Onboarding and integrating international talent in Luxembourg 

The weeks between accepting a job offer and arriving in a new country often have a big impact on whether a new hire will start off successfully. Having a smooth international recruitment process in place is often helpful. As a next step, you can consider providing pre-arrival support in three key areas:  

Begin with immigration and possible visa specifications. It can be helpful to create a clear timeline working backward from the intended start date, accounting for document processing times and any in-person appointments needed. For detailed guidance on work permits and the EU Blue Card, see our page on preparing to hire international talent. 

Help your new hire understand Luxembourg's cost of living and plan their transition financially. Many employers offer relocation allowances or temporary housing to ease the financial burden of the move. Luxembourg also offers an impatriate tax exemption for qualifying employers who bear a significant share of relocation costs — including moving expenses, housing, travel and children's education. Under certain conditions, up to 50% of these benefits can be exempted from income tax for a period of up to 8 years. This exemption can make international recruitment packages considerably more competitive.  

Offer your new hire the opportunity to start building connections in Luxembourg already before they arrive. Practical ways to build early connections include: 

• granting access to internal communication channels before the start date
• sending a welcome package with practical information about Luxembourg
• introducing the new hire to other international colleagues
• sharing staff-sourced recommendations for things to do in and around Luxembourg

People relocating to Luxembourg often face practical challenges in their first weeks and months. Providing support in the following areas can ease the transition and help new hires settle into their role more quickly.