Hiring foreign workers in Luxembourg

The employer drives the ADEM step first, then hands the original certificate and signed contract to the worker so the authorisation-to-stay file can be lodged.

• Declare the vacancy to ADEM and request the certificate to hire a third-country national if no suitable candidate is found after the published wait.
• Issue the signed Luxembourg-law-compliant employment contract and keep its terms aligned with the immigration file.
• Check the worker's authorisation before work starts, keep a copy during the contract, and notify immigration when the working relationship begins.

The employer supplies the high-skill offer, role definition, and pay package that make the Blue Card case work, and the route is published as exempt from the labour-market test even though the vacancy declaration step remains on the page.

• Issue a contract for at least 6 months with Blue Card-level pay and a role that matches the worker's higher professional qualifications.
• Keep the route file internally consistent on title, salary, sector, and qualification level because those are core Blue Card tests.
• Notify immigration in writing within 3 working days from the first day of work.

The host institute anchors the case through the signed hosting agreement and the financial statement of support, so the institute rather than ADEM is the decisive sponsor-side actor.

• Use an approved research institute and have the competent bodies accept the research project before the hosting agreement is signed.
• Issue the signed hosting agreement and the financial statement of support in the route's expected form.
• Stay available for renewal-stage support, including the documents tied to the worker's continuing affiliation and research basis.

The Luxembourg host company submits the temporary authorisation-to-stay request and has to prove the group relationship, the transfer terms, and the worker's role category.

• Submit the considered and detailed application before entry instead of leaving the ICT case entirely to the worker.
• Provide the group-relationship evidence plus the transfer agreement or assignment letter with dates, host location, role category, remuneration, and return conditions.
• Make sure the worker's prior employment period and the same-group structure are documented well enough for immigration review.