plan resolution, minutes, filings, RBE updates, in step with the payroll file.
The income-tax side of every executive, expatriate or impatriate file, read in parallel with the payroll, so net pay, withholdings and personal return tell the same story.
Whether you are about to hire your first Luxembourg employee, migrating payroll from another office or untangling a complicated expatriate file, we are here to listen first. A first exchange costs nothing and commits to nothing, except, perhaps, the beginning of a long road travelled together.
