FAQ : Congé pour raisons familiales pendant la crise sanitaire liée au coronavirus (Covid-19)

Le congé pour raisons familiales avait initialement été instauré par une loi du 12 février 1999. Celui-ci est aujourd’hui réglementé par le Code du Travail (articles L. 234-50 et suivants du Code du Travail).

En principe, la durée du congé pour raisons familiales est limitée à plusieurs jours, en fonction de l’âge de l’enfant.

Toutefois, la loi avait laissé la porte ouverte à une prorogation pour une durée plus étendue lorsque les enfants dont l’un des parents devait assurer la garde, étaient atteints de certaines maladies d’une gravité exceptionnelle qui serait à définir par règlement grand-ducal.

Un règlement grand-ducal du 18 mars 2020 a ajouté un cas de figure qui doit être considéré comme tel et qui permet donc une période prolongée de congé pour raisons familiales à savoir :

lorsque sont prises des mesures d’isolement, d’éviction ou de maintien à domicile d’enfants pour des raisons impérieuses de santé publique décidées par les autorités compétentes pour faire face à la propagation d’une épidémie.

La durée de ce congé pour raisons familiales lié à la crise sanitaire s’étend jusqu’à la fin de la suspension des activités des écoles et structures d’accueil actuellement prévue pour le 4 mai prochain.

  1. Qui peut bénéficier du congé pour raisons familiales pendant la période de maintien à domicile des enfants ?

Pour la crise sanitaire actuelle, le salarié, parent d’un enfant âgé de moins de 13 ans, peut bénéficier du congé pour raisons familiales pendant la période de maintien à domicile des enfants, s’il n’existe pas d’autres moyens pour assurer la garde de l’enfant (p.ex. l’autre parent ne doit pas déjà bénéficier du congé pour raisons familiales ou du chômage partiel).

(Notre FAQ sur le chômage partie : https://www.schirrerwalster.lu/faq-chomage-partiel-en-raison-du-coronavirus-covid-19/?lang=fr).

Il faut toutefois noter que lorsque l’autre parent se trouve au domicile, mais effectue du télétravail, celui-ci n’est pas considérer comme pouvant assurer la garde de l’enfant. Ainsi, il est possible pour un parent de demander le congé pour raisons familiales, même si l’autre parent se trouve au domicile, mais effectue du télétravail.

  1. Quelles sont les conséquences du congé pour raisons familiales pour le parent qui en bénéficie ?

L’absence est assimilée à une absence pour incapacité de travail personnelle pour cause de maladie ou d’accident.

  1. Quelles sont les conséquences du congé pour raisons familiales pour l’employeur ?

Le salarié continue à percevoir son salaire (100%) de l’employeur.

Le Centre Commun de la Sécurité Social (CCSS) a instauré un régime spécial qui vise à procéder à une avance sur les indemnités pécuniaires du congé pour raisons familiales extraordinaire. Cette mesure vise à avancer une partie substantielle du remboursement des salaires que les employeurs doivent continuer à payer aux parents concernés vers mi-avril (qui ne se ferait normalement qu’en mai 2020 via la Mutualité des Employeurs).

  1. Est-ce que l’employeur peut licencier le salarié pendant le congé pour raisons familiales ?

Le salarié qui a droit au congé pour raisons familiales bénéficie d’une protection contre le licenciement, qui est similaire à celle qui est applicable en cas de maladie personnelle.

  1. Quelle est la procédure à respecter par le salarié pour bénéficier du congé pour raisons familiales pendant la période de maintien à domicile des enfants ?

Le salarié, qui souhaite bénéficier du congé pour raisons familiales, doit informer au préalable son employeur et remplir un formulaire spécifique pour le congé pour raisons familials dans le cadre de la limitation de la propagation d’une épidémie (COVID-19).

Ce formulaire doit être envoyé à la Caisse nationale de santé et à l’employeur.

  1. Est-ce que l’employeur peut, après avoir été informé par son salarié, refuser de faire droit à la demande de congé pour raisons familiales ?

Non, l’absence du salarié en raison d’un congé pour raisons familiales est une absence est assimilée à une absence pour incapacité de travail personnelle.

Par conséquent, et contrairement au congé annuel, l’employeur ne peut refuser de faire droit à cette demande de congé pour raisons familiales.

  1. Est-ce que l’employeur peut obliger son salarié de travailler pendant la période du congé pour raisons familiales ?

L’employeur ne peut pas obliger un salarié de travailler pendant la période du congé pour raisons familiales.

