Frequently Asked Questions

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.

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.

Payrolla, as the employer, assumes its responsibilities in accordance with Luxembourg employment law and the applicable contractual framework.

In practice, each situation is assessed on a case-by-case basis, taking into account:

• the nature of the damage;
• the context in which it occurred;
• the responsibilities of each party;
• and the contractual arrangements in place.

As part of its role, Payrolla ensures that appropriate insurance coverage and contractual protections are in place where required.

At the same time, the client remains responsible for the operational environment in which the mission is carried out, including supervision, tools, and working conditions.

In the event of an incident, Payrolla coordinates with the relevant parties to review the situation and determine the appropriate course of action in a structured and compliant manner.

It's incredibly easy.

All you need to do is create a free company account on our platform. A framework contract will be generated and submitted for secure electronic signature.

Of course, this process is entirely free, with no commitment or purchase obligation.

Payrolla is specifically designed to avoid situations of false self-employment by structuring engagements within a formal Luxembourg employment framework.

When a professional works through Payrolla:

• they are employed under a Luxembourg employment contract;
• Payrolla acts as the legal employer;
• payroll, taxes, and social security contributions are handled in full compliance;
• and HR, administrative, and contractual responsibilities are managed by Payrolla.

This ensures that the professional is not operating as a self-employed individual in a situation that would legally qualify as employment.

At the same time, the client defines the mission objectives and operational context, while Payrolla retains employer authority over employment-related matters such as contracts, payroll, leave, and compliance.

By clearly separating the roles of the client and the employer, Payrolla provides a structured and compliant alternative to freelance arrangements that could otherwise be reclassified as false self-employment.

No. The employment contract is concluded between the candidate and Payrolla.

Payrolla acts as the legal employer and is responsible for all employment-related matters, including:

• the employment contract;
• payroll and salary payments;
• social security and tax declarations;
• HR administration and compliance.

Your company does not enter into an employment relationship with the candidate. Instead, the collaboration is structured through a contractual agreement with Payrolla that defines the mission, its scope, and the applicable terms.

This setup allows your company to work with qualified professionals within a structured and compliant framework, without taking on the obligations of a direct employer.

No. In order to reduce administrative burden for executives and companies, Payrolla allows you to fill out all necessary information for the framework contract, regardless of your role within the company.

Subsequently, you can provide the contact information for the legal representative or official responsible person. This individual will be the recipient of the final document(s) to review and sign electronically.

No, not necessarily. If the person responsible for the administration of the Payrolla account grants you the permissions, you have the option to create a letter of mission yourself. In most cases, managers who are responsible for a budget are granted this authority by procurement services, human resources, and/or top management.

Yes. A company may offer a permanent employment contract directly to a Payrolla employee, subject to the applicable contractual conditions.

In practice, this typically requires:

• completion of an initial mission period (generally at least 3 months);
• prior notification to Payrolla within the agreed timeframe (usually before the end of the mission);
• and the application of a conversion fee, calculated as a percentage of the employee’s annual compensation.

These conditions are defined in the contractual framework agreed between Payrolla and the client.

Payrolla supports this transition process to ensure a smooth handover from the mission framework to direct employment.

We see this as a natural evolution when a collaboration proves successful, and we are always pleased to support companies in building long-term relationships with the professionals they work with.

Yes, like any document, you can download them to your computer and save them on your internal tools.

Yes. Payrolla protects its employees and client companies from incidents, claims, or damages that may occur or could occur in the workplace of the assignment.

For more information about the insurance coverage provided, please refer to your framework contract.