Frequently Asked Questions

Working through Payrolla offers an alternative way to carry out professional missions within a structured Luxembourg employment framework.

Unlike self-employment, this approach allows professionals to:

• benefit from a Luxembourg employment contract;
• access social security coverage (health, pension, unemployment);
• receive a regular salary through a managed payroll process;
• and rely on a centralized framework for administrative and HR matters.

At the same time, professionals can continue to work on defined missions with clients, maintaining a high level of flexibility in their activity.

Payrolla handles the employment, payroll, and compliance aspects, allowing professionals to focus on their work while ensuring alignment with Luxembourg legal and administrative requirements.

This model is particularly relevant when the working conditions are closer to an employment relationship, providing a structured and compliant alternative to independent status.

In Luxembourg, it is a requirement for the employee to inform their employer on the first day of their absence and provide a medical certificate no later than the third day of absence.

At Payrolla, you only work on weekdays (Monday to Friday). Therefore, we do not allow the reporting of sick leave during the weekend or on a public holiday.

Payrolla validates your working time as your employer.

In practice:

• you declare any relevant elements (such as absences) through your personal space;
• the client may confirm that the service has been delivered for operational and invoicing purposes;
• Payrolla reviews and validates the working time and payroll elements.

Payrolla approves your leave requests as your employer.

In practice, leave requests are submitted through your personal space and reviewed by Payrolla to ensure compliance with your employment contract and Luxembourg labour law.

The client may be consulted to assess the operational impact of the leave on the mission, particularly for planned absences. However, the final decision remains with Payrolla.

This approach ensures that leave is managed in a structured and compliant way, while taking into account both the employee’s rights and the continuity of the mission.

At the end of a mission, Payrolla performs an administrative and payroll review of your file.

This includes:

• final remuneration elements;
• declared expenses;
• leave balances;
• and any applicable adjustments or reserves.

The amounts available in your Payrolla Wallet are then processed in accordance with:

• your employment contract;
• payroll rules;
• and applicable legal and administrative obligations.

Any remaining balance is handled through the appropriate payroll or reimbursement mechanisms, and full details are made available in your personal space.

To ensure the smooth operation and continuous improvement of its platform, Payrolla applies a fixed deduction of €399 per month from the amount invoiced to your client, for the entire duration of your assignment.

This rate—the most competitive in Luxembourg—is designed for one purpose: to guarantee you the highest possible purchasing power.

By keeping a fixed and transparent margin, we maximize your net remuneration and allow you to fully benefit from the social and tax advantages of Luxembourg employee status.

For comparison, traditional consulting firms generally retain between 20% and 50% of your monthly invoicing, which significantly reduces your final income.

With Payrolla, you keep more of your value—every month.

Calculate your net income and purchasing power instantly using the simulator available on our platform.

The duration of the probation period is defined in the employment contract and must comply with Luxembourg labour law.

In practice, Payrolla generally applies a probation period of up to 6 months, depending on the role, level of responsibility, and remuneration.

The probation period must be clearly specified in writing before the start of the employment contract and is subject to legal limits, which vary based on the employee’s salary and profile.

Each situation is reviewed individually to ensure that the probation period is appropriate, clearly defined, and compliant with the applicable legal framework.

There is no standard minimum duration applicable to all missions.

However, a mission must be real, documented, and sufficiently clear to justify the engagement. Payrolla examines each mission based on its context: planned duration, objectives, execution conditions, budget, workplace, profile sought, and compliance of the file.

The minimum daily rate required to become an employee at Payrolla is €300 excluding VAT.

If your rate falls below this threshold, feel free to reach out to traditional consulting firms or Luxembourg temp agencies that can assist you.

Payrolla prioritizes defined, structured, and regularly reassessed missions.

In practice, missions are generally defined for a limited duration, often between a few months and two years. A mission may be extended or renewed only if it remains compatible with the contractual framework, the client’s actual needs, and Payrolla’s obligations as an employer.

Payrolla avoids situations where a mission would be indefinite, undocumented, or comparable to permanent integration of the employee into the client’s organization.

