The quality of work in Luxembourg has reached its lowest level on record, according to the latest annual index published by the Chamber of Employees (CSL). The 2025 assessment scored 53.4 out of 100, marking the worst result since the survey began.
The “Quality of Work Index,” released on Wednesday, 4 February, tracks working conditions in the Grand Duchy. While the index remained relatively stable before the pandemic, the CSL notes a consistent negative trend over the past 12 years that is now “continuing to accelerate.”
The report identifies several key factors driving the downturn. Employees report feeling less involved in workplace decisions, and job security has stagnated since 2018, with a notable drop in the past year.
A growing emotional demand from work, coupled with increasing difficulty in balancing professional and private lives, is a primary concern. “This is a clear upward trend. It’s the dimension experiencing the strongest growth,” said David Büchel, a CSL management advisor.
Simultaneously, positive aspects are eroding. Workers report less autonomy, relatively low pay satisfaction, and poorer internal communication – including less cooperation, participation, and feedback from management.
A new concern highlighted in the report is the fear of job loss due to automation, a sentiment felt most strongly by young people, cross-border commuters, and employees with intermediate qualifications.
CSL President Nora Back described the findings as “worrying” and “alarming”. She challenged employer assumptions about worker satisfaction and critiqued the focus on absenteeism over root causes. “The UEL and other organisations complain that people are off sick too often… but they don’t draw the necessary conclusions: better working conditions are needed,” Back stated. She argued against punitive measures, noting that fear of sanctions can lead to “presenteeism,” where sick employees still report for work.
The 2025 report highlights a critical and recurring weakness in Luxembourg’s labour market: access to meaningful professional training. Only one in three employees believes they have good training opportunities, and just six out of ten received any form of training in the past year.
When training does occur, it is often brief – typically one-day seminars or conferences. Only around 10% of workers undertake longer courses leading to formal qualifications, despite these offering the greatest benefit to both employees and employers.
David Büchel noted a participation divide: white-collar professionals and younger employees engage more, while those in blue-collar or service roles are less involved. “People already in a good position in the world of work benefit the most from training,” he observed.
This disparity poses a significant risk. Büchel warned that today’s valued employees could struggle tomorrow if upskilling fails to keep pace with workplace changes. “Without a sustainable approach to training, the labour shortage will worsen,” he stated, explaining that employees with mid-level qualifications are particularly vulnerable to job evolution and could be left behind.
The Chamber’s leadership framed the issue as a threat to social cohesion. Vice-President Patrick Dury noted the paradox of rising unemployment amid a general worker shortage, calling it “poison for social cohesion.” President Nora Back attributed this to a “real mismatch between training and the jobs available,” describing the situation as “a sorry state of affairs.”
To address the crisis, the CSL recommends a comprehensive overhaul of the system, including reforming training leave, adapting the country’s training provision, and introducing financial aid for employees pursuing qualifications.
