Frequently Asked Questions

The applicable notice period is defined in the contractual agreement between your company and Payrolla.

In practice, this typically depends on:

• the terms agreed in the mission framework;
• the duration and structure of the engagement;
• and any specific clauses included in the contract.

As the employer, Payrolla manages the employment relationship and ensures that any changes to the mission are handled in compliance with Luxembourg labour law.

From the client’s perspective, any request to end a mission early must be communicated to Payrolla, which will review the situation and coordinate the appropriate next steps.

Salary indexation in Luxembourg is a legal mechanism that adjusts salaries in line with changes in the cost of living.

As Payrolla employees are employed under Luxembourg contracts, they are subject to the applicable indexation rules.

When an indexation is triggered:

• salaries are adjusted in accordance with the official index;
• the increase is applied to the employee’s remuneration as required by law;
• and the corresponding employer costs are also impacted.

In practice, this means that both the employee’s gross salary and the overall cost of the mission may be adjusted following an indexation event.

Payrolla ensures that indexation is applied in a compliant and transparent manner, and communicates any impact to both the employee and the client when relevant.

The payment terms for invoices are 30 days upon receipt. Invoices are automatically sent to the Payrolla account administrator on the last working day of the month.

After sending a formal notice, an additional amount of 15% is added to the outstanding and payable amount.

As a reminder, Payrolla's principle of Operational Excellence provides protection and the best compensation for external candidates. In this regard, our company is not a credit institution and therefore does not intend to support the cash flow of client companies.

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In this situation, you should contact Payrolla.

The validation of a mission and the onboarding process are coordinated by Payrolla within the employment and contractual framework. If a professional does not confirm or respond within the expected timeframe, Payrolla will follow up directly to clarify the situation.

Depending on the outcome, this may include:

• confirming the professional’s availability and intention to proceed;
• addressing any blocking points related to the mission or contractual setup;
• or, if necessary, stopping the process and exploring alternative options.

From the client’s perspective, it is important to rely on Payrolla to manage this stage, ensuring that the engagement is properly validated before the mission starts.

In this situation, you should inform Payrolla as soon as possible.

As the employer, Payrolla is responsible for managing attendance, absences, and any related follow-up. Once notified, Payrolla will:

• contact the employee to clarify the situation;
• verify whether the absence is justified (e.g. illness, exceptional situation);
• and take the appropriate actions in line with the employment framework and Luxembourg regulations.

From the client’s perspective, it is important not to handle the situation directly as an employer matter, but rather to escalate it to Payrolla.

Payrolla will then coordinate the response and, where necessary, discuss next steps with you to ensure continuity of the mission in a structured and compliant manner.

Yes, under certain conditions. A mission may be ended before its planned end date, provided that the terms defined in the contractual framework are respected.

In practice, this typically involves:

• applying the agreed notice period;
• respecting any specific termination clauses;
• and coordinating the transition with Payrolla.

As the employer, Payrolla manages the employment relationship and ensures that any changes to the mission are handled in compliance with Luxembourg labour law.

From the client’s perspective, it is important to communicate the request to Payrolla, which will review the situation and coordinate the appropriate next steps.

This approach ensures that any early termination is managed in a structured and compliant manner, while maintaining clarity between the mission framework and the employment relationship.

In this situation, Payrolla acts as the employer and remains your main point of contact to address any concerns.

In practice, you can share your feedback with Payrolla, including the elements that are not meeting expectations (performance, communication, alignment with the mission, etc.). Payrolla will review the situation and coordinate the next steps with the employee.

Depending on the context, this may include:

• clarifying expectations and objectives;
• supporting adjustments in the mission framework;
• implementing corrective measures;
• or, if necessary, organizing a structured transition or early end of the mission in line with the contractual terms.

Throughout the process, Payrolla ensures that actions are handled in a structured and compliant manner, respecting both the employment framework and the needs of the mission.

To sign a letter of mission with Payrolla, the process is simple:

1. Conduct an interview with a candidate.
2. If you want to hire the candidate for an assignment, you can submit your request to us in less than a minute, entirely automated.
3. The signature process is electronic.

Here's an additional step:If you create a simulation on our platform and the candidate accepts it, you have the option to directly convert the simulation into a letter of mission.

A letter of mission is valid for 48 hours after it is sent. After this period, if there is no response from the candidate, it will be canceled. You will be notified, and you can also withdraw the letter at any time if it has not been validated by the candidate.

Via email, we send you the invoice in PDF format for you to download, and we notify you of its availability in your company space within the platform.

Encountering an issue with an invoice? Contact us.

No. You can create a simulation on our platform and share it with a candidate. It does not commit you in any way. If the candidate accepts the simulation, you can directly convert it into a letter of mission.

Yes. A letter of mission commits your company, especially if the candidate receives it and accepts the corresponding contract.

If you wish to cancel the assignment of this external candidate before it begins, a flat-rate indemnity equivalent to 20 days of the daily rate will be invoiced to you, with a payment term of 30 days upon receipt.

A letter of mission is a contractual document that defines the framework of a specific engagement with a client. As such, it cannot be cancelled unilaterally without respecting the agreed terms.

In practice, the conditions for ending or modifying a mission depend on what is specified in the letter of mission, including:

• notice periods;
• termination conditions;
• and any specific contractual clauses.

If a situation requires ending a mission early, it must be discussed and coordinated between the client, the employee, and Payrolla.

Payrolla, as the employer, ensures that any modification or termination of the mission is handled in line with the contractual framework and Luxembourg employment rules.

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