At Payrolla, we operate under the assumption that you work 100% of the time you're engaged.

Instead of entering your timesheets, you only need to report your monthly absences (sick leave, legal leave, etc.), and your timesheets are generated automatically.

That, is what we call Operational Excellence.

A Payrolla employee’s compensation is structured within a Luxembourg employment framework and is based on the conditions of the mission and the applicable payroll rules.

It may include:

• Base salary, defined in the employment contract;
• Variable elements, depending on the mission structure;
• Social security contributions, ensuring access to Luxembourg benefits;
• Tax withholding, in accordance with applicable regulations;
• Optional benefits, where applicable and compliant with the legal framework;
• Reimbursements or specific elements, depending on the situation and conditions.

The overall structure is built based on the agreed mission budget, ensuring that all elements are handled transparently and in line with Luxembourg employment, tax, and social security rules.

Payrolla provides visibility on how the compensation is calculated, allowing both the employee and the company to clearly understand the breakdown and associated costs.

To register for free and create your account, you will need:

• A valid email address (which will be used to receive notifications relevant to your activity)
• Set a "strong" password

Tips for setting a "strong" password:

• Use at least 8 characters
• Use a mixture of letters, numbers, and special characters (e.g., #, $, !)
• Combine words and symbols in a unique phrase
• Avoid common words and word + number combinations (e.g., "dog1")

Once your email address is validated, you will have instant access to your dedicated personal account!

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As a Payrolla employee, you are entitled to 26 days of legal annual leave, which you can start using at the end of the third month of your assignment, and on a pro-rata basis for the months worked.

You also benefit from the legal public holidays in Luxembourg.

Note: When a legal public holiday falls on a weekend, it will automatically be moved to the next business day (for example: if a public holiday falls on a Saturday, it will be automatically moved to the following Monday).

The Payrolla Wallet is a tracking and management feature within your personal space that allows you to monitor certain elements related to your remuneration and professional activity.

It may include, depending on your situation:

• expense tracking and reimbursements;
• benefits or specific budget allocations;
• reserves related to payroll and contractual obligations;
• and other elements linked to your employment framework.

The Payrolla Wallet is not a bank account or a payment account. It is a structured interface used to organize and follow these elements in a transparent way.

All amounts are managed and processed in accordance with:

• your employment contract;
• payroll rules;
• and applicable tax and social security regulations.

This tool provides visibility and clarity, while ensuring that all financial elements remain aligned with a compliant employment framework.

To obtain an employment contract with Payrolla, certain conditions must be met to ensure a compliant setup under Luxembourg law.

In particular, this includes:

• having the right to work in Luxembourg, or being able to obtain it;
• providing the required administrative information for employment and payroll;
• and being engaged in a mission that is clearly defined and compatible with the Luxembourg employment framework.

Payrolla will request the necessary documents to prepare your onboarding, such as:

• identification documents;
• contact and address details;
• bank details;
• and any information required for payroll and social security registration.

Each situation is reviewed individually to ensure that the employment can be structured in a compliant, secure, and consistent manner.

In accordance with Luxembourg legislation, you may be eligible for unemployment benefits as provided in the Grand Duchy.

Please refer to the guichet.lu website for more information.

As a Payrolla employee in Luxembourg, you contribute to the Luxembourg social security system in accordance with applicable rules.

This may entitle you to social benefits, including:

• unemployment benefits;
• pension (retirement) rights;

subject to meeting the legal conditions defined by the competent authorities.

Your eligibility depends on several factors, including:

• your contribution history;
• your employment duration;
• your personal and residence situation;
• and the specific conditions set by Luxembourg law.

Payrolla ensures that all required contributions are properly declared and paid, and provides the necessary employer documents to support your applications.

You can find more information on the website www.guichet.lu

Yes. Payrolla processes salaries on a monthly basis in accordance with your employment contract and the applicable Luxembourg framework.

Salary payments are made once the required elements have been validated, including:

• an active employment contract;
• confirmed mission activity;
• declared absences, if any;
• and completion of the payroll process.

Payrolla ensures a structured and predictable payroll cycle, providing regular visibility on your remuneration.

