Payrolla is a Luxembourg platform that combines technology, payroll, HR management, and mission structuring.

Our role is to simplify access to Luxembourg employee status for talents who carry out missions for clients, while ensuring professional management of employer obligations.

Payrolla is not a simple invoicing platform. Payrolla acts as the employer when the talent is employed by Payrolla, and as such retains the responsibilities linked to the employment contract.

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.

Payrolla validates the timesheets as the employer.

In practice

• the client may confirm that the services have been delivered, for operational and invoicing purposes;
• Payrolla reviews and validates the working time and related payroll elements;

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The assessment of skills is shared between the client and Payrolla, at different stages of the engagement.

In practice:

• the client evaluates whether a professional’s profile, experience, and skills match the needs of the mission;
• Payrolla reviews the overall consistency of the profile within the employment and contractual framework;
• and the final decision to proceed is based on mutual validation.

Payrolla does not act as a guarantor of performance, but ensures that each engagement is structured with a clearly defined role, scope, and expectations.

This approach allows companies to select the professionals best suited to their needs, while ensuring that the engagement remains properly framed and compliant.

We ask for your bank account number for one simple reason: it’s through this account that we pay your salary at the end of each month while you are on assignment. Providing this information ensures that your payments are processed quickly, securely, and without interruption.

To give you complete peace of mind, we encourage you to keep an eye on your bank statements and notify us immediately of any unusual activity. Our contact center is here to support you and ensure the security of your information at every step.

Your account, your salary, your security — we look after all three.

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 is aimed at professionals, consultants, specialized talents, and companies who wish to organize a mission in Luxembourg within an employment framework that is structured and compliant.

Payrolla allows a talent to benefit from a Luxembourg employment contract, local payroll, social security coverage, centralized administrative management, and a secure personal space.

For companies, Payrolla facilitates the setup of missions in Luxembourg without complicating their internal organization. Payrolla takes charge of the obligations related to its role as employer: employment contract, payroll, declarations, leave, absences, HR documents, administrative follow-up, and compliance management.

The client defines the objectives of the mission, the operational needs, and the acceptance criteria of the service. Payrolla retains the HR, administrative, and disciplinary authority linked to the employment contract.

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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.

Payrolla employs qualified professionals whose situation allows for a compliant engagement within a Luxembourg employment framework.

Typical profiles include:

• consultants and subject-matter experts;
• IT and digital professionals;
• finance, compliance, and operations specialists;
• project managers and business professionals;
• and other skilled roles requiring a defined mission context.

Each engagement must correspond to:

• a real and clearly defined mission;
• working conditions compatible with an employment relationship;
• a remuneration level aligned with Luxembourg requirements;
• and a complete and compliant administrative setup.

Payrolla reviews each situation individually before employment to ensure that all conditions are met and that the framework remains structured, coherent, and compliant.

Payrolla hires exclusively external professionals whose situation allows for an employment contract that is fully compliant with Luxembourg labour legislation.

This means that every individual we employ must meet the legal requirements related to working in Luxembourg, particularly regarding:

• the minimum remuneration, as defined by the Luxembourg social minimum wage;
• the legal framework governing salaried work applicable to assignments carried out within the territory of the Grand Duchy.
  

To verify these criteria, you can consult the official amounts and regulations directly on MyGuichet.lu, the primary platform for administrative information in Luxembourg.

In summary: Payrolla employs only professionals whose mission and remuneration make it possible to establish a 100% compliant employment relationship, ensuring safety, protection, and transparency for all parties involved.

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In its mission to streamline the work of external professionals in Luxembourg, Payrolla offers negotiated favorable rates to its externals or client companies.

Whether it's assistance with settling in, housing search, training or coaching, insurance offerings, or convenience services, the Payrolla network is open and available to all digitally-driven Luxembourgish companies.

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.

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.

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.

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.

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.

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.

At Payrolla, we operate on the principle that our externals are motivated and that when they commit, they work 100% of the projected time.

That's why we offer the EasyTimesheets management system.It's a time sheet system designed to simplify your life. Instead of entering their time sheets on a monthly basis, which requires you to validate them, both you and the external have the ability to declare their monthly absences (such as legal sick leave, etc.).