Ainsi, si le salarié refuse de travailler pendant le congé pour raisons familiales, ce refus ne pourra pas être considéré comme un refus d’ordre qui pourrait justifier un licenciement (en ce sens, notamment, Cour d’appel 28 février 2013).

A noter d’ailleurs que ceci s’applique donc également au télétravail.

Premièrement, il faut rappeler que l’employeur ne peut pas obliger le salarié d’adopter le télétravail comme forme de prestation de travail et ceci présuppose donc un accord préalable entre l’employeur et le salarié.

Deuxièmement, comme le télétravail est assimilé à du travail « normal », l’employeur ne peut pas exiger du salarié d’effectuer du télétravail lorsque celui-ci bénéficie du congé pour raisons familiales.

Pour toutes questions supplémentaires, n’hésitez pas à nous contacter e-mail : info@schirrerwalster.lu.

COVID-19: Indemnité d’urgence pour les micro-entreprises

Par règlement du 25 mars 2020, le gouvernement a mis en place une indemnité d’urgence pour les micro-entreprises qui se sont vues obligées de fermer leur établissement ou d’arrêter leur activité suite aux mesures prises dans le cadre de la lutte contre le Coronavirus.

L’indemnité en question s’adresse :

 

  1. Aux micro-entreprises qui ont moins de 10 salariés et un chiffre d’affaire ou un bilan annuel inférieur à 2.000.000 d’euros
  2. Ont un chiffre d’affaire annuel qui est toutefois égal ou supérieur à 15.000 euros
  • Dispose d’une autorisation d’établissement valable

Certains secteurs tel la pêche et l’agriculture sont spécifiquement exclus.

Sont également exclus les employeurs qui ont été condamnés à deux reprises pour contravention aux disposition du travail clandestin et les entreprises qui ne respectent pas les limitations des activités économiques prises dans le cadre de la lutte contre le Coronavirus.

Les entreprises éligibles auront droit à une indemnité forfaitaire unique de 5.000 euros.

Celle-ci peut être cumulée avec d’autres aides, sans toutefois pouvoir dépasser certains plafonds prévus par le droit communautaire.

Pour toutes questions, n’hésitez pas à nous contacter.

New aid for small and mid-sized businesses facing temporary financial difficulties in case of unforeseeable events

Luxembourg has published, on 13 March 2020, a draft law (n°7532) with purpose to assist small and mid-sizes businesses (“SMBs”) facing temporary financial difficulties following the repercussions of an unforeseeable national or international event.

This new measure is an addition to the already existing measures put into place by the law of 9 August 2018 relating to an aid scheme for SMBs or the measures in case of partial unemployment in case of “force majeure”.

The granting of an aid under this new measure is subject to 3 conditions:

1) an unforeseeable event has been officially recognized by the Government as having a harmful impact on the activity of certain companies during a specified period,

2) the company meets temporary financial difficulties, and

3) there is a causal link between these difficulties and the unforeseeable event in question.

The draft law mentions as examples of such unpredictable event : acts of terrorism, epidemics or eruptions of a volcano.

Certain sectors are specifically excluded from this new measure (among others agricultural or agricultural related businesses)

Eligible costs are calculated by taking into account the loss of income between the result achieved during the three preceding years for the same period compared to the expected results for the months following the unforeseeable event in question.

The amount of the aid is also capped, among others, to a maximum of 50% of eligible costs as defined above.

For further questions, please do not hesitate to contact us.

Brexit: Further details on what to do in case of a deal

In a previous article, we have outlined what British citizens need to know (and do) to stay in Luxembourg in the event of a deal or in the event of a no-deal (the article can be found here).

A draft Grand-ducal Regulation (the “Draft Regulation”) has been published setting-out further details on the procedures and documents to submit for British citizens and their family members in the case of a Deal.

First of all, the Draft Regulation outlines the procedure for the submission of the applications and the issuance of the permits for beneficiaries of the Withdrawal Agreement, ie:

  • British nationals residing in Luxembourg as well as their family members (regardless of the nationality of the family members) at the time of the withdrawal from the UK,
  • British nationals, and their family members, arriving in Luxembourg as of the date the Withdrawal agreement of 30 March 2019 comes into force and before the end of the transition period, currently set to 31 December 2020 (with the possibility of an extension);
  • family members of a British national in the situation described above who arrive in Luxembourg after the end of the transition period.

