Luxembourg treats addiction primarily as a health issue. National policy focuses on prevention, harm reduction, and treatment rather than punishment.
The National Centre for Addiction Prevention (CNAPA) plays a central role by offering prevention tools, training and public information, while also running a free telephone helpline. The government’s ongoing ‘Drogendësch’ initiative brings together several ministries to reinforce both support services and public safety.
The Ministry of Health and Social Security provides extensive public information through its central portal, including dossiers on alcohol, drugs, tobacco and behavioural addictions. These are available to both the general public and professionals via the ministry’s official website here.
The public-facing section includes guidance, prevention campaigns, and links to national programmes such as the Programme national de soutien à l’arrêt du tabagisme, which offers help for people wishing to quit smoking.
Details on financial support for smoking-cessation treatment are available on the National Health Fund (CNS) site, including reimbursement rules for nicotine-replacement therapies and medical support found here.
Luxembourg also supports early intervention, counselling and rehabilitation through specialist services such as the CNAPA, which provides resources, prevention strategies and professional guidance found here.
Employers in Luxembourg have a general duty to protect the health and safety of their staff. Although there is no legal obligation to adopt a dedicated addiction policy, many companies include alcohol and drug policies within their wider occupational-health and safety frameworks. These may address fitness for duty, safety-critical tasks and procedures for referring employees to occupational-health services.
Employers may intervene when an employee’s condition appears to affect workplace safety, performance or behaviour. In high-risk sectors such as transport, construction or manufacturing, stricter safety protocols and medical fitness assessments may be justified, provided they remain proportionate and rely on authorised occupational-health professionals.
Any intervention must comply with privacy and data-protection rules. Addiction itself is not a disciplinary offence, but conduct or performance issues linked to it may require action. Consistent with Luxembourg’s health-focused approach, employers are generally encouraged to explore supportive or preventive measures before considering disciplinary steps.
Employees with addiction issues are entitled to the same medical protections as other workers experiencing illness. If an individual requires time off for treatment, detoxification, or rehabilitation, this may qualify as sick leave under Luxembourg labour law, provided it is supported by a medical certificate.
To benefit from legal protection, employees should follow standard procedures:
During certified sick leave, employees are protected from dismissal for up to 26 weeks, provided all administrative conditions are met. Addiction-related illness, whether physical or psychological, is covered under the same rules as other medical conditions.
Luxembourg’s national health-insurance system may cover part of the cost of addiction-related therapy or smoking-cessation treatment, depending on the type of care and medical evaluation. Reimbursement details, particularly for tobacco-dependence programmes, are available through the CNS.
Reimbursement details, particularly for tobacco-dependence treatment, can be found through the CNS here.
Addiction itself is not a valid reason for dismissal in Luxembourg. However, employment may be terminated if consequences of the condition affect job performance, workplace safety, or contractual obligations. Luxembourg law distinguishes between a medical condition and behaviour that breaches duties.
Examples of conduct that could justify termination, after following proper procedures and documentation, include:
Employees on certified sick leave are protected from dismissal for up to 26 weeks, provided all administrative requirements are met. Employers should carefully review medical documentation and may consult occupational-health professionals before taking any action.
In practice, many employers explore supportive measures first, such as temporary reassignment, adjusted responsibilities, or structured return-to-work plans. The guiding principle is to ensure workplace safety and fairness while treating addiction as a medical condition rather than misconduct.
Luxembourg offers a range of treatment, counselling and support services for individuals struggling with addiction. These include:
Coverage of treatment costs depends on the type of care, the provider, and CNS reimbursement rules.
Addiction is a complex health issue, and Luxembourg’s legal and medical framework prioritises prevention, treatment, and rehabilitation over punishment. While employers have the right to maintain a safe workplace, they are also encouraged to support staff seeking help. Employees have access to legal protections during medically certified sick leave (up to 26 weeks) and can benefit from national programmes that assist in recovery.
Understanding available support systems, rights, and responsibilities helps both employees and employers navigate addiction-related challenges with clarity and fairness.
