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You are here: Support > Special paid leave > Youth leave

Youth leave

Enables those in charge of youth activities to prepare certificates and to undertake educational activities and training

Those in charge of youth activities, whether employees, self-employed people or professionals, can request youth leave, a special paid leave of up to 60 days over the course of their professional career.

01 Purpose

Youth leave enables the recipient to participate in youth activities such as:

  • Placements,
  • Study days or weeks,
  • Holiday camps.

These activities can be held in Luxembourg or abroad.

In order to obtain leave for youth activities, employeesmust:

  • Be habitually employed at a workplace located in Luxembourg,
  • Have an employment contract with a company or partnership that is legally based and active in Luxembourg,

 Self-employed people and professionals must have been affiliated with the Luxembourg social security system for  at least 2 years.

02 Example

Christophe, a voluntary leader at a youth club, is attending specialist "Sport and Leisure" training

Christophe, 32, works full-time in the public sector. He also volunteers as a youth club leader for his local community.

He has already gained Level 3 in his youth leaders certificate, and would like to attend specialist training for climbing. In this context, he can apply for Youth leave which will enable him to obtain additional paid leave days.

The maximum length is limited to a total of 60 days, and cannot exceed 20 working days over a 2-year period. As the length of the youth leave is linked to an actual work period, Christophe will continue to receive his salary. The State will reimburse the employer for salary advanced together with employer costs.

03 Eligible activities

Training

  • Assistant Leader/Leader training
  • Specialist training (Level 3) 
  • National and international seminars offered by the National Youth Service (Service National de la Jeunesse - SNJ) as part of the "Youth in action" programme
  • National and international seminars by international organisations such as the Guides and the Scouts

Educational activities

  • Holiday camps organised by Luxembourg-approved bodies 
  • Youth camps organised by the Guide and Scout movements or by the fire service 
  • Leisure activities organised by municipalities 
  • International youth talent contests including preparing these young people for their contests 
  • Cultural activities such as creative placements, musical placements, youth choir tours, youth orchestras etc.

04 Process

The National Youth Service (Service National de la Jeunesse - SNJ) must receive the request for youth leave 1 month prior to the start of the leave sought.

The employee must therefore:

  • Download the form and fill in the relevant section,
  • Obtain his/her employer's decision on his/her request,
  • Send the form to the organiser of the training course or activity in question. This organiser (association or federation) certifies the requestor's attendance by signing it,
  • Send the form to the National Youth Service (Service National de la Jeunesse - SNJ).

The employee is informed by letter of the number of days of leave granted. Following the training course he/she must submit attendance certificate(s) to the employer.

The employer must:

  • Give an opinion on the request submitted by his employee,
  • Download and complete the reimbursement form and attach the requested items (attendance certificate(s), payslip(s) for the period in question),
  • Send the duly completed form and the requested documents to the National Youth Service (Service National de la Jeunesse - SNJ).

The process for self-employed people and professionals is similar to the one described above. The payslip should be replaced by a copy of the tax form issued by the Direct Tax Authority (Administration des Contributions Directes).

Refusal by the employer

The leave can be deferred if the absence sought may have a considerably harmful effect on company operations or the smooth running of annual paid leave for staff, 

05 Number of days and length

Calculating the number of days

  • For holders of an Assistant Leader/Leader certificate (or the equivalent qualification), the leave days granted for youth leave depend on the length of the training/activity.
  • For people who do not meet these criteria and who wish to undertake training on organising and supervising training placements or educational activities for young people, only two thirds of the days spent working with young people can be covered by youth leave.

Part-days that are covered are rounded up to the next whole number.

* Certificates recognised as equivalent to the (Assistant) Leader certificate

  • Certificates recognised in foreign countries, e.g. Bafa (F), Juleika (D) etc. 
  • Specific training: sports and leisure leader, coach with specific training for coaching young people, social and family assistance 
  • Vocational training in the field of education: graduate social educator, certified social educator, primary school teacher, teacher
  • Other training: educationalist, psychologist, priest, pastoral assistant

Length

  • The maximum duration of youth leave is 60 days for each recipient throughout his/her professional career.

  • Up to 20 days of youth leave can be granted over a 2-year period.
  • The leave can be divided up into periods of a minimum of two days, unless it is for a consistent series of classes lasting for just one day each.

For part-time employees, youth leave days are calculated in proportion to the working time.

Youth leave cannot be attached to statutory annual leave or to a period of sickness if the accumulated leave constitutes a continued absence of more than 3 weeks.

The legal provisions relating to social security and employment protection remain applicable for the duration of the youth leave.

06 Compensatory allowance

For employees, each day of leave granted entitles the recipient to a compensatory allowance equal to his/her average daily salary, paid by the employer. The employer advances the allowance and is reimbursed by the State for the amount of the allowance and for the employer social security contributions.

Forself-employed people and professionals, the compensatory allowance paid by the State is based on the income used during the last contributions year as the basis of contributions to the pension insurance scheme.

The compensatory allowance cannot exceed four times the minimum wage for unqualified workers (€7.994,36/grade 794,54 on 1 January 2017).

 

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