Requesting parental leave for the birth or adoption of a child

Parental leave allows parents with a young child to take a break from their professional career, or to reduce their working time, in order to devote more time to raising their child at important stages in their development, with the certainty that they will be able to go back to their jobs at the end of the leave.

The parent can request:

  • either the "first parental leave", which must be taken immediately after the maternity or adoption leave;
  • or the "second parental leave", which must be taken before the child's 6th birthday (the 12th birthday for adopted children).

Parental leave is only granted once per child.

If one of the parents waives their right to parental leave, the leave cannot be transferred to their spouse to allow the latter to take two periods of parental leave.

During parental leave, the parent is entitled to an allowance paid by the Children's Future Fund (Caisse pour l’avenir des enfants – CAE) as a replacement income.

Who is concerned

Every parent is entitled to parental leave for every one of their children following their birth or adoption, as long as the child has not reached the age of 6 (12 in the case of an adoption).

More specifically, parental leave applies to:

  • employees, apprentices or self-employed workers;
  • civil servants, employees or labourers employed by the State, a commune or a public institution, or agents of the Luxembourg National Railway Company (Société nationale des chemins de fer luxembourgeois);
  • beneficiaries of a replacement income subject to health insurance contributions.

If one of the parents waives their right to parental leave, the leave cannot be transferred to their spouse to allow the latter to take two periods of parental leave.

Prerequisites

To exercise their right to parental leave, the (future) parent must:

  • have been registered with the Luxembourg social security services at the time of the child's/children's birth or adoption for at least 12 continuous months immediately prior to the parental leave, without any interruption longer than 7 days;
  • if the parent is an employee: have one or more employment contracts totalling at least 10 hours of work per week;
  • if the parent is an employee or an apprentice: have an employment contract covering the full duration of the parental leave;
  • stop working (in case of full-time parental leave) or reduce their working time (in case of part-time parental leave) for the full duration of the parental leave;
  • raise the children at home and devote most of their time during the parental leave to looking after them.

Special cases

  • an employer who hires a new employee on parental leave is free to allow or deny the employee the right to complete their parental leave:
    • if the employer agrees, the employee shall continue their parental leave without interruption;
    • if the employer refuses, the employee must start the new job at once;
  • in the case of a transfer, merger, or sale of a company, the immediate transfer of an employee to another position is not considered to be a change of employer.

How to proceed

Types of parental leave

First or second parental leave

Employees or apprentices may request:

  • either the 'first parental leave', which must be taken immediately after the maternity or adoption leave;
  • or the "second parental leave", which must be taken:
    • in the case of a birth, before the child's 6th birthday;
    • in the case of an adoption, no later than 6 years after the end of the adoption leave or, if no adoption leave was taken, from the date of the adoption order but before the child's 12th birthday.

One of the two parents must take the first parental leave immediately after the maternity or adoption leave. Failing this, the right to take the first leave is lost, and only one parent may take the second parental leave.

If no maternity/adoption leave is due, or if the maternity/adoption leave was not taken, any parental leave to which the parent is entitled must be taken from the first day of the third week after the birth of the child or, in the case of an adoption, from the date of the adoption order.

Special cases
Employees on a trial period

Employees whose trial period ends after the maternity/adoption leave can only request the second parental leave. Furthermore, the right to parental leave only comes into force, and the leave may only be applied for, after the trial period has ended.

Single-parent families

In the case of a single parent family, separated or divorced, the parent with child custody can choose between the first or the second parental leave. Moreover, the parent does not lose the right to the first parental leave if it is not taken immediately after the maternity/adoption leave.

If both parents qualify and apply for parental leave simultaneously, they must specify in their respective applications which of the two parents is taking the first parental leave and which is taking the second. In the event of disagreement, the first parental leave will go to the person whose surname is first alphabetically.

If only one parent is entitled to parental leave because the other parent does not qualify, the parent who is entitled to leave may choose either the first or the second parental leave.

Full-time, part-time or 'split' leave

Regardless of the type of parental leave (first or second), the parent can request full-time parental leave for 4 or 6 months per child.

