FAQ

We are talking about a Mini-job when the monthly salary does not exceed €400 on average per month. People with a Mini-job are not subject to unemployment insurance and therefore cannot claim unemployment benefits. People with a Mini-job (salary between €400,01 and €800) can claim benefits after a 12 month period of activity. By contrast, all holders of such contracts are insured against the risk of accidents at work.
More information at https://www.frontaliers-grandest.eu/fr/

Yes, if you are carry out an activity with a reduced salary, with hours not exceeding 110 per month, you can obtain payment of the return-to-work assistance allowance from Pôle Emploi. However, to receive this assistance, your new contract must not provide you with remuneration exceeding 70% of the gross monthly remuneration received before your registration with Pôle Emploi.
More information at https://www.frontaliers-grandest.eu/fr/

From 2012 to 2033, you will be able to continue to benefit from the tax regime for cross-border workers if:
– you reside in the border area in France, and
– you carried out your activity in the Belgian border area on the 31st of December 2011, and
– without interruption until 2033 you maintain your permanent home in the French border area, exercise your activity in the Belgian border area and do not leave the Belgian border area for more than 30 days per calendar year to carry out your activity.
More information at https://www.frontaliers-grandest.eu/

There are ten statutory public holidays per year in Belgium. When one of these public holidays coincides with a normal day of inactivity in the company, Belgian law provides for a replacement day so that the employee effectively benefits from 10 public holidays in the year.
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In case of a dispute regarding employment law, the action is brought before the “Arbeitsgericht” Labour Court. Depending on the subject of the dispute, you must pay attention to the limitation periods, which can be relatively short. For example, if you wish to contest a dismissal, you have a period of 3 weeks after the notification of notice to bring the case before the court.
More information at https://www.frontaliers-grandest.eu/

In principle no, the fixed-term contract (CDD) ends at the end of the initially planned term. In Luxembourg, there is no possibility of terminating a CDD to start a permanent contract (CDI) as exists in France, for example. Thus, to terminate a CDD in Luxembourg, you must obtain the employer’s agreement (in writing) or cite serious misconduct on the part of the employer, such as non-payment of wages.

More information at https://www.frontaliers-grandest.eu/