Subsequently, their time sheets are generated and automatically sent to you.

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.

Working with Payrolla allows companies to structure engagements with professionals in Luxembourg within a clear and compliant employment framework.

Key benefits include:

• Simplified setup
  Engage professionals quickly without setting up a local entity or managing complex administrative processes.
• Full employment compliance
  Payrolla acts as the employer and manages employment contracts, payroll, social security, and HR obligations in line with Luxembourg regulations.
• Clear separation of roles
  The client focuses on defining mission objectives and business needs, while Payrolla handles the employment and administrative framework.
• Cost visibility and transparency
  A structured model with clear pricing allows full visibility on the overall cost of the engagement.
• Operational flexibility
  Ability to work with qualified professionals on defined missions, with a framework that can evolve over time.
• Reduced administrative burden
  Payrolla centralizes HR, payroll, and compliance management, allowing your teams to stay focused on operational priorities.

This approach enables companies to work with professionals in a structured, efficient, and compliant way, while maintaining flexibility and clarity in their engagements.

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).

In short, no information can be shared via email by Payrolla. Payrolla uses email solely to communicate information to you, never to ask for information from you.

If you have received an email asking for information, please ignore it and delete it.

Payrolla will only inform you of events occurring on your employment contract or account. For example: a new contract awaiting signature, a new available simulation, details of your generated monthly salary, etc.

All of this information will be available in your secure Payrolla personal account.

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.

Payrolla offers three services to companies:

1. Free Management of Your External Consultants: If you know external consultants but can't directly hire them, or if you want to offer them the assurance of the best remuneration without increasing your budgets, Payrolla provides a free solution to manage the entire lifecycle of an external consultant within your organization. External consultants can also initiate this process directly without using our paid services. You receive an email from the external consultant offering to submit a simulation that you can convert into a mission letter.
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2. Recruitment of an External Consultant from the Payrolla Network: If an external consultant completes a mission within your company and you want to hire them permanently, with just one click, we allow you to make them an offer through our platform. Upon their agreement, our fee is equivalent to 10% of the proposed gross annual package to the external consultant.
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3. "It's a Match!" Active Matching by Artificial Intelligence (AI): If you want to use our Payroll-AI system to immediately benefit from suitable candidates, you can inform us with one click that you wish to use AI-based matching. If successful, our fee is equivalent to 10% of the annual billing based on 220 working days.

Want to go further?If you still haven't found what you're looking for and need a dedicated headhunter, you can take advantage of our negotiated headhunting offer. Contact us for more details.

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Payrolla offers two additional recruitment assistance services, charged at a transparent rate of 10% margin, only in the case of success.

- Recruitment of an external candidate from the Payrolla network

- The matching system between your search and profiles in the Payrolla network

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.

If we don't need to passively search for an external candidate (via our Jobboard) or proactively (via Payrolla-IA), our service is completely free.

Free Services by Payrolla for Companies:

• No cost if not using passive (Jobboard) or proactive (Payrolla-IA) external candidate search - COMING SOON

Included Services:

Digital Space:

• Summary dashboard
• Movement notifications
• Mission cycle tracking
• Task reminders for completion or validation

Human Resources:

• Unlimited simulation creation and submission
• Automatic creation and validation of letter(s) of mission
• Ongoing and approved compensation simulations
• Contract cycle tracking and validation
• Electronic document signatures
• Archiving and document history
• Consultation and validation of timesheets using EasyTimesheet
• Management of leave requests, with access to the absence schedule at any time
• Management and declaration of paid and/or extraordinary leave

Additional Inclusions:

• 24/7 email support and contact.

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

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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Yes, Payrolla can be an alternative to self-employment for professionals who wish to maintain a certain flexibility of missions while benefiting from the security of employee status.

Instead of creating a company, managing accounting, taking out insurance, preparing invoices, and following administrative obligations, the professional can work within the framework of a Luxembourg employment contract with Payrolla.

They benefit from salaried remuneration, social protection, a structured HR framework, and simplified administrative management

Yes. Payrolla is a company established in Luxembourg.

This allows Payrolla to:

• offer Luxembourg employment contracts;
• manage local payroll and social security contributions;
• and operate within the legal, tax, and administrative framework of the Grand Duchy.

