{"id":8488,"date":"2026-09-29T17:45:51","date_gmt":"2026-09-29T15:45:51","guid":{"rendered":"https:\/\/securex.lu\/?p=8488"},"modified":"2026-09-30T09:46:16","modified_gmt":"2026-09-30T07:46:16","slug":"meal-vouchers-an-ever-popular-employee-benefit","status":"publish","type":"post","link":"https:\/\/securex.lu\/en\/meal-vouchers-an-ever-popular-employee-benefit\/","title":{"rendered":"Meal vouchers an ever-popular employee benefit"},"content":{"rendered":"\n

Well known to employers and highly valued by employees, meal vouchers are a popular benefit that helps cover all or part of the cost of meals or the purchase of food products<\/strong> from a wide network of restaurants and retailers across Luxembourg.<\/p>\n\n\n\n

Issued in electronic form, with a predetermined face value and a validity period of 12 months, meal vouchers are intended for the employee’s personal use only<\/strong>. Beyond their practical benefits, they also represent an attractive tool for optimising compensation packages thanks to their favourable tax and social security treatment.<\/p>\n\n\n\n

<\/p>\n\n\n\n


<\/p>\n\n\n\n

What are the tax advantages of meal vouchers for employees?<\/h2>\n\n\n\n

Meal vouchers make it possible to optimise an employee’s tax package. More specifically, the value of the meal voucher is tax-exempt for the portion between \u20ac2.80 and its face value<\/strong>, up to a maximum of \u20ac15.  <\/p>\n\n\n\n

For a meal voucher with a maximum face value of \u20ac15, the taxable value<\/strong> of the voucher for the employee is therefore limited to \u20ac2.80<\/strong> per meal voucher. The difference between these two figures represents the amount of the tax exemption, which is therefore capped at \u20ac12.20 per meal voucher (i.e. \u20ac15 – \u20ac2.80).<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Furthermore, if the employee contributes \u20ac2.80 per meal voucher (in the form of a net deduction on the payslip), he or she will be eligible for total tax exemption.<\/strong> Under current tax rules, “the employee’s contribution must be deducted first from the taxable portion of the meal voucher<\/em>“. For each meal voucher worth \u20ac15 which is allocated and to which the employee contributes \u20ac2.80, the latter is not taxed at all and actually receives \u20ac12.20 net of tax. <\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

In other words, for a meal voucher with a maximum value of \u20ac15, the tax advantage can be summarised as follows:<\/p>\n\n\n\n

    \n
  • Either the employee is taxed only on \u20ac2.80 per meal voucher;<\/li>\n\n\n\n
  • Or the employee pays this amount of \u20ac2.80 to the employer (in the form of a net deduction) and is not taxed at all on the meal voucher. <\/li>\n<\/ul>\n\n\n\n


    <\/p>\n\n\n\n

    How much do meal vouchers cost the company in practice?<\/h2>\n\n\n\n

    An employer who decides to offer meal vouchers to its employees has 2 options: a benefit in kind or net deduction, depending on whether it finances the meal vouchers in full or in part. The choice made by the employer in this respect must be included in the employee’s contract of employment.<\/p>\n\n\n\n


    <\/p>\n\n\n\n

    Benefit in kind: the employer finances the meal vouchers in full<\/h3>\n\n\n\n

    If the employer decides to introduce meal vouchers without asking for a financial contribution from its employees, a benefit in kind will then be considered on the employee’s payslip. The amount is set at \u20ac50.40<\/strong> per month for 18 meal vouchers (\u20ac2.80 x 18 meal vouchers). This benefit in kind constitutes a remuneration item that is taxable but not subject to contributions<\/strong>.<\/p>\n\n\n\n

    The benefit in kind will always be \u20ac50.40, provided the face value of the meal vouchers does not exceed \u20ac15. Consequently, the taxable value for the employee will still be \u20ac2.80 per meal voucher.<\/p>\n\n\n\n

    The employer will therefore bear the full cost of the value of the meal vouchers.<\/strong> This is the most expensive method for the employer. Conversely, it is the most advantageous option for the employee, as the amount of tax calculated on the basis of the \u20ac50.40 will be relatively low.<\/p>\n\n\n\n

    <\/p>\n\n\n\n

    \"\"<\/figure>\n\n\n\n


    <\/p>\n\n\n\n

    Net deduction: the employee contributes financially to the meal voucher scheme<\/h3>\n\n\n\n

    Conversely, employers may require their employees to contribute<\/strong> to the cost of meal vouchers. In most cases, the employee contribution will be \u20ac2.80 per meal voucher. In concrete terms, this employee contribution takes the form of a net deduction of \u20ac50.40 (\u20ac2.80 x 18 meal vouchers) taken into account directly from the payslip (without benefits in kind). In this case, as long as the face value does not exceed \u20ac15, the meal vouchers are fully tax-exempt<\/strong>.<\/p>\n\n\n\n

    As you can see this is a less costly way of proceeding for the employer, as the employee will bear part of the cost of the meal vouchers.<\/p>\n\n\n\n