According to the Draft Regulation, the permit to be issued to British citizens and their family members (if they are British citizens as well) will be valid for 10 years.

The permit to be issued to family members of British citizens who are third country nationals will be valid for 5 years. The validity of the permit to be issued for these family members may be shorter if the permit delivered to the British citizen who they are dependent on, is shorter than 5 years.

If and when the Draft Regulation becomes effective, will of course depend on the outcome of the Brexit negotiation.

For any questions regarding immigration issues, please do not hesitate to contact us.

Brexit: What British citizens need to know (and do) to stay in Luxembourg

The outcome of the Brexit negotiations is still uncertain.

Facing these uncertainties, Luxembourg has foreseen rules protecting British citizens in case of Brexit.

Depending on the outcome, either the specific rules in the event of a “Deal” or those applicable in the event of a “No-Deal” set out below will become applicable on the withdrawal date.

1) In the event of a “Deal” Brexit

British citizens and their family members (EU or non-EU) will be allowed to stay in Luxembourg under their current permit until the end of the transition period.
After the transition period, the British citizens and their family members will obtain a new permit covered by the Withdrawal Agreement.

2) In the event of a “No-Deal” Brexit

In case of a “No-Deal” Brexit, British citizens and their family members residing in Luxembourg will be allowed to continue staying in Luxembourg for a period of one year starting from the day the UK leaves the EU.

During this period, British citizens will be allowed to pursue their employment or independent activity and no further formalities are required before the withdrawal date.
After the one-year period, British citizens will be required to be in possession of a new permit if they wish to continue staying in Luxembourg after such period.
They are therefore required to apply at latest 9 months after the withdrawal date (ie three months before the end of the one year period) for one of the categories of permits available to third-country nationals:

– Employee (regular, highly qualified or ICT worker)
– Sportspeople
– Student, trainee, pupil or young au pair
– Researcher
– Family member
– Investor
– Personal reasons.

British citizens in this situation will nevertheless be exempted from certain formalities when applying for their new permit, such as the arrival declaration, the medical checks and the obligation to provide proof of a suitable accommodation in Luxembourg (the payment of the permit delivery fee (Currently EUR 80) will nevertheless remain applicable).

It should be noted that those specific rules are only applicable to British citizens that are already in possession of a valid permit in Luxembourg at the time of the withdrawal.

For any questions regarding immigration issues, please do not hesitate to contact us.

What is the minimum salary to apply for a EU blue card in Luxembourg?

Third-country nationals that want to apply for a highly qualified work permit (EU Blue card) must meet certain requirements. One of the requirements, is to have an offer for a remuneration of at least:

Option 1: 1.5 times the amount of the Luxembourg average gross annual salary or;
Option 2: at least equivalent to 1.2 times the Luxembourg average gross annual salary for work in certain professions and for which the government has noticed a particular need to employ third-country nationals.

By Grand-Ducal Regulation of 13 September 2019, the requirements have now been set as follows:
Option 1: EUR 78,336 (previously EUR 73,998)
Option 2: EUR 62,668.80 (previously EUR 59,198.40)

Please do not hesitate to contact us, should you have further questions on the highly qualified work permit or need assistance with an application.

Self-employment in Luxembourg for third country nationals

The Grand-Duchy of Luxembourg, known, among others, for its stability and strong financial industry, has become a destination of choice for business over the years.

Nationals from an EEA country as well as Swiss nationals only have to fulfill very few conditions to open a business or become self-employed in Luxembourg (at least from an Immigration Law point of view).

The conditions are more restrictive for third country nationals.

The self-employment permit for third country nationals is subject to the following requirements:

  • The person must provide evidence that he/she is in possession of the professional qualification for the given activity,
  • He/she qualifies for a business license (if the activity is subject to such business license)
  • That he/she is in possession of sufficient resources to exercise the contemplated activity,
  • that the exercise of the given activity serves the interests of the country.

The interests of the country for the contemplated activity are assessed in terms of economic utility, ie:

  • a response to an economic need,
  • the integration of the activity in the national or local economic context,
  • the viability and sustainability of the project,
  • job creation,
  • investment (especially in research and development),
  • innovative activity or specialization,
  • or in terms of social or cultural interest.

Once the application has been approved, the third country national can request the self-employment permit if he/she proves to have an appropriate accommodation.