Being locally established ensures that all employment and payroll activities are handled in line with Luxembourg regulations, providing a structured and compliant framework for both professionals and client companies.

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

Before starting the mission, Payrolla reviews the professional’s situation, including:

• their right to work in Luxembourg;
• their residence status;
• and the administrative requirements related to employment and payroll.

Depending on the profile, additional formalities may be required before the start of the activity.

Payrolla supports the preparation of the administrative framework and ensures that the engagement is structured in line with Luxembourg legal and regulatory requirements.

This approach allows companies to work with international professionals while maintaining a compliant and structured employment framework.

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For information, the third-country national must apply for a work permit from the Immigration Department of the Ministry of Foreign and European Affairs.

More information

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. Payrolla processes payroll on a monthly basis in accordance with the 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, allowing employees to receive their remuneration on a regular basis.

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.

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.

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.

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.

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.

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.

If you've forgotten your password, don't worry.

For security reasons, Payrolla encrypts all passwords, so it's not possible to retrieve it.

The solution: You can set a new password using the "Forgot password" feature.

After confirming your email address, an email will be sent to you inviting you to confirm the password change. Through the email, you'll access a secure page to define your new password.

Your personal space remains accessible after the end of your mission, subject to your contractual situation and applicable data retention rules.

You will continue to have access to your documents and information for a reasonable period, allowing you to:

• download your payslips and administrative documents;
• access your personal data;
• and complete any necessary follow-up actions.

Payrolla retains certain data in accordance with legal and regulatory requirements, particularly for payroll and employment records.

If you wish to delete your account or exercise your data rights, you may request it at any time.

You may also be contacted regarding new mission opportunities or future collaboration with Payrolla.

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.

Learn more

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.

Yes, in certain situations. Payrolla can work with consulting firms that need to structure engagements in Luxembourg within a compliant employment framework.

In this setup:

• Payrolla acts as the legal employer of the professional;
• the consulting firm remains responsible for its client relationship and the overall service context;
• and each engagement is structured through clearly defined missions and contractual arrangements.

Payrolla manages all employment-related aspects, including:

• employment contracts;
• payroll and social security;
• HR administration and compliance.

Before any engagement, Payrolla reviews the structure to ensure that:

• roles and responsibilities are clearly defined;
• no ambiguity exists regarding employer authority;
• and the overall setup remains compliant with Luxembourg regulations.

In some cases, depending on how the engagement is organized, a different structure may be more appropriate.

Sometimes, malicious individuals create fake emails or websites designed to resemble Payrolla. These sites can be used to attempt to steal personal information, such as your password to access your account. This is often referred to as "phishing" or "identity theft."

If you receive an email or are directed to a website that looks like Payrolla but asks for confidential information, be cautious.

- Look for legitimate links: Fraudulent emails may contain links to fake Payrolla web pages that attempt to steal your information. Do not click on links in emails you are unsure about. When visiting Payrolla, pay attention to the URL; it should always start with https://www.payrolla.lu or https://app.payrolla.lu. If you click on a link that takes you to a page that looks like Payrolla but does not start with these addresses, it's a fraudulent page and you should close it. When in doubt, always start from the Payrolla homepage. Type https://www.payrolla.lu into your browser and go from there. Pay close attention to any misspellings of the Payrolla name. If Payrolla is misspelled in the website address, the website is fake and should be closed.
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- Look for a lock icon in your browser: You can determine if a website is secure by looking for a lock icon in your browser's address bar. All Payrolla pages will display this icon. If the lock icon is not present in the address bar, your connection to the website is not secure, and you should not enter any personal information.
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- Beware of threatening tones: Fraudulent emails and websites often have an urgent tone and threaten to suspend the account, miss out on data, or delay payment if you do not click a link or provide certain information immediately. If it's genuinely important, you will typically find more information in your Payrolla dashboard. If you have any doubt about the authenticity of an email, log in to your account and go from there.

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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.

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.

When it comes to creating a secure password, the more symbols and numbers, the better.

Make your password unique!Ensure that your Payrolla password is different from passwords you use for other websites, such as your email, bank account, or social media accounts. This way, security issues on those sites are less likely to impact your Payrolla account.