Parents who do not wish to take full-time parental leave can, with their employer's approval, apply for one of the following parental-leave options:

  • if the employee's work time is equal to the normal working time in force in the business or establishment:
    • part-time parental leave for a duration of 8 or 12 months, during which time the employee can reduce their work time to half the number of hours they worked before the parental leave;
    • 'split' parental leave, during which time the employee can reduce their work time by 20 % per week over a period of 20 months;
    • parental leave split up over 4 periods of one month for a maximum duration of 20 months;
  • if the employee's work time is equal to or greater than half the normal work time in force in the business or establishment:
    • part-time parental leave for a duration of 8 or 12 months, during which time the employee can reduce their work time to half the number of hours they worked before the parental leave.

If the employee's work time is less than half the normal work time in force in the business or establishment, the employee can apply for full-time parental leave. The same applies if the employee has several employers.

It should be noted that once the parental leave has begun, the type of leave cannot be changed.

Apprentices and salaried workers with several employers are only entitled to full-time parental leave for a duration of 4 or 6 months per child. This rule also applies to a person who is registered as a salaried worker and as a self-employed at the same time.

Self-employed (non-salaried) workers can chose any one of the parental-leave options.

An employed parent's monthly work time is the work time specified in the employment contract in force on the date when the employer receives the application for parental leave. However, if the monthly work time changes in the 12 months prior to the parental leave, the average work time for the year in question is taken into account when calculating the parental leave. It must be noted that any changes in the number of working hours requested after submission of the application for parental leave cannot be taken into account when calculating parental leave.

Example: if a request for parental leave is submitted on 1 August 2017 and the parent in question changed their work time from 70 % to 100 % on 1 March 2017, the average number of monthly working hours will be calculated for the period from 1 August 2016 to 31 July 2017. The result will then be used to calculate the amount of parental leave.

If the employee chooses the parental-leave option with a 20 % reduction in their working hours per week or with their leave split over 4 periods of one month, they must draw up and sign a parental leave plan agreed on with the employer.

The parental leave plan determines the effective periods of parental leave and must be finalised within 4 weeks of the application for parental leave. Only flexible arrangements of work hours or months will be possible thereafter, by mutual agreement between the worker and the employer.

If the employer refuses to grant parental leave in any of these forms, the employer must inform the worker by registered mail with acknowledgement of receipt within 2 weeks of the application for parental leave. The employer must then invite the worker to an interview within 2 weeks of the notification of refusal.

The purpose of the interview is to provide the reasons for the refusal and to offer, in writing, an alternative form of parental leave or a parental leave plan that is different from the one submitted by the parent.

If no agreement is reached and no parental leave plan is signed within 2 weeks of the interview, the worker is entitled to full-time parental leave for either 4 or 6 months.

First parental leave

Form of application and deadlines

Parents who are employees or apprentices may submit their application to their employer:

  • on paper;
  • by registered letter with acknowledgement of receipt;
  • at the latest 2 months before the start of the maternity leave or adoption leave.

The application must mention:

  • that it is a 'parental leave directly following the maternity or adoption leave (first parental leave)';
  • the type of leave requested:
    • either full-time parental leave;
    • or parental leave split over time (in this case, the employee can state the way in which the working time is to be arranged);
    • or part-time parental leave (in this case, the employee can state the working time arrangements).

The employer's approval

Employers may neither refuse first parental leave (unless the application was not submitted in accordance with legal conventions and deadlines), nor postpone it.

However, they can refuse to grant part-time or split leave. In this case, the employee must take full-time leave or waive their entitlement to it.

Second parental leave

Form of application and deadlines

Parents who are employees or apprentices may submit their application to their employer:

  • on paper;
  • by registered letter with acknowledgement of receipt;
  • at the latest 4 months before the desired start date of their parental leave.

The parent must therefore send in the application as early as possible, given the possibility that the employer could postpone the start date of the second parental leave.

The application must mention:

  • that it is 'parental leave to be taken before the child's 6th/12th birthday (second parental leave)';
  • the type of leave requested:
    • either full-time parental leave;
    • or parental leave split over time (in this case, the employee can state the way in which the working time is to be arranged);
    • or part-time parental leave (in this case, the employee can state the way in which the working time is to be arranged).

The employer's approval

Employers cannot refuse the second parental leave.

