With more than 200,000 cross-border workers and one of the most dynamic job markets in Europe, Luxembourg offers many temporary work opportunities across all sectors. Temporary work is strictly regulated by the Luxembourg Labour Code, which guarantees temporary workers the same fundamental rights as permanent employees: equal pay for equal qualifications, paid leave and social security coverage. At Manpower Luxembourg, we help hundreds of candidates every year (residents as well as cross-border workers from France, Belgium and Germany) find temporary assignments that match their profile and availability.
What is temporary work in Luxembourg?
Temporary work in Luxembourg is based on a three-way relationship governed by Articles L.131-1 to L.131-15 of the Labour Code: the temporary work agency (Manpower) remains the employee’s legal employer, while the user company temporarily benefits from their services to carry out a specific, non-permanent task.
The assignment contract: how it works
The law strictly limits the use of temporary work to one-off needs: temporarily replacing an absent employee, an exceptional increase in activity, seasonal or urgent work, or waiting for an employee hired on a permanent contract to start. The assignment contract is a written contract, given to the employee within two working days of the start of the assignment, and must state the identity of the parties, the reason for using temporary work, the position, the duration and the pay. The maximum duration of an assignment, including renewals, is 12 months, but it can be extended to 18 months in certain cases provided for by law (replacing an employee on sick leave or maternity leave, urgent safety-related work). Any assignment that exceeds this duration or is based on an invalid reason may be reclassified as a permanent contract in the employee’s favour.
Temporary workers’ rights (leave, pay, social security)
Temporary workers enjoy the same fundamental rights as permanent employees of the user company: access to shared facilities (canteen, transport), compliance with health and safety rules, and pay that cannot be lower than that of a permanent employee with equivalent qualifications. They are entitled to paid annual leave for every assignment, whatever its length, with no waiting period, unlike regular new hires. They are automatically covered by Luxembourg’s National Health Fund (CNS) for the entire duration of their assignment.
Temporary work vs fixed-term vs permanent contracts in Luxembourg
Unlike a fixed-term contract, which is concluded directly between the employee and the company, temporary work involves two separate contracts: an assignment contract between the employee and Manpower, and a staff provision contract between Manpower and the user company. This structure gives the candidate greater flexibility: they can take on several assignments in different sectors and companies while keeping a single, stable employer that handles contracts, payroll and administrative follow-up. If the user company continues working with the employee after the assignment ends without a new contract, the employee is deemed to be bound to it by a permanent contract.
Our temporary job offers by sector
Manpower Luxembourg recruits temporary staff across all the key sectors of the Luxembourg economy:
Construction
Skilled and unskilled workers, plant operators, team leaders: construction remains one of the sectors with the highest demand for temporary staff in the Grand Duchy, driven by the many infrastructure and housing projects.
Industry & Production
Production operators, maintenance technicians, forklift operators: Luxembourg’s industrial sites regularly turn to temporary staff to handle peaks in activity and cover absences.
Logistics & Transport
Thanks to its central position in Europe, Luxembourg is home to a large logistics industry: order pickers, warehouse workers and drivers are particularly sought after for temporary assignments.
Finance & Banking
Administrative assistants, back-office officers, accounting profiles: Luxembourg’s financial centre also uses temporary staff for one-off needs or short-term replacements.
Horeca
Waiting staff, kitchen and reception staff: the Horeca sector relies heavily on temporary staff to handle seasonality and peaks in tourist activity.
How to register with Manpower for a temporary assignment
Step 1: Register at our branch or online
Register on our website, or visit our branch in Hesperange after booking an appointment with our team, bringing your CV, an ID document and, where applicable, your diplomas or qualification certificates. Our team reviews your profile and availability from the very first meeting.
Step 2: Interview and assessment
After registering, you meet a Manpower consultant for a personalised interview. This conversation helps us better understand your career path, skills, experience and job expectations.
We also assess your availability, your qualifications and the sectors you are interested in, in order to identify the temporary assignments and job opportunities best suited to your profile.
This step is essential for building a relationship of trust and guiding you towards positions that match your skills, ambitions and career plans.
Step 3: Placement and assignment follow-up
As soon as an assignment matching your profile comes up, we contact you to offer it to you. Once you accept, your consultant remains your single point of contact for its entire duration: administrative follow-up, answers to your questions, and support if the assignment is renewed or a new one comes up.
FAQ: Temporary work in Luxembourg
How do I register with a temporary work agency in Luxembourg?
Simply pre-register by sending your CV by email or by calling the relevant branch directly, then come in with your CV, an ID document and any diplomas. You can also apply directly for a job offer on our website. If you visit a branch, a consultant will meet you to assess your profile and availability.
What is the maximum duration of a temporary assignment?
The maximum duration of a temporary assignment in Luxembourg is 12 months, including renewals. It can be extended to 18 months in certain cases provided for by law, such as replacing an employee on sick leave or maternity leave.
Are temporary workers entitled to paid leave?
Yes. Temporary workers are entitled to paid annual leave for every assignment, whatever its length, with no waiting period, unlike employees newly hired on a permanent or fixed-term contract.
Can I turn down a temporary assignment?
Yes, a candidate registered with an agency is free to accept or decline an assignment offer, without affecting their registration or future assignment offers from Manpower.