We recommend using iCloud Keychain, 1Password, Google Password Manager, or any other trusted password manager to generate a strong and unique password that will be stored on your computer and protected by a master password.

Tips for setting a "strong" password:

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

The longer your password, the more difficult it will be to guess.

Within your organization, the mission order creator is designated as the default approver. You can select an additional person with the authority to approve the time sheets of the worker on assignment.

Whether it's to involve other departments (e.g., IT and Procurement) or simply to ensure time sheet approval when you're on leave.

As a Payrolled employee, the worker is entitled to 26 days of annual legal leave, which can be taken starting from the end of the third month of their assignment and proportionally based on the months already worked.

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.

The daily rate is agreed directly between the company and the professional, based on the scope of the mission, the level of expertise required, and market conditions.

Payrolla can support this process by providing guidance and simulation tools to ensure that the proposed rate is consistent with:

• the expected level of remuneration;
• employer costs and applicable charges;
• and the overall Luxembourg employment framework.

Once agreed, the daily rate is used as the basis for structuring the employment package, including salary, potential benefits, and associated costs.

This approach ensures transparency for both the company and the professional, while maintaining a coherent and compliant remuneration structure.

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.

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.

Our priority is to protect your account, and here's how you can also help safeguard your information.

• Start with a strong password: Your Payrolla password should be unique and strong. We recommend using a password manager such as iCloud Keychain, 1Password, Google Password Manager to generate a strong and unique password that will be stored on your computer and protected by a master password. Payrolla's password policy requires at least 8 characters, including letters, numbers, and special characters.
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• Check for the secure "https" lock: If it's included at the beginning of a URL, your connection is encrypted, which safeguards the integrity and confidentiality of your data. Some browsers may also display a lock icon next to the URL to let you know it's secure. Type https://www.payrolla.lu directly into your browser to start. Or, if you click on a link in an email, verify the destination URL before logging in.
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• Stay up to date: Look for software updates that protect you from security risks.
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• Install reliable antivirus software to prevent and remove common viruses or other types of cyberattacks.
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• In general, always verify the sender of an email you receive: don't click on links and don't download attachments from an email unless you know who sent it.
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• Contact us by email if any information sent to you seems inappropriate.

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The protection of personal data is a priority for Payrolla.

Password protected areas, access protocol, non-transmission policy, encryption of sensitive data, statistical use from anonymized data, monitoring of our subcontractors or possible digital partners: we scrupulously respect the regulations in action and consider the specificities of Luxembourg.

For any question: contact by email dpo@payrolla.lu

No. Payrolla does not rely on a model of disguised self-employment.

When Payrolla engages a talent, they become an employee of Payrolla within the framework of a Luxembourg employment contract. Payrolla then assumes its employer obligations: payroll, leave, absences, declarations, HR documents, administrative follow-up, and compliance with the applicable legal framework.

The client may define the objectives of the mission and validate the service provided, but does not become the employer of the Payrolla employee and must not exercise disciplinary or administrative authority over them.

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.

You can create a user account and access your dedicated secure space by clicking on the "SIGN UP" button located at the top right of all pages on the payrolla.lu website.

You can sign up for free, either as an "External" (I want to be Payrollé) or as a company (I want to hire).

You have three registration methods to choose from:

1. By entering a valid email address
2. By logging in through your LinkedIn account
3. By logging in through your Google account

Important: Each method is independent of the others, and it's not possible to link accounts opened with different methods.

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.

All content is currently available in English and French, you can change the display language by selecting the language options provided at the bottom of the menu.

Your preference will be saved for your next visit.

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.

The personal information you provide in your dedicated personal space is important, as it is used for the automatic generation of your employment contract and official documents.

For security reasons, you cannot modify this information on your own. To update your personal information, please contact our support team by email, informing them of the information you want to change and the new details.

Changes will typically be made within approximately 24 hours.

You can delete your account from your personal space by clicking on the "My Profile" tab, then "Personal Data," and then "Delete My Account."

However, this option is not allowed if you have an ongoing mission, as it is the only way for you to receive all the administrative documents from your employer Payrolla that provide access to social benefits.

The email address linked to your dedicated Payrolla personal space is important.