They may, however:

  • refuse to grant part-time or 'split' leave. In this case, the employee must take full-time leave or waive their entitlement to it;
  • and/or request that it be postponed under certain conditions.

The employer must notify the employee of the decision:

  • by registered letter with acknowledgement of receipt;
  • at the latest 4 weeks after the employee's request.

If the employer fails to notify the employee within the 4-week timeframe, the second parental leave is automatically granted.

Employer's request to postpone

The employer can request that the leave be postponed:

  • for a maximum of 2 months:
    • if it is likely to cause disruption of the company's operations due to simultaneous requests from several employees;
    • if it is impossible to arrange a replacement for the employee during the 4-month notice period prior to the leave, due to the specific nature of the employee's job or a staff shortage in the business' sector of activity;
    • if the employee belongs to senior management and actively participates in the management of the business;
  • for a maximum of 6 months if the company employs fewer than 15 employees;
  • until the end of the season, in case of seasonal activity, if the requested period of leave falls within a period of high seasonal activity.

It is not possible to postpone the leave if:

  • the health of the child (attested to by a medical certificate), or problems at school or a behavioural disorder (attested to by a certificate issued by the competent school authorities), necessitates the parents' presence;
  • the employer has already approved the leave;
  • the employee has not received a reply to their request for leave within 4 weeks of the application;
  • in the event of a disagreement between employers, if the employee works for several employers.

If the second parental leave is postponed, the employer must provide the employee with his decision:

  • by registered letter with acknowledgement of receipt;
  • at the latest 4 weeks after the employee's application;
  • proposing a new start date for the parental leave;
  • and specifying the reason for the postponement.

The employer must also inform the staff delegation.

If the employer fails to notify the employee within the 4-week timeframe, the second parental leave is automatically granted.

If an agreement is reached on the new terms of the leave, the employer completes and signs the application for the parental leave allowance submitted by their employee or apprentice.

If the postponement cannot be agreed upon, the case may be referred to the labour tribunal.

Only then can the employee or the apprentice submit the application to the Children's Future Fund (CAE).

Parental leave allowance

During paid parental leave, the parent is entitled to a monthly parental leave allowance which is paid by the CAE to replace the employee's salary.

The allowance is subject to social security contributions and taxes on the basis of the details appearing on the employee's tax card, on which the CAE appears as the employer.

The Luxembourg Inland Revenue (Administration des contributions directes – ACD) automatically updates the employee's tax card (no action is required from the employee), within an average of 30 working days.

The parental leave allowance lapses 2 years from the end of the month for which it is due.

Applications for parents who are employees

In order to qualify for the parental leave allowance, a parent who has been granted parental leave must submit an application for parental leave allowance, duly certified by the employer and accompanied by the parental leave plan, to the CAE.

The application submitted by the parent to the CAE must be:

  • submitted to the CAE no later than 15 days following notification of the application to the employer (for the first parental leave);
  • submitted to the CAE within 15 days following notification of the employer's decision or, failing that, within 2 weeks of the expiry of the 4-week period provided for in the event of postponement of the leave by the employer (second parental leave);
  • for cross-border workers: attach a foreign bank or post-office account number and a bank account identification document (RIB);
  • for the adoption of a child under the age of 12: attach to the application a certificate issued by the court in the country of residence attesting to the filing of the adoption papers.

Application for self-employed workers

In order to qualify for parental leave, self-employed parents must notify the CAE of the parental leave directly by registered letter with acknowledgement of receipt accompanied by an affidavit:

  • at the latest 2 months before the start of maternity or adoption leave, for first parental leave applications;
  • at the latest 4 months before the start of parental leave, for second parental leave applications;

Amount of parental leave allowance

The amount of the allowance is calculated on the basis of the average monthly income earned during the 12 months preceding the beginning of the parental leave.

In the event of a change in income after the start of parental leave, the allowance is recalculated.

The Children's Future Fund offers a tool for calculating the amount of the parental leave allowance on its website.

Each monthly payment is paid by the CAE in the month for which it is due, provided that the application and supporting documents were submitted in a timely manner.

In cases when pregnancy or adoption during parental leave entitle the parent to maternity or adoption leave, the new maternity allowance takes precedence over the parental leave allowance and is calculated on the basis of the data in the parent's employment contract. The portion of the parental leave still to be taken is added to the new maternity leave.