    <\/p>\n\n\n\n

    \"\"<\/figure>\n\n\n\n

    <\/p>\n\n\n\n

    In reality, the employee’s contribution could be less than or more than \u20ac2.80, but this would not allow the employer to take full advantage of the tax benefits associated with meal vouchers.<\/p>\n\n\n\n


    <\/p>\n\n\n\n

    Under what conditions can meal vouchers be granted?<\/h2>\n\n\n\n

    Any company is free to decide to offer meal vouchers to its employees. However, in order to benefit from the tax advantage, 2 conditions<\/strong> must be met:<\/p>\n\n\n\n

      \n
    • The company must not have a company canteen, and<\/li>\n\n\n\n
    • The employee must not already receive a flat-rate reimbursement of business expenses in the form of a per diem, the maximum amount whereof authorised by law is \u20ac14.<\/li>\n<\/ul>\n\n\n\n


      <\/p>\n\n\n\n

      How many meal vouchers are allocated monthly to employees?<\/h2>\n\n\n\n

      It is common practice in Luxembourg to allocate a fixed number<\/strong> of meal vouchers per month:<\/p>\n\n\n\n

        \n
      • 18<\/strong> meal vouchers over 12 months<\/strong>, or<\/li>\n\n\n\n
      • 20<\/strong> meal vouchers over 11 months<\/strong>.<\/li>\n<\/ul>\n\n\n\n

        <\/p>\n\n\n\n

        For part-time employees, this number may be prorated based on their working time. An employee working 50%, for example, should receive 9 meal vouchers per month (18 x 50% = 9). The employer is nonetheless free to decide whether to apply this prorated share. More specifically, when an employee works part-time but goes to work every day, some employers decide to allocate all the meal vouchers. Whatever the decision taken by the employer (whether to apply a prorated share), it is essential to apply the same rule to all employees in the same category.<\/p>\n\n\n\n

        Similarly, if an employee joins or leaves during the month, it is common practice to calculate the number of meal vouchers on a prorated basis according to the time worked during the month.<\/p>\n\n\n\n


        <\/p>\n\n\n\n

        What is the face value of a meal voucher?<\/h2>\n\n\n\n

        Employers are free to choose the face value of the meal vouchers<\/strong> they wish to offer their employees.<\/p>\n\n\n\n

        Since 1 January 2024, the maximum face value of meal vouchers eligible for the preferential tax regime has been increased to \u20ac15 per voucher. As explained above, where a meal voucher has a maximum face value of \u20ac15<\/strong>, the taxable value of the voucher for the employee is limited to \u20ac2.80. The maximum tax-exempt portion is therefore \u20ac12.20 per meal voucher.<\/p>\n\n\n\n

        In reality, the face value of meal vouchers is not limited to \u20ac15 (only the maximum exemption amount, i.e. \u20ac15 – \u20ac2.80). A company could therefore allocate freely meal vouchers worth more than \u20ac15 to its employees. As the tax exemption remains capped at \u20ac12.20. If an employer gives out meal vouchers worth \u20ac17, for instance, \u20ac4.80 of the voucher will be taxable for the employee.<\/p>\n\n\n\n

        \"\"<\/figure>\n\n\n\n


        Similarly, if the employer wished to offer more than 18 meal vouchers to its employees, then the entire value of the additional meal vouchers would be fully taxable.<\/p>\n\n\n\n

        Example: an employee receives 22 meal vouchers worth \u20ac15 a month from his or her employer. The sum of \u20ac60 (4 x \u20ac15) corresponding to the 4 additional meal vouchers would then be considered as a benefit in kind on his or her payslip and subject to taxation.<\/p>\n\n\n\n

        <\/p>\n\n\n\n

        For what purchases can meal vouchers be used?<\/h2>\n\n\n\n

        Meal vouchers may only be used to purchase meals or food products<\/strong> in Luxembourg.<\/p>\n\n\n\n

        Since the 2024 reform of the meal voucher regime, the definition of a meal<\/em> has been broadened to also cover food purchases made from restaurants or retailers affiliated with one of the meal voucher issuing companies. This extension was necessary because eating a meal is no longer limited to dining in a restaurant. Nowadays, there are many other ways of obtaining a meal, such as through supermarkets, service stations, or bakeries offering an increasing range of ready-to-eat meals, as well as through the purchase of food products when employees prepare their own meals.<\/p>\n\n\n\n


        <\/p>\n\n\n\n

        Is there a maximum limit to using our meal vouchers?<\/h2>\n\n\n\n

        Employees may use a maximum of 5 meal vouchers<\/strong> per day<\/strong>. In practice, this means that up to \u20ac75 per day can be paid using a meal voucher card.<\/p>\n\n\n\n


        <\/p>\n\n\n\n

        Conclusion<\/h2>\n\n\n\n

        Meal vouchers remain a key component of remuneration policies in Luxembourg companies. Valued for their simplicity, attractiveness and favourable tax treatment, they help enhance employees’ purchasing power while providing a cost-effective solution for employers. As a result, they continue to be one of the most popular and efficient employee benefits available in Luxembourg.<\/p>\n","protected":false},"excerpt":{"rendered":"

        Le r\u00e9gime fiscal des impatri\u00e9s constitue un levier attractif pour recruter des talents internationaux au Luxembourg. 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