Yes, in most cases. When a company already knows the professional they wish to work with, Payrolla does not charge additional recruitment or sourcing fees.

The company enters into a contractual relationship with Payrolla for the mission, and the associated costs are integrated into the overall engagement structure (including remuneration, employer charges, and Payrolla’s fixed fee model).

Additional fees may apply only if Payrolla is specifically requested to provide recruitment support or sourcing services.

This approach allows companies to engage professionals in a structured and compliant way, without added complexity or unexpected costs when the relationship is already established.

Yes. If you identify a new mission that is compatible with the Payrolla framework, you can continue your employment with Payrolla.

Before starting the new mission, Payrolla will review the key elements, including:

• the mission scope and conditions;
• the client setup;
• the proposed rate;
• and the overall compliance with Luxembourg employment rules.

If the framework is appropriate, the new mission can be structured within your existing employment relationship, typically through a new mission agreement or an update to your current setup.

This approach allows continuity of employment while ensuring that each mission remains clearly defined, structured, and compliant.

Yes, in many cases this is possible, provided that your situation allows for a compliant employment setup under Luxembourg law.

To be employed by Payrolla, you must meet the applicable requirements, including:

• having the right to work in Luxembourg, or being able to obtain it;
• providing the necessary administrative information for employment and payroll;
• and being engaged in a mission that is compatible with the Luxembourg employment framework.

Depending on your nationality and residence status, additional steps may be required before starting your activity.

Payrolla reviews each situation individually to ensure that the employment can be structured in a compliant and secure manner, and supports you in preparing the necessary administrative elements.

This approach allows professionals to access a Luxembourg employment framework while ensuring full alignment with local legal and administrative requirements.

Payrolla can only hire people who have the right to work in Luxembourg or who can obtain it before the start of the mission.

Third-country nationals must generally have a work authorization or an appropriate residence permit before starting salaried activity in Luxembourg. The rules depend on nationality, country of residence, residence status, and the personal situation of the candidate.

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Our principle is simple:

In Luxembourg, you work an average of 18,5 days per month

• We multiply it by the daily rate
• Payrolla's fee is directly deducted from this gross amount.
• Then, approximately 80% of the remaining amount is used as basis for computing your salary.
• The remaining 20% is saved for your attendance bonus
• Once you have worked for a full 3 months, your attendance bonus is automatically triggered in December.

To get a more precise idea, you can use the simulation tool.

Furthermore, feel free to compare this simulation with your current compensation or make inquiries with other firms to appreciate the benefits provided by Payrolla.

Payrolla is designed to maximize the portion of the mission budget that is converted into employee remuneration, while ensuring full compliance with Luxembourg employment, tax, and social security rules.

This is achieved through:

• a transparent pricing model, with a fixed monthly fee rather than percentage-based margins;
• a clear structuring of remuneration, allowing the optimization of salary, benefits, and applicable elements;
• controlled administrative costs, thanks to a streamlined and centralized platform;
• and a compliant framework, avoiding unnecessary overhead or risks that could impact net income.

Payrolla also provides simulation tools to give full visibility on how a daily rate translates into net salary, allowing both the company and the professional to make informed decisions.

Yes. As a Payrolla employee, you can resign at any time, including during an ongoing assignment, provided that you respect the terms of your employment contract and applicable Luxembourg labour law.

This includes:

• submitting a clear and formal resignation;
• respecting the applicable notice period, which depends on your seniority;
• and ensuring a proper transition of your responsibilities where required.

Payrolla, as your employer, will support you throughout the process and coordinate with the client to ensure that the end of the mission is handled in a structured and professional manner.

Yes, all employment contracts with the Payrolla platform are digitally submitted, utilizing a secure electronic signature process.

Your documents are automatically exchanged with the client company and then sent to your email address. They can also be accessed in PDF format from your personal account on the platform.

Yes, in certain situations. Payrolla can facilitate access to company vehicles through selected partners, subject to availability and the conditions of your mission and employment framework.

Company vehicles are typically offered under specific arrangements, such as short-term leasing solutions, and may be integrated into your overall remuneration package depending on your situation.

