Overview of Employee Benefits in Luxembourg: What Employers Can Offer in 2026

In Luxembourg, total compensation goes far beyond a simple monthly salary. Companies can offer a wide range of benefits that play a key role in employer attractiveness, talent retention, and improving employees’ purchasing power.

Some benefits are taxable, while others may be fully or partially tax-exempt depending on the applicable regulations.

Below is a clear and structured overview of the main employee benefits currently used by companies in Luxembourg.

🏡 Housing-related benefits

Housing support remains one of the most significant benefits. An employer may grant a housing allowance, reimburse rent, or provide accommodation to an employee. In all cases, this benefit is taxable, whether it is paid in cash or provided in kind. Taxation may be adjusted when the accommodation is furnished or when certain expenses are covered.

🏢 Monthly housing allowance for young employees

This allowance aims to support employees under the age of 30 in coping with housing costs. Paid monthly by the employer, it may benefit from a tax exemption of up to 25%, capped at €1,000 per month. It applies when the employee rents their primary residence, whether in Luxembourg or abroad, and covers part of the rent excluding charges. Shared accommodation is allowed. The allowance remains subject to social security contributions, and a change of employer does not affect eligibility.

🚗 Company car and mobility

The company car remains a classic element of Luxembourg compensation packages. The taxable benefit is calculated based on the vehicle’s list price, adjusted according to CO₂ emissions and engine type. Employees may use the vehicle for both private and professional purposes. Specific cases exist, notably for vehicles used strictly for professional purposes, and an employee contribution may reduce taxation.

💶 Preferential loans and interest subsidies

Companies may provide financial support through reduced-interest loans. When the interest rate is below the reference rate of 1.5%, the difference constitutes a taxable benefit. A similar principle applies when the employer reimburses the interest on an employee’s loan. Depending on the type of loan and the family situation, this support may remain partially tax-exempt, with allowable amounts of up to €3,000 for a single person or €6,000 for a couple.

✈️ Travel and subsistence expenses

Business travel expenses may be reimbursed either on a flat-rate basis or upon presentation of supporting documents. As long as the applicable limits are respected, these amounts remain fully tax-exempt. Any amount exceeding the prescribed limits automatically becomes a taxable benefit.

🧓 Supplementary pension schemes

Many companies implement supplementary pension schemes to strengthen employees’ social protection. Employer contributions are taxed at 20% but are not taxable for the employee, while personal contributions benefit from a tax deduction of up to €1,200 per year. Certain benefits paid out at retirement may also be tax-exempt.

🍽️ Meal vouchers: a highly popular daily benefit

Meal vouchers are among the most appreciated benefits in Luxembourg. Their value can reach €15, of which up to €12.20 is tax-exempt provided the employee contributes at least €2.80. They can be used for meals or food purchases, up to five vouchers per day. Their immediate impact on purchasing power makes them particularly attractive.

🎒 Coverage of education costs

When a company covers the education costs of an employee’s children, the amount generally constitutes a taxable benefit. However, a tax exemption is possible when the amount does not exceed the public tariff and is provided within a defined internal framework.

🎁 Profit-sharing bonus

Some organisations choose to share part of their profits with employees through a profit-sharing bonus. This mechanism may benefit from a 50% tax exemption, capped at 25% of the employee’s annual gross remuneration. It is a powerful lever for involving teams in the company’s success.

👩 Annual “Young employee” bonus (effective since January 1, 2025)

This bonus aims to support the professional integration of employees under the age of 30 as part of their first permanent employment contract in Luxembourg. It benefits from a 75% tax exemption, with a ceiling that varies depending on annual remuneration. The bonus remains subject to social security contributions, and in the event of a change of employer, the tax exemption ceases.

Why do these benefits really matter ?

By offering well-structured and relevant benefits, companies strengthen their attractiveness while improving quality of life at work. These schemes support purchasing power, encourage loyalty, and contribute to a strong employer brand. In the demanding Luxembourg labour market, offering a comprehensive HR package has become a true competitive advantage.

A strategic lever for employers

Luxembourg offers a clear and favourable framework for implementing a wide range of employee benefits. When used effectively, they make it possible to offer a modern, balanced, and attractive compensation package while addressing employees’ concrete needs.

To go further, Up Luxembourg supports companies in implementing simple, digital, and compliant solutions – particularly meal vouchers, which are a cornerstone of employee benefits in Luxembourg.