For security reasons, you cannot change it on your own. To modify your email address, please contact our support team by email, providing your new desired email address.

You can delete your Enterprise account from your space by clicking on the "Profile" tab and then selecting "Delete Account."

However, please note that this option is not available if you have ongoing missions.

To change your phone number, go to your Payrolla personal space by clicking on "LOG IN."

Then click on the section titled "My Profile," and then "Contact."

You have the option to enter a European phone number so that we can contact you if needed.

You can change your password at any time using the "Forgot password" feature.

After confirming your email address, a message will be sent to you inviting you to set your new password.

Click on "Set my new password" to access a secure page and define your new password.

Then click "Submit."

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.

The protection of personal data is a priority for Payrolla.

We secure your personal space with a password, access protocols, a non-disclosure policy, encryption of banking data, and use statistics from anonymized data. We are vigilant in complying with the GDPR framework with our subcontractors or potential digital partners. We strictly adhere to the regulations in force and consider Luxembourg's specificities.

If you have a question, please contact us via email at dpo@payrolla.lu.

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.

No. Payrolla does not rely on a model of disguised self-employment.

When Payrolla engages a talent, they become an employee of Payrolla within the framework of a Luxembourg employment contract. Payrolla then assumes its employer obligations: payroll, leave, absences, declarations, HR documents, administrative follow-up, and compliance with the applicable legal framework.

The client may define the objectives of the mission and validate the service provided, but does not become the employer of the Payrolla employee and must not exercise disciplinary or administrative authority over them.

Yes. Payrolla supports the continuous development of its employees’ skills, which can also benefit the quality and performance of the missions delivered to client companies.

Depending on the situation, employees may access training, certifications, or coaching aligned with their role and the requirements of the mission.

Training initiatives are reviewed and managed by Payrolla within the employment framework, ensuring they remain relevant, structured, and compliant with applicable rules.

This approach helps maintain a high level of expertise among professionals, while allowing companies to work with continuously evolving and up-to-date profiles.

The protection of personal data is a priority for Payrolla.

We prioritize secure password-protected spaces, access protocols, non-disclosure policies, encryption of financial data, and the use of statistical data from anonymized sources. We diligently adhere to current regulations and take into consideration Luxembourg's specific requirements.

If you have any questions, please contact us via email at dpo@payrolla.lu.

Payrolla prioritizes permanent contracts (CDI) when the conditions for engagement are met.

The CDI makes it possible to offer a stable framework to the employee while assigning them to a defined mission with a client. The client mission has its own scope, objectives, duration, and follow-up arrangements, but the employment contract remains concluded with Payrolla.

The end of a client mission does not automatically lead to the end of the employment contract. Payrolla analyzes the situation, the possibilities for redeployment, and the applicable legal obligations.

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.

Yes, we have negotiated preferential rates with a specialized headhunting firm.

This enables us to proactively assist you in finding the ideal candidate when your own network or ours may not be sufficient.

To learn more, please contact us.

Yes. While Payrolla is responsible for approving leave as the employer, we take the operational context of the mission into account.

In practice, the client may be consulted to assess the impact of the leave on the mission, particularly for planned absences or during critical periods. This allows us to balance the employee’s rights with the continuity of the service.

However, the final approval of leave remains with Payrolla, in line with its role as employer and its responsibility to ensure compliance with Luxembourg employment rules.

This approach ensures a smooth coordination between operational needs and a structured, compliant HR framework.

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.

Yes. You have a dedicated and secure online professional space. This space centralizes all past or pending actions, relevant documents, and the tracking of the HR cycles from the entry to the end of an external's assignment.

You can create an account without any commitment and explore the services and features available to you for free.

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. 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. 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. Payrolla can support companies in structuring engagements with multiple consultants across different departments, provided that each mission is clearly defined and compliant with the applicable framework.

Each engagement is treated individually and must include:

• a defined mission scope;
• clear objectives and deliverables;
• appropriate working conditions;
• and a remuneration level compatible with Luxembourg employment rules.

Payrolla structures each mission within a Luxembourg employment framework and manages the associated administrative, payroll, and HR aspects.

This approach allows you to work with several professionals across your organization while maintaining a consistent, structured, and compliant setup for each engagement.

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.

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.