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Luxembourg

Luxembourg

3. Employment & Entrepreneurship

3.5 Traineeships and apprenticeships

On this page
  1. Official guidelines on traineeships and apprenticeships
  2. Promoting traineeships and apprenticeships
  3. Recognition of learning outcomes
  4. Funding
  5. Quality assurance

Official guidelines on traineeships and apprenticeships

The ministry of Education, Children and Youth is responsible for policy on apprenticeships. Together with the professional chambers, it develops the standards for apprenticeships. Chambers are also involved in legislative procedures and are officially consulted on matters relating to the educational system and apprenticeship. The link with the world of work is concretely made via the elaboration of the curricula, which are based on labour market demands.

The apprenticeship system in Luxembourg is organised similarly to the German dual system. General education, technical and vocational theoretical education are provided in schools while, for most occupations, practical training takes place on the job.

The regulatory framework of apprenticeships is set by the 2008 law (loi du 19 décembre 2008) and its grand-ducal regulations. The law foresees that before beginning an apprenticeship, participants have to pass a medical exam and sign a formal contract which stipulates a probationary period of 3 months (the contract is a fixed-term contract which is normally three years). Apprentices are eligible for apprenticeship allowances, which vary depending on the chosen trade or profession, and they receive a minimum of 25 days of legal holiday. The employer has to register the apprentice with the social security administration at the beginning of the contract. Social security for minor apprentices is covered by the social security contributions of their parents or legal guardians.

The apprenticeship receives financial aid. It provides reimbursement of up to 40% as well as the employer's share of social security costs for the apprentice (established by the 2012 grand-ducal regulation (règlement grand-ducal du 13 juillet 2012 portant fixation des indemnités d'apprentissage dans les secteurs de l'artisanat, du commerce, de l'Horeca, de l'industrie, de l'agriculture et du secteur santé et social) and the 2013 grand-ducal regulation (règlement grand-ducal du 9 juillet 2013)). If the learning year is successful, a learning bonus is offered in addition to the training wage. This is an allocation of € 117 per month of the apprenticeship, subject to the successful completion of the apprenticeship programme and passing the final apprenticeship examination (Biré & Walzer, 2013).

There are two forms of apprenticeships: (1) initial vocational training offered by secondary schools and (2) adult apprenticeships.

Secondary schools offer three different systems of initial vocational training (Biré & Waltzer, 2013):

  1. The concomitant track, where practical knowledge is acquired through the combination of time spent working in an enterprise and in compulsory school attendance
  2. A mixed track in which theoretical and practical training are offered at an educational institution for the first year of training, in some cases also for the second year (full-time academic year). After the successful completion of the training in the educational institution, the practical training is continued in an enterprise
  3. A full-time track that offers the entire vocational training at an educational institution.

Persons over 15 years of age who have been out of school for more than one year can apply for an adult apprenticeship, which is available for both adults under work contract and jobseekers registered at the National Employment Agency. The theoretical part of the training takes place at the National Centre of Continuing Vocational Training (CNFPC; Centre National de Formation Professionelle Continue). The practical part is acquired through an apprenticeship with an enterprise that is authorised to train apprentices (Biré & Waltzer, 2013).

Professional chambers and public and private training institutions offer further training opportunities, whereby some of the offered courses lead to official certificates.

The 2020 law on traineeships for pupils and students defines traineeships' operation modes. All young people are eligible for traineeships and all traineeships are regulated by this law. The main elements of the law are the following:

  • Traineeships must be regulated by a contract between intern and employer or educational institution; the required contract content is defined by the law (e.g. tasks, remuneration, duration)
  • For contracts with a duration of less than four weeks, remuneration of the intern is not compulsory. In case the duration is longer, remuneration is compulsory; the minimum salary is defined by the law
  • The maximum duration of a traineeship is 6 month
  • Traineeships must have an informative, orientational and educational character and must not be established to replace permanent workforce.