Loss of entitlement to parental leave allowance

The parental leave allowance is lost if the qualifying conditions are no longer met.

Beneficiary parents must notify the CAE, within one month, of any event that may result in the reduction or loss of their entitlement to the allowance.

If an employee tenders their resignation, or if their employment contract is terminated by mutual agreement between the parties before the parental leave has ended, the termination of the employment contract leads to the termination of the parental leave. The employee must then reimburse the CAE all of the allowances received.

Multiple births or adoptions

In the event of multiple births (e.g. twins) or multiple adoptions, parental leave is fully granted for each child. The parents must submit an application for parental leave for each child and can choose a different parental leave option for each child.

New birth or adoption during parental leave

The parental leave is interrupted in the event of another period of maternity or adoption leave. In this case, the maternity/adoption leave replaces the parental leave, and the remaining duration of the parental leave is added to the new maternity/adoption leave.

If the parent decides to take parental leave for the new child after their maternity/adoption leave, this new parental leave is then automatically postponed until the end of the portion of parental leave added to the maternity/adoption leave, and must be taken immediately after said maternity/adoption leave.

Implementation of the parental leave

Measures to facilitate the reintegration of employees returning from parental leave

In order to facilitate the reintegration of an employee and ensure their employability after their parental leave, the employee may:

  • take advantage of any continuous-training opportunities offered by the employer during the parental leave;
  • take part in meetings or events organised during the parental leave.

These measures must be mutually agreed upon by the employee and employer at the latest one month before the start of the parental leave through an addendum to the employee's employment contract. However, the employee may put an end these measures at any time without any negative consequences for themselves.

Protection against dismissal

From the last day of the notice period for notification of the parental leave application, and for the full duration of the parental leave, an employee is protected against any type of dismissal with notice. This protection is valid from:

  • 2 months and 1 day prior to the start of the maternity/adoption leave, if it is the first parental leave;
  • 4 months and 1 day prior to the start of parental leave, if it is the second parental leave.

However, the employee is not protected against dismissal with immediate effect for serious misconduct. Termination of the employment contract will then result in the end of the parental leave, and the employee must refund any parental-leave allowances already received.

Annual leave and length of service

Employers are required to:

  • take account of the duration of parental leave when calculating the employee's length of service and any associated benefits;
  • defer, in full and within the legal timeframes, any outstanding annual leave at the beginning of the full-time parental leave until the employee returns to work.

On the other hand, an employee will not accrue any new annual leave during full-time parental leave, unlike in the case of part-time parental leave (leave granted in proportion to the weekly working time) and maternity/adoption leave.

End of the parental leave

Returning to work at the end of parental leave

At the end of parental leave, an employee must be reinstated to their job or to a similar job (in terms of pay and qualifications).

Employees who return to their initial job after parental leave have the right to a meeting with their employer. The aim of this meeting is to give the employee the opportunity to ask for a change in their work schedule and/or pace of work for a specific period of time which cannot exceed one year starting from the day set for their return to work.

If the the request is denied, the employer must justify the decision.

If the employer does not fulfil these obligations, the employee can file for compensation with the labour tribunal, which will determine the amount of damages, where applicable.

Returning to work before the end of the parental leave

The employee is entitled to keep any allowances they may have already received if they are forced to return to work before the end of the parental leave due to a change of employer for economic reasons.

In this case, the employee must first inform the CAE and provide proof of the necessity to change employers for economic reasons.

The entitlement to leave ends on the day the employee returns to work, but any allowances paid up until that date can be kept by the employee.

Resignation of the employee after the parental leave

At the end of parental leave, employees are obliged to return to work.

If they wish to resign after the end of the parental leave, they must do so in accordance with the procedures and timeframes that apply to resignation.

At the end of the parental leave, employees must therefore return to work, and only after returning to work can they resign.

Failure to return to work after the end of the parental leave without providing the employer with a serious and legitimate reason, or without submitting a notification of resignation, may constitute a legitimate reason for dismissal with immediate effect for serious misconduct.

