Luxembourg is about to write a new chapter in its social history. After months of consultation and debate, two bills – 8634 and 8640 – were tabled in the Chamber of Deputies on 10 October 2025. Their ambition? To preserve the viability of the pension system in the face of unprecedented demographic challenges, while offering levers of adaptation to modern careers.

Why this reform?

The facts are clear: the population is ageing, life expectancy is increasing, and the current system, based on intergenerational solidarity, risks slipping into deficit as early as 2026. Without adjustment, the reserves of the National Pension Insurance Fund could be exhausted by 2047. The government has chosen a pragmatic path, combining increased revenues and incentives to extend working life, rather than a radical overhaul.

For employers, this reform means higher contributions and new options for managing end‑of‑career arrangements.

What stays the same

• Legal retirement age unchanged: 65 remains the benchmark for the old‑age pension, provided at least 120 months of contributory insurance periods (compulsory or voluntary) are justified.
• Year‑end allowance maintained.

What changes

A shared effort

The overall contribution rate will rise from 24% to 25.5% from 2026. This increase will be shared between employees, employers and the State, each contributing 8.5% (compared with 8% under the current scheme). In other words, the pension contribution rate will increase by +0.5% for employers and +0.5% for employees (1% for the self‑employed).

Estimated impact: For employees, a reduction in net salary of around 0.4 to 0.5%, i.e. a few dozen euros per month. For companies: an increase in employer costs of around 0.5%.

Reminder: inform your employees of this reduction in net pay and integrate the increase in employer costs into your budget forecasts.

The table below is based on the following assumptions:

• employer in Class 2 of the employers’ mutual insurance fund  (2025 rate: 0.99 %) and in  Bonus-Malus System 1 for the AAA [Accident Insurance Association] (2025 rate: 0.70 %),
• employee in Tax Class 1.

Early retirement at 60: stricter conditions

Currently, 480 months of contributions are sufficient to retire at 60. In future, the rule will change: if these 480 months include voluntary or complementary contributions (such as study years), employees will need to work a little longer:

• +1 month in 2026 and 2027
• +2 months per year from 2028 to 2030
  That is 488 months by 2030. This measure gradually brings the effective retirement age closer to the legal age.

It does not apply to employees who already justify 480 months of compulsory contributions.

 Recognition of study years

Up to 9 years can be credited, without age limit, compared with 18–27 years currently. This is progress for long careers and demanding professions.

Preparing for the future: a strengthened third pillar

The tax deduction ceiling for old‑age provision contracts rises to €4,500 per year (+41%). A strong incentive to build supplementary savings.

Incentives to extend working life

>AMVP tax abatement:

AMVP (abatement for remaining in professional life) of €750 per month (maximum €9,000 per year) for employees who, although eligible for early retirement, choose to continue working. This abatement can be monthly (registration upon request on the tax card) or annual (annual settlement or tax return).The associated tax benefit (i.e. reduction of tax due) will depend on the marginal tax rate, and therefore on income.

>Progressive pension:

possibility for an employee eligible for early old‑age pension to reduce working time while receiving a fraction of the early old‑age pension, subject to employer agreement. The employee must have at least 3 years’ seniority in the company and an average working time of at least 75% of full‑time. The allowance is in principle paid by the employer, who is reimbursed by the CNAP (National Pension Insurance Fund).

A fragile but necessary balance

This reform is not a revolution, but a vital adjustment. It buys time – four years according to some experts – without solving all the challenges. It is based on one principle: solidarity and shared responsibility. Workers contribute more, companies adapt, and everyone is invited to rethink their professional horizon.

Need to assess the impact on your business? Contact us.