Skills-Plang

The objectives of Skills-Plang, an innovative programme co-funded by the Ministry of Labour and coordinated by ADEM, are to anticipate changes in the labour market, strengthen employees’ employability and thus prevent unemployment through targeted upskilling and/or reskilling actions.

Enshrined in the Law of 19 June 2025, the programme enables companies facing rapid developments in their sector of activity to benefit from financial support in order to maintain their workforce while strengthening their competitiveness.

 Which companies are eligible for financial support? 

The programme is open to any company that:

• has its registered office in the Grand Duchy of Luxembourg;
• has carried out genuine economic activity in Luxembourg for at least three years;
• is not considered an undertaking in difficulty as defined by EU Regulation (EU) No 651/2014.

The company must demonstrate that its activities, occupations or skills needs are affected by structural market trends, notably due to digital, ecological, regulatory or societal transition.

Which employees are concerned?

The following employees are considered impacted:

• those with at least 12 months’ seniority in the company;
• those whose occupation or position is affected by structural market developments;
• those requiring at least 120 hours of training for reskilling or upskilling.

The purpose of the training is to secure their employability within the company and on the labour market in general.

The two phases of the programme

1. Forecast analysis and training plan

After submission and approval of its application, the eligible company prepares, with the support of an accredited consultant or accredited consulting firm :

• an analysis of its human resources and skills situation;
• the identification of departments and occupations undergoing change;
• the designation of impacted employees;
• individual skills assessments;
• and the development of a detailed individual training plan with an estimated budget.

Important: the plan must be submitted to the staff delegation for consultation before being submitted to ADEM. 

2. Implementation of the training plan

The training plan must be implemented within 24 months.
The training activities must:

• be delivered by approved training providers (Luxembourgish or foreign, if no suitable offer exists in Luxembourg);
• improve the employee’s employability;
• comply with the validated content and budget;
• be certified by a certificate of attendance (≥ 80% attendance) or a certificate of achievement.

The company may be supported by its accredited consultant throughout the implementation phase.

Financial support

The Fonds pour l’emploi co-funds:

• a share of the consultancy costs for the analysis and planning phase,
• a share of the direct training costs,
• a share of the employee’s salary costs during training.

Co-funding rates

Workforce and financial thresholds defining company categories

• Micro and small enterprises
  Fewer than 50 employees AND an annual turnover or annual balance sheet total not exceeding €10 million
• Medium-sized enterprises
  Fewer than 250 employees AND an annual turnover not exceeding €50 million OR an annual balance sheet total not exceeding €43 million
• Large enterprises
  More than 250 employees OR an annual turnover exceeding €50 million OR an annual balance sheet total exceeding €43 million

Deadlines and reimbursement conditions for training costs

Submission of documents

• The company must submit all documents (invoices, certificates, attendance records, etc.) to ADEM no later than three months after the 24-month implementation period of the training plan.
• After this deadline, the right to reimbursement will lapse.

Reimbursement procedure

• Reimbursement can be requested after each training session or at the end of all training sessions included in the plan, depending on the company’s preference.
• ADEM will review the documents. Once approved, the Employment Fund will release the co-financing payment.

Budget overrun

• If the training costs exceed the budget specified in the approved plan by more than 20%, the company must provide ADEM with a justification to maintain eligibility for co-financing.

Non-Reimbursement in certain cases

• No reimbursement will be granted if the employee does not attend, withdraws from the training, or has an attendance rate below 80%.
• Exception: Illness, supported by a medical certificate from the first day. In this case, the training may be repeated once and reimbursed.
• If an exam is failed, the first training remains co-funded. Any further attempts are paid for by the employer.

How to participate?

Interested companies can submit their application online.
You can find more details on the eligibility criteria, the application steps, and the required documents in our practical guide.