It should finally be noted that a director or manager of a Luxembourg company holding a business license or an agreement delivered by the Ministry, shall request a self-employed permit in case he/she is the legal representative of the company without relationship of subordination towards the company.

If this director or manager has a relationship of subordination towards the company and has concluded an employment agreement, he/she shall apply for a specific employment work permit (which is subject to other requirements both for the application and the company).

Please do not hesitate to contact us for any further questions.

Brexit: What it means for British citizens working or residing in Luxembourg

The outcome of the Brexit negotiations are still uncertain.

In the meantime, Luxembourg just published a bill of law on 8 February 2019 (n°7406) to protect British citizens working as civil servants or government employees in case of a hard Brexit.

What does it mean for British citizens not working as civil servants in Luxembourg?

There are currently two foreseeable options:

  1. Either the UK remains in the EU or concludes an agreement with the EU that ensures that the same rules with regard to immigration apply in the future (as this was foreseen by the rejected UK-EU Withdrawal Agreement)
  2. Or the UK and the EU conclude no agreement, which leaves the UK with the option of a hard Brexit.

In the second option, a UK citizen could be treated, with regard to Luxembourg Law, as a third country national.

Luxembourg Government, announced in January 2019, that British citizens and their family members residing in Luxembourg will be allowed to continue residing in Luxembourg after 29 March 2019 under their current authorisations which will remain valid until 30 March 2020.

British nationals will however need to apply for a residence permit before 31 December 2019 (conditions and procedure of this simplified procedure are yet to be announced).

After this date, unless, in the meantime, a different regime is negotiated with, the rules for third-country nationals would apply to British nationals.

We have shortly summarized below the main differences between the obligations of EU citizens and third country nationals to stay in Luxembourg.

Stays of less than 3 months

  1. EU citizens

Every EU citizen has the right to reside freely in Luxembourg for a stay of up to 3 months if he is in possession of a valid ID card or passport.

 2. Third country nationals

Third country nationals however who intend to stay in Luxembourg for a period of less than 3 months, are legally required to be in possession:

  • Of valid travel documents,
  • of a valid passport with a valid visa (unless otherwise provided in a bilateral agreement),
  • a valid medical insurance applicable in Luxembourg,
  • the proof of sufficient resources for the duration of stay and the return to the country of origin.

This being said, the EU Commission has published a proposal for a regulation exempting British nationals from visa requirements in the Schengen area for stays less than 3 months (subject to reciprocal visa-travel of Schengen area nationals to the UK).

Stays of longer than 3 months

  1. EU citizens

EU citizens are allowed to stay in Luxembourg for longer than 6 months if they fulfill one of the following conditions:

  • exercise a remunerated activity in Luxembourg (as an employee or self-employed), or
  • prove to be in possession of sufficient resources for themselves and their family and a have valid health insurance, or
  • be registered in a public or private educational institution accredited by the Luxembourg authorities in order to pursue studies or professional training together with the prove of sufficient resources and a valid health insurance.

Although the authorization is limited in time, it is renewable and permanent residence may be requested after 5 years under certain conditions.

2. Third country nationals

Third country nationals are allowed to stay in Luxembourg for longer than 6 months, only if they are in possession of one of the following authorizations:

  • As employees (regular, highly qualified or ICT worker) (see our article here on ICT workers)
  • Sportspeople
  • Students, trainees, pupils or young au pairs
  • Researchers
  • Family members
  • Investors (see our article here on the investor status)
  • Personal reasons

Strict conditions apply to each of these authorizations.

For example, for one of the most common authorizations, as regular employees, the following conditions must be fulfilled:

  • the job must be declared vacant with the Luxembourg Unemployment Agency (ADEM),
  • Have all the required qualifications for the job,
  • Luxembourg nationals and EU citizens have priority for the given activity. Only if the employer is unable to find an appropriate candidate for its activity and after a certain period, he may consider employing a third country national,
  • The activity exercised must serve the interests of the country.

Conclusion

While the outcome remains uncertain, Luxembourg has already started foreseeing a temporary protection regime for British citizens, at least until 2020.

For any questions regarding immigration issues, please do not hesitate to contact us.

GDPR: New Guideline on territorial scope

The European Data Protection Board (« EDPB ») issued a new draft guideline (“Guideline 3/2018”) on the territorial scope of the General Data Protection Regulation (“GDPR”).

The Guideline 3/2018 brings long awaited clarifications on questions in relation to the criteria of “establishment” and “targeting”, processing in places where Member State law applies by virtue of public international law (which will not be analysed here) and the need for a representative for controllers or processors not established in the EU.