Resignation of the employee before the parental leave has ended

If an employee tenders their resignation, or if the employment contract is terminated by mutual agreement between both parties before the parental leave has ended, the termination of the employment contract leads to the termination of the parental leave. The employee must then reimburse the CAE all of the allowances received.

However, if the employee changes employer during the parental leave, the leave may be continued without interruption, provided the new employer has agreed to it.

Death of the child or rejection of the adoption application

A parent must return to work at the latest one month after the death of a child or refusal of an adoption application. If the employer has hired someone to replace the parent on parental leave and is unable to offer the parent a job corresponding to their qualifications and salary level, the parental leave continues uninterrupted, but cannot run beyond its original end date.

Change of employer during parental leave

If a parent changes employer during their parental leave, the leave may continue uninterrupted, provided:

  • the new employer agrees to its continuation;
  • the new employment contract provides for the same number of work hours as the contract having given rise to the entitlement to parental leave.

In this case, the parent must send the following to the CAE:

  • a statement from the new employer attesting that the employee can continue the parental leave;
  • a copy of the new employment contract.

If the employee decides to return to work with the new employer before the end of the parental leave, the allowances already paid by the date of return to work can be kept by the employee.

Disputes and appeals

Disputes can be taken to:

  • the labour tribunal in the event of a dispute between an employer and their employee (e.g. in the event of a disagreement on the postponement of the parental leave);
  • the Social Security Arbitration Tribunal, or High Council of Social Security for appeals – in the event of a dispute between the CAE and the person applying for the allowance.

Transitional provisions

For applications submitted to the CAE before 1 December 2016, for parental leave beginning after this date, parents can renounce their parental leave and submit a new application with the employer's approval in order to benefit from the new conditions.

A parent whose application for 6 months' full-time or 12 months' half-time leave was granted by an employer under the old scheme and who wishes to receive the new allowance may apply for the new allowance from the Children's Future Fund (CAE).

No additional approval from the employer is required.

All that is required is an application to the CAE.

But parental leave which has begun before 1 December 2016 can under no circumstance benefit from the new conditions.

Forms / Online services

Demande d’une indemnité de congé parental

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Congé parental - modèle de lettre informant de la volonté de démissionner suite au congé

Modèle de lettre informant de la volonté de démissionner à la fin du congé parental

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Les destinataires de vos données sont les administrations compétentes dans le cadre du traitement de votre demande. Veuillez-vous adresser à l’administration concernée par votre demande pour connaître les destinataires des données figurant sur ce formulaire. Conformément au règlement (UE) 2016/679 relatif à la protection des personnes physiques à l'égard du traitement des données à caractère personnel et à la libre circulation de ces données, vous bénéficiez d’un droit d’accès, de rectification et le cas échéant d’effacement des informations vous concernant. Vous disposez également du droit de retirer votre consentement à tout moment.

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Modèle de requête contre licenciement après notification du congé parental

Modèle de requête contre licenciement après notification du congé parental

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En outre et excepté le cas où le traitement de vos données présente un caractère obligatoire, vous pouvez, pour des motifs légitimes, vous y opposer.

Si vous souhaitez exercer ces droits et/ou obtenir communication de vos informations, veuillez-vous adresser à l’administration concernée suivant les coordonnées indiquées dans le formulaire. Vous avez également la possibilité d’introduire une réclamation auprès de la Commission nationale pour la protection des données ayant son siège à 1 Avenue du Rock'n'Roll, L-4361 Esch-sur-Alzette.

En poursuivant votre démarche, vous acceptez que vos données personnelles soient traitées dans le cadre de votre demande.

Modèle de requête (appel) contre décision de maintien du licenciement

Modèle de requête (appel) contre décision de maintien du licenciement

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Les destinataires de vos données sont les administrations compétentes dans le cadre du traitement de votre demande. Veuillez-vous adresser à l’administration concernée par votre demande pour connaître les destinataires des données figurant sur ce formulaire. Conformément au règlement (UE) 2016/679 relatif à la protection des personnes physiques à l'égard du traitement des données à caractère personnel et à la libre circulation de ces données, vous bénéficiez d’un droit d’accès, de rectification et le cas échéant d’effacement des informations vous concernant. Vous disposez également du droit de retirer votre consentement à tout moment.

En outre et excepté le cas où le traitement de vos données présente un caractère obligatoire, vous pouvez, pour des motifs légitimes, vous y opposer.