Special traineeships for jobseekers are offered by the National Employment Agency and the ministry of Education, Children and Youth. There are three types of training programmes (Biré & Waltzer, 2013):

  1. Training for jobseekers who experience difficulties entering the labour market. Orientation and vocational initiation courses are conducted at the National Centre of Continuing Vocational Training. Trainees attending these occupational guidance and integration courses receive socio-educational support and participate work placement programmes in enterprises. These schemes generally last one year
  2. Schemes organised directly for a sector or an enterprise are organised at the request of employers. Training content is decided jointly with the requester who agrees—on the basis of an agreement between the enterprise, the ministry of Education, Children and Youth and the ministry of Labour, Employment and the Social and Solidarity Economy to recruit those people who successfully complete the scheme. The length of these schemes generally varies from six weeks to three months, plus periods of work placement. The training course always alternates between periods of formal instruction and practical experience
  3. 'Jobelo' is a programme that has been offered by the National Employment Agency since 2013. The aim of this programme is to facilitate access to apprenticeship or employment for young jobseekers without any qualifications. When beginning Jobelo, young people participate in a 2-month training programme at the Socio-professional guidance centre (COSP; Centre d'orientation socio-professionnelle).

The national school for adults (ENAD; École Nationale pour Adultes) addresses specific disadvantaged target groups and provides assistance to dropouts to help them regain motivation and offer specific trainings with a view to (re)integrating them into traditional secondary school education, an apprenticeship or the job market (see: Formal education: main policy measures on ELET).

Traineeships for jobseekers are an integral part of the Youth guarantee implementation plan.

Promoting traineeships and apprenticeships

The career guidance and counselling services are in charge of promoting apprenticeships (see 3.4 Career guidance and counselling). The ministry of Education, Children and Youth publishes leaflets about apprenticeships that are distributed to secondary school pupils or parents. The Chamber of Employees (Chambre des salariés) also raises awareness on apprenticeships. It organises conferences (e.g. Vocational educational training – a European challenge [Die Berufsbildung – Eine europäische Herausforderung]) focusing on and providing information about apprenticeships. The Chamber of Commerce (Chambre de Commerce) provides information on apprenticeships to facilitate vocational training and to increase young people's awareness of vocational training opportunities. The homepage www.winwin.lu provides information for both interested employers and young people.

Recognition of learning outcomes

The vocational training programmes in technical secondary education offer two completion certificates:

  1. Certificate of professional competence (DAP; Diplôme d'aptitude professionnelle) which prepares the participant for immediate entry into professional life
  2. Professional competence diploma (CCP; Certificat de capacité professionnelle) that also prepares for direct entry into professional life but also opens up the opportunity for further studies (master craftsman or higher technical studies).

Adult apprenticeship also leads to the DAP or CCP certificate. Some of the programmes offered by other training institutions (e.g. chambers, private institutions) also lead to these certificates. The master craftsmanship certification (brevet de maîtrise) is awarded by the ministry of Education, Children and Youth in cooperation with the Chamber of Trades and Skilled Crafts. The ministry of Education, Children and Youth is responsible for the recognition of professional qualifications of health professions (nursing aide, nurse, nurse specialist, social worker, physiotherapist, etc.) and socio-educational professions (educator, care assistant). The Service for the recognition of diplomas (Service de la reconnaissance des diplômes) within the ministry of Education, Children and Youth is also responsible for the recognition of diplomas issued in foreign countries.

Funding

Apprenticeships are entitled to a salary; the amount depends on the specific profession. The salary is paid by the employer and supplemented by financial aid from the Employment fund (Fonds pour l'emploi) (the amount is is 27% if the apprenticeship is cross-border, a technical diploma or a proof of vocational suitability and 40 % if is a CCP (vocational aptitude certificate); the costs for social security are also covered by the Employment fund). Apprenticeships that are organised exclusively as technical secondary educational school programmes are funded by the ministry of Education, Children and Youth. Apprenticeships are also funded in the framework of EU programmes. Luxembourg makes use of the EU funding schemes that aim at strengthening the national economy and labour market (see: European Funds).

Quality assurance

The regulatory framework of apprenticeships set by the 2008 law aims at 'increasing the number and the quality of trainers' (Art. 1,(2)). According to the 2008 law, trainers must fulfil certain conditions: minimum 21 years of age, professional qualification (which is defined accordingly by the professional chamber), and no criminal record (Art. 22). The law also defines an evaluation system by which the learning outcomes are evaluated on a regular basis by the trainers of the company or the responsible educators at school (Art. 12). Furthermore, the chamber offers training courses for trainers ('train the trainer') in order to improve the quality and the recognition of apprenticeship.