As a reminder, Article 3 GDPR foresees that the EU Regulation applies to processing of personal data in the context of activities of an establishment of a controller or a processor in the Union, regardless of whether the processing takes place in the EU or not.

The EU legislator’s intention was, with regard to territorial scope, to establish a level playing field for companies active in the EU markets, in a context of worldwide data flows.

The territorial scope uses two main criteria: establishment (1) and targeting (2). If one of these 2 criteria is met, the relevant provisions of the GDPR will apply. In cases where the controller or the processor does not have an establishment in the EU, he must designate a EU representative (3).

(This article gives an overview only of the Guideline 3/2018 and shall not be considered as exhaustive and/or legal advice.)

  • Establishment

The GDPR does not provide a definition of the term “establishment” for the purpose of Article 3. However, the EDPB reminded that ECJ Case law on the interpretation of this term remains applicable (see for example ECJ Google Spain and ECJ Weltimmo). While the Guideline 3/2018 confirms that the interpretation of the term establishment is broad (and the legal form of the establishment is irrelevant), it also insisted that is not without limits (e.g. the mere fact that an undertaking’s website is accessible in a Member State of the EU is not sufficient to conclude that it has an establishment).

Another interesting clarification provided by the Guideline 3/2018 is that processing by the establishment is not necessary: it is sufficient that the processing is carried out “in the context of the activities” (EDPB also refers to applicable EU Case Law to understand this difference).

The Guideline 3/2018 further confirms that, with regard to “processing in the context of the activities”, location and nationality of the data subjects who are in the EU is not relevant. This means that neither the controller / processor, nor the data subjects need to be in EU in order for the GDPR to apply.

  • Targeting

The EDPB reminds that the absence of an establishment in the EU does not mean that a data controller or procession is excluded from the scope of GDPR (However, it is also reminded that in the absence of an establishment, the data controller or processor cannot benefit from the one-stop shop)

To see whether the targeting criteria applies (i.e. criteria applicable to a controller or processor without an establishment in the EU) the EDPB recommends to:

  1. determine that the processing relates to personal data of data subjects who are in the EU and
  2. whether it relates to the offering of goods or services or to the monitoring of data subject’s behavior in the EU.
  1. Data subjects in the EU

The EDPB reminds that this criteria is not limited by citizenship, residence or other type of legal status. This criterion must be assessed at the moment when the relevant trigger activity takes place (i.e. moment of offering goods or services or the moment when the behaviour is being monitored, regardless of the duration of the offer). The EDPB however also reminds that the processing alone is not sufficient, the controller or processor must also target individuals in the EU.

These 2 examples provided in the Guideline 3/2018 helps to clarify the distinction:

Example GDPR is applicable

A start-up established in the USA, without any business presence or establishment in the EU, provides a city-mapping application for tourists. The application processes personal data concerning the location of customers using the app (the data subjects) once they start using the application in the city they visit, in order to offer targeted advertisement for places to visits, restaurant, bars and hotels. The application is available for tourists while they visit New York, San Francisco, Toronto, London, Paris and Rome. The US start-up, via its city mapping application, is offering services to individuals in the Union (specifically in London, Paris and Rome). The processing of the EU-located data subjects’ personal data in connection with the offering of the service falls within the scope of the GDPR as per Article 3(2).

Example GDPR is not applicable

A bank in Taiwan has customers that are residing in Taiwan but hold German citizenship. The bank is active only in Taiwan; its activities are not directed at the EU market. The bank’s processing of the personal data of its German customers is not subject to the GDPR.

  1. Offering of goods and services

The Guideline 3/2018 referred once more to EU law and Case law where the concept of these terms have already been defined and reminding that the payment by the data subject for the offered goods or services is not a criteria to fall within the territorial scope of GDPR.