Si vous souhaitez exercer ces droits et/ou obtenir communication de vos informations, veuillez-vous adresser à l’administration concernée suivant les coordonnées indiquées dans le formulaire. Vous avez également la possibilité d’introduire une réclamation auprès de la Commission nationale pour la protection des données ayant son siège à 1 Avenue du Rock'n'Roll, L-4361 Esch-sur-Alzette.

En poursuivant votre démarche, vous acceptez que vos données personnelles soient traitées dans le cadre de votre demande.

Demande d’une indemnité de congé parental

Les informations qui vous concernent recueillies sur ce formulaire font l’objet d’un traitement par l’administration concernée afin de mener à bien votre demande.

Ces informations sont conservées pour la durée nécessaire par l’administration à la réalisation de la finalité du traitement

Les destinataires de vos données sont les administrations compétentes dans le cadre du traitement de votre demande. Veuillez-vous adresser à l’administration concernée par votre demande pour connaître les destinataires des données figurant sur ce formulaire. Conformément au règlement (UE) 2016/679 relatif à la protection des personnes physiques à l'égard du traitement des données à caractère personnel et à la libre circulation de ces données, vous bénéficiez d’un droit d’accès, de rectification et le cas échéant d’effacement des informations vous concernant. Vous disposez également du droit de retirer votre consentement à tout moment.

En outre et excepté le cas où le traitement de vos données présente un caractère obligatoire, vous pouvez, pour des motifs légitimes, vous y opposer.

Si vous souhaitez exercer ces droits et/ou obtenir communication de vos informations, veuillez-vous adresser à l’administration concernée suivant les coordonnées indiquées dans le formulaire. Vous avez également la possibilité d’introduire une réclamation auprès de la Commission nationale pour la protection des données ayant son siège à 1 Avenue du Rock'n'Roll, L-4361 Esch-sur-Alzette.

En poursuivant votre démarche, vous acceptez que vos données personnelles soient traitées dans le cadre de votre demande.

Antrag auf Ausgleichszahlung für Elternurlaub

Ihre in diesem Formular erfassten personenbezogenen Informationen werden von der zuständigen Verwaltungsbehörde verarbeitet, um Ihren Antrag erfolgreich abzuschließen.

Diese Informationen werden von der Behörde für den zur Verarbeitung erforderlichen Zeitraum gespeichert.

Die Empfänger Ihrer Daten sind die im Rahmen Ihres Antrags zuständigen Verwaltungsbehörden. Um die Empfänger der in diesem Formular erfassten Daten zu erfahren, wenden Sie sich bitte an die für Ihren Antrag zuständige Behörde.

Gemäß der Verordnung (EU) 2016/679 zum Schutz natürlicher Personen bei der Verarbeitung personenbezogener Daten und zum freien Datenverkehr haben Sie das Recht auf Zugang, Berichtigung und gegebenenfalls Löschung Ihrer personenbezogenen Informationen. Sie haben zudem das Recht, Ihre erteilte Einwilligung jederzeit zu widerrufen.

Weiterhin können Sie, außer in Fällen, in denen die Verarbeitung Ihrer Daten verpflichtend ist, Widerspruch einlegen, wenn dieser rechtmäßig begründet ist.

Wenn Sie diese Rechte ausüben und/oder Einsicht in Ihre Informationen nehmen möchten, können Sie sich unter den im Formular angegebenen Kontaktdaten an die zuständige Verwaltungsbehörde wenden. Sie haben außerdem die Möglichkeit, bei der Nationalen Kommission für den Datenschutz Beschwerde einzulegen (Commission nationale pour la protection des données, 1, Avenue du Rock'n'Roll, L-4361 Esch-sur-Alzette).

Wenn Sie Ihren Vorgang fortsetzen, akzeptieren Sie damit, dass Ihre personenbezogenen Daten im Rahmen Ihres Antrags verarbeitet werden.

AUTHENTIC SOURCES

Health insurance - My situation

To complete your application, the information about you collected from this form needs to be processed by the public administration concerned.

That information is kept by the administration in question for as long as it is required to achieve the purpose of the processing operation(s).