If you are interested, you can discuss your needs with Payrolla, and we will review the available options and associated conditions with you.

As part of our broader mobility approach, it is also worth noting that public transportation (bus, tram, and train) has been free of charge in Luxembourg since 2020, offering a convenient and sustainable alternative for daily travel within the country and the Greater Region.

Yes, subject to certain conditions. Payrolla allows the declaration of professional expenses, provided they are justified, compliant, and directly related to your professional activity.

To be eligible, expenses must:

• be incurred in the context of your mission;
• be necessary for the execution of your work;
• be supported by valid receipts or invoices;
• comply with Luxembourg tax and social security rules.

Expense claims are submitted through your Payrolla personal space and are reviewed before validation. Depending on the nature of the expense, they may be reimbursed or treated according to the applicable payroll and tax framework.

A processing fee of €99 is applied (deducted from your reserve) for the handling of expense claims, covering up to 40 items. To optimize this fee, we recommend submitting your expenses in bulk whenever possible.

Payrolla ensures that all expense processing is handled in a structured and compliant manner, allowing you to manage your professional costs transparently and securely.

Yes, in certain situations. However, a change of client during an ongoing mission must be handled within the contractual framework.

The letter of mission defines the conditions of the engagement with the current client, including duration and termination terms. If you wish to change client before the end of the assignment, the existing mission must first be properly closed or adjusted in accordance with those terms (e.g. notice period or mutual agreement).

Payrolla, as your employer, will review the situation with you and coordinate with the client if needed. Once the current mission is properly concluded, a new mission with another client can be structured.

This allows you to maintain continuity of your employment with Payrolla, while ensuring that each mission is managed in a clear, compliant, and structured way.

Yes. Payrolla can structure part-time employment arrangements, provided that the setup remains compatible with Luxembourg employment law and the conditions of the mission.

Part-time work must be clearly defined in the employment contract, including:

• the working time and schedule;
• the remuneration;
• and the organization of the mission.

In practice, the feasibility depends on the nature of the mission and the client’s operational needs. Some roles are naturally compatible with part-time arrangements, while others may require a more consistent presence.

Before starting, Payrolla reviews the mission and ensures that the part-time structure is coherent from a contractual, operational, and compliance perspective.

The cost for a company is zero, and our service offers them numerous advantages.

In addition to enabling them to reduce the commission of traditional consulting firms, thus maximizing your net compensation, Payrolla guarantees them:

1. Simplicity through automated timesheets, centralized information, feedback system, end-of-assignment management - all in just one click.
2. The possibility to hire you at the end of your assignment.
3. Security through certified electronic signatures and compliance with current GDPR regulations.
4. Full transparency in relation to tax authorities.

Yes, Payrolla protects you from incidents, losses, or damages that have occurred or may occur at your mission workplace.

Yes. The end of a client mission does not automatically terminate your employment contract with Payrolla.

Your employment relationship is with Payrolla, not with the client. As long as your employment contract remains active, Payrolla continues to act as your employer and remains responsible for the employment framework.

At the end of a mission, Payrolla reviews the situation with you. This may include:

• extending the current mission;
• starting a new mission with another client;
• identifying redeployment opportunities;
• or, where applicable, applying the legal rules governing the end of the employment relationship.

This approach ensures continuity and allows missions to evolve within a structured and compliant employment framework.

Yes. As soon as your payslip is available in your personal account, you will receive an email notification that allows you to view or download it in PDF format.

At any time, you can access the history of your archived payslips on your personal account.

Yes, certainly. As a Luxembourg employer, we contribute to the mandatory portion so that you can benefit from services provided by the Luxembourg National Health Fund, just as the difference from gross to net includes your participation in the national health fund.

No, given the highly advantageous healthcare system in Luxembourg and the reimbursement rate for health services by the Luxembourg National Health Fund, Payrolla does not provide supplementary health insurance.

For more information, please refer to the website of the Luxembourg National Health Fund.

Yes, of course. As a Luxembourg employer, we contribute to the mandatory portion so that you can benefit from a retirement pension, just as the difference from gross to net includes your participation in the pension fund.