The Guideline 3/2018 then mentions that ECJ Case Law Pammer v Reederei Karl Schlüter GmbH & Co and Hotel Alpenhof v Heller (Case Law on the interpretation of the Brussel I Regulation which clarifies when a trader is directing his activity towards the Member State of the consumer’s domicile) might be of assistance to determine whether goods or services are offered to a data subject in the EU. The Guideline provides a non-exclusive list of factors that may be taken into consideration:

– The EU or at least one Member State is designated by name with reference to the good or service offered;

– The data controller or processor pays a search engine operator for an internet referencing service in order to facilitate access to its site by consumers in the Union; or the controller or processor has launched marketing and  advertisement campaigns directed at an EU country audience

– The international nature of the activity at issue, such as certain tourist activities;

– The mention of dedicated addresses or phone numbers to be reached from an EU country

– The use of a top-level domain name other than that of the third country in which the controller or processor is established, for example “.de”, or the use of neutral top-level domain names such as “.eu”;

– The description of travel instructions from one or more other EU Member States to the place where the service is provided;

– The mention of an international clientele composed of customers domiciled in various EU Member States, in particular by presentation of accounts written by such customers;

– The use of a language or a currency other than that generally used in the trader’s country, especially a language or currency of one or more EU Member states;

– The data controller offers the delivery of goods in EU Member States.

The following examples provided by the Guideline 3/2018 clarify when goods or services are offered to EU data subjects in a manner that renders GDPR applicable or not:

Example GDPR is applicable

A website, based and managed in Turkey, offers services for the creation, edition, printing and shipping of personalised family photo albums. The website is available in English, French, Dutch and German and payments can be made in Euros or Sterling. The website indicates that photo albums can only be delivered by post mail in the UK, France, Benelux countries and Germany. In this case, it is clear that the creation, editing and printing of personalised family photo albums constitute a service within the meaning of EU law. The fact that the website is available in four languages of the EU and that photo albums can be delivered by post in six EU Member States demonstrates that there is an intention on the part of the Turkish website to offer its services to individuals in the Union. As a consequence, it is clear that the processing carried out by the Turkish website, as a data controller, relates to the offering of a service to data subjects in the Union and is therefore subject to the obligations and provisions of the GDPR, as per its Article 3(2)(a). In accordance with Article 27, the data controller will have to designate a representative in the Union.

Example GDPR is not applicable

A private company based in Monaco processes personal data of its employees for the purposes of salary payment. A large number of the company’s employees are French and Italian residents. In this case, while the processing carried out by the company relates to data subjects in France and Italy, it does not takes place in the context of an offer of goods or services. Indeed human resources management, including salary payment by a third-country company cannot be considered as an offer 17 Adopted of service within the meaning of Art 3(2)a. The processing at stake does not relate to the offer of goods or services to data subjects in the Union (nor to the monitoring of behaviour) and, as a consequence, is not subject to the provisions of the GDPR, as per Article 3. This assessment is without prejudice to the applicable law of the third country concerned

  • Monitoring of data subject’s behaviour

The Guideline clarifies that behavioural monitoring can be undertaken not only through the internet (as suggested by Recital 24 GDPR), but also other types of network or technology (e.g.. wearable and other smart devices). Other than for offering of goods and services, monitoring does not require an “intention to target” to trigger the application of the GDPR, it is sufficient that the controller has a specific purpose in mind for the collection and subsequent reuse of the relevant data.

The mere collection of data is not automatically considered as monitoring. The purpose of the processing needs to be considered (e.g. the subsequent behavioural analysis or profiling techniques).

Monitoring activities include, among others:

– Behavioural advertisement

– Geo-localisation activities, in particular for marketing purposes

– Online tracking through the use of cookies or other tracking techniques such as fingerprinting

– Personalised diet and health analytics services online – CCTV – Market surveys and other behavioural studies based on individual profiles

– Monitoring or regular reporting on an individual’s health status

  • Representatives of controllers or processors not in the EU

If a data controller or processor is subject to the GDPR, he shall designate a representative in the EU. The EDPB clarified that this provision was not entirely new and already existing under the previous Directive 95/46/EC.

It is also clarified that the designation of an EU representative will not be considered as an “establishment” by virtue of article 3(1) GDPR.

The written mandate given to the EU representative will typically be a service contract concluded with an individual or an organization (e.g. law firms, consultancies, private companies etc…) provided that these individuals / organizations are established in the EU. If the representative is a company or any other type of organization, it is recommended that a lead person (person in charge) within the company / organization is appointed.

The EDPB also confirmed that, in their view, the role of EU representative is not compatible with the external data protection officer (DPO).

The Guideline 3/2018 also clarifies the obligations and responsibilities of the EU representative.

While not itself responsible for complying with data subject rights, the legal representative must facilitate the communication between data subjects and the controller or processor represented, in order to make the exercise of data subjects’ rights effective. The EDPB further considers that the maintenance of a record of processing activities is a joint obligation of the controller and the processor and that if they are not established in the EU, they must provide to the representative with all accurate and updated information so that the record can be maintained and made available by the representative.