Your data will be shared with other public administrations that are necessary for the processing of your application. For details on which departments will have access to the data on this form, please contact the public administration you are filing your application with.

Under the terms of Regulation (EU) 2016/679 on the protection of natural persons with regard to the processing of personal data and on the free movement of such data, you have the right to access, rectify or, where applicable, remove any information relating to you. You are also entitled to withdraw your consent at any time.

Additionally, unless the processing of your personal data is compulsory, you may, with legitimate reasons, oppose the processing of such data.

If you wish to exercise these rights and/or obtain a record of the information held about you, please contact the administration in question using the contact details provided on the form. You are also entitled to file a claim with the National Commission for Data Protection (Commission nationale pour la protection des données), headquartered at 1, Avenue du Rock'n'Roll, L-4361 Esch-sur-Alzette.

By submitting your application, you agree that your personal data may be processed as part of the application process.

Caisse de maladie - Ma situation

Les informations qui vous concernent recueillies sur ce formulaire font l’objet d’un traitement par l’administration concernée afin de mener à bien votre demande.

Ces informations sont conservées pour la durée nécessaire par l’administration à la réalisation de la finalité du traitement

Les destinataires de vos données sont les administrations compétentes dans le cadre du traitement de votre demande. Veuillez-vous adresser à l’administration concernée par votre demande pour connaître les destinataires des données figurant sur ce formulaire. Conformément au règlement (UE) 2016/679 relatif à la protection des personnes physiques à l'égard du traitement des données à caractère personnel et à la libre circulation de ces données, vous bénéficiez d’un droit d’accès, de rectification et le cas échéant d’effacement des informations vous concernant. Vous disposez également du droit de retirer votre consentement à tout moment.

En outre et excepté le cas où le traitement de vos données présente un caractère obligatoire, vous pouvez, pour des motifs légitimes, vous y opposer.

Si vous souhaitez exercer ces droits et/ou obtenir communication de vos informations, veuillez-vous adresser à l’administration concernée suivant les coordonnées indiquées dans le formulaire. Vous avez également la possibilité d’introduire une réclamation auprès de la Commission nationale pour la protection des données ayant son siège à 1 Avenue du Rock'n'Roll, L-4361 Esch-sur-Alzette.

En poursuivant votre démarche, vous acceptez que vos données personnelles soient traitées dans le cadre de votre demande.

Krankenkasse - Meine Situation

Ihre in diesem Formular erfassten personenbezogenen Informationen werden von der zuständigen Verwaltungsbehörde verarbeitet, um Ihren Antrag erfolgreich abzuschließen.

Diese Informationen werden von der Behörde für den zur Verarbeitung erforderlichen Zeitraum gespeichert.

Die Empfänger Ihrer Daten sind die im Rahmen Ihres Antrags zuständigen Verwaltungsbehörden. Um die Empfänger der in diesem Formular erfassten Daten zu erfahren, wenden Sie sich bitte an die für Ihren Antrag zuständige Behörde.

Gemäß der Verordnung (EU) 2016/679 zum Schutz natürlicher Personen bei der Verarbeitung personenbezogener Daten und zum freien Datenverkehr haben Sie das Recht auf Zugang, Berichtigung und gegebenenfalls Löschung Ihrer personenbezogenen Informationen. Sie haben zudem das Recht, Ihre erteilte Einwilligung jederzeit zu widerrufen.

Weiterhin können Sie, außer in Fällen, in denen die Verarbeitung Ihrer Daten verpflichtend ist, Widerspruch einlegen, wenn dieser rechtmäßig begründet ist.

Wenn Sie diese Rechte ausüben und/oder Einsicht in Ihre Informationen nehmen möchten, können Sie sich unter den im Formular angegebenen Kontaktdaten an die zuständige Verwaltungsbehörde wenden. Sie haben außerdem die Möglichkeit, bei der Nationalen Kommission für den Datenschutz Beschwerde einzulegen (Commission nationale pour la protection des données, 1, Avenue du Rock'n'Roll, L-4361 Esch-sur-Alzette).

Wenn Sie Ihren Vorgang fortsetzen, akzeptieren Sie damit, dass Ihre personenbezogenen Daten im Rahmen Ihres Antrags verarbeitet werden.

Who to contact

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