The EU representative should also perform its tasks according to the mandate received from the controller or processor, including cooperating with the competent supervisory authorities with regard to any action taken to ensure compliance with this Regulation. In practice, this means that a supervisory authority would contact the representative in connection with any matter relating to the compliance obligations of a controller or processor established outside the Union, and the representative shall be able to facilitate any informational or procedural exchange between a requesting supervisory authority and a controller or processor established outside the Union.

With the help of a team if necessary, the representative in the Union must therefore be in a position to efficiently communicate with data subjects and cooperate with the supervisory authorities concerned. This means that this communication must take place in the language or languages used by the supervisory authorities and the data subjects concerned. The availability of a representative is therefore essential in order to ensure that data subjects and supervisory authorities will be able to establish contact easily with the non-EU controller or processor.

It should however be noted that the concept of the representative was introduced precisely with the aim of ensuring enforcement of the GDPR against controllers or processors that fall under Article 3(2) of the GDPR. To this end, it was the intention to enable enforcers to initiate enforcement action against a representative in the same way as against controllers or processors. This includes the possibility to impose administrative fines and penalties, and to hold representatives liable.

  • Conclusion

The Guideline 3/2018 provides useful insight on the scope of GDPR to controllers and processors outside the EU and the role of the EU representative. Unfortunately, the Guideline 3/2018 (in its current draft form) does not provide any further specifications on the responsibility of a controller or processor that falls within the scope of GDPR, but does not comply with it and how such third country controller / processor will be sanctioned. Hopefully there will be some further clarification on this point in the final version of Guideline 3/2018.  Indeed, the draft version is still subject to comments from the public until 18 January 2019. Thereafter, a final version of the Guideline 3/2018 will be published.

Residence permit in Luxembourg for temporary Intra-company transfers (ICT)

Besides introducing a new regime for certain investors, the law of 8 March 2017 (modifying the law of 29 August 2008, the “Law of 2008”) foresees a new status for third-country nationals (“TCN”) in the case of temporary Intra-company transfer (“ICT”). This new law implements the Directive 2014/66/EU on the conditions of entry and residence of TCNs in the framework of an intra-corporate transfer (“Directive 2014/66/EU”)

An Intra-group temporary transfer is defined, by the Law of 2008 (in identical terms to the definition provided by the Directive 2014/66/EU), as the temporary secondment for occupational or training purposes of a TCN who, at the time of application for an intra-corporate transferee permit, resides outside the territory of the Member States, from an undertaking established outside the territory of a Member State, and to which TCN is bound by a work contract prior to and during the transfer, to an entity belonging to the undertaking or to the same group of undertakings which is established in that Member State, and, where applicable, the mobility between host entities established in one or several second Member States.

This new regime applies to qualified executives, experts and trainees (as defined by the Law of 2008).

The application is filed by the host entity that shall, among others:

  • provide proof that the host entity and the company established in the third country belong to the same undertaking or group,
  • provide evidence of employment within the same company or group from 3-12 months (for managers and experts) and 3-6 months (for trainees)
  • provide a work contract containing certain information on the details of the transfer and the work conditions (e.g. duration, location, remuneration, required qualification, etc…)

The authorisation of stay as ICT is granted for a minimum of 1 year up to the duration of the assignment (however max. 3 years). For trainees, the authorisation of stay is limited to 1 year maximum.

A new application by the same TCN for an ICT work permit is possible, however only after a period of 6 months after the end of the validity of the ICT work permit and the new application.

Once issued, this authorisation to stay gives an employee and his/her family members the right to reside and to work in Luxembourg. The authorization of stay of the family members expires simultaneously with the ICT work permit.

With regard to intra-EU mobility, the ICT regime foresees the following:

For short term mobility:

A TCN that holds a valid ICT work permit of another EU country is entitled to work in Luxembourg in a company part of the same group for a period of up to 90 days in any 180-day period, provided certain notification requirements are fulfilled.

For long-time mobility:

A TCN that holds a valid ICT work permit of another EU country may also be authorized to work in Luxembourg in a company part of the same group for a longer period than 90 days. Such authorization is however subject to a separate authorization and a simple notification to Luxembourg authorities is not sufficient. In certain cases, the TCN may already start working in Luxembourg also before the Luxembourg authorities have decided upon the application.