Resume rules in Luxembourg

Q: Should you put a photo on your CV in Luxembourg?

In practice: Common but optional; professional headshot often included at top of CV but not mandatory What the law says: GDPR (EU 2016/679) and Law of 1 August 2018 regulate personal data including photos; no legal requirement but common practice

Q: Should you include your date of birth in Luxembourg?

In practice: Common but optional; often included but not mandatory due to anti-discrimination rules What the law says: GDPR allows inclusion with consent; no legal prohibition but not required

Q: Should you state your marital status in Luxembourg?

In practice: Sometimes included but increasingly optional; not recommended in modern CVs What the law says: No legal requirement; discrimination based on marital/family status prohibited by Labour Code L.251-1

Q: Should you state your sex or gender in Luxembourg?

In practice: Inferred from name; not explicitly stated What the law says: Labour Code prohibits gender discrimination; no requirement to disclose gender

Q: Should you state your nationality in Luxembourg?

In practice: Often included, particularly for non-EU candidates to clarify work permit status; recommended to address in interview for non-EU What the law says: No legal requirement; EU/non-EU status relevant for work permits but not legally required on CV

Q: Should you include a national ID number in Luxembourg?

In practice: Not standard practice What the law says: Not mentioned in CV requirements

What employers in Luxembourg expect on a Curriculum Vitae, what the law lets them ask for, and where the two disagree.

Call it a CV for Luxembourg or a resume for Luxembourg: it's the same document.

This is research, not legal advice. Employment and data protection law changes, state and provincial rules matter in federal countries, and practice varies by industry and seniority. Each entry shows when it was looked up and how confident we are. Where nothing reliable was published it says Not found rather than a guess.

Law and practice, side by side

The label on the right is what local hiring expects. The two lines under it are the law and the habit, which often disagree.

Photo: Common

Common but optional; professional headshot often included at top of CV but not mandatory

What the law says: GDPR (EU 2016/679) and Law of 1 August 2018 regulate personal data including photos; no legal requirement but common practice

Date of birth: Common

Common but optional; often included but not mandatory due to anti-discrimination rules

What the law says: GDPR allows inclusion with consent; no legal prohibition but not required

Marital status: Not found

Sometimes included but increasingly optional; not recommended in modern CVs

What the law says: No legal requirement; discrimination based on marital/family status prohibited by Labour Code L.251-1

Sex or gender: Not found

Inferred from name; not explicitly stated

What the law says: Labour Code prohibits gender discrimination; no requirement to disclose gender

Nationality: Not found

Often included, particularly for non-EU candidates to clarify work permit status; recommended to address in interview for non-EU

What the law says: No legal requirement; EU/non-EU status relevant for work permits but not legally required on CV

National ID number: Not found

Not standard practice

What the law says: Not mentioned in CV requirements

The rest of the entry

Local name of the document: Curriculum Vitae
Language to submit in: French, German, or Luxembourgish; English increasingly common; document language flexible
Typical length: 1-2 pages typical
Address detail expected: City/country of residence typical; full address not necessary
Signature and date: Not typically required
Officially prescribed form: None; Europass format widely accepted; no official format mandated
Religion, ethnicity or caste: Law: Labour Code L.251-1 prohibits discrimination based on religion, race, and ethnic origin. Practice: Avoid disclosure
Health, disability or pregnancy: Law: Labour Code and Law of 12 September 2003 on disabled persons prohibit disability discrimination; 2-4% employment quota for companies with 25+ employees. Practice: Avoid voluntary disclosure unless seeking accommodations
Other customary attachments: References available upon request; LinkedIn profile sometimes included
Employer may not ask for: Employers cannot discriminate on: religion, beliefs, disability, age, sexual orientation, race, ethnic origin, nationality, gender, family/marital status
Named statutes: Labour Code (Code du Travail), especially Articles L.251-1 and L.251-2; Law of 28 November 2006 on discrimination in workplace; Law of 12 September 2003 on disabled persons and its implementing regulation of 7 October 2004; Law of 1 August 2018 on CNPD (Commission Nationale pour la Protection des Données); General Data Protection Regulation (GDPR) EU 2016/679
Data protection regime: GDPR (EU 2016/679) implemented via Law of 1 August 2018; CNPD (Commission Nationale pour la Protection des Données) as supervisory authority; strict restrictions on genetic data processing for employment purposes
Anti-discrimination statutes: Labour Code L.251-1 et seq. (as amended by Law of 28 November 2006); Law of 12 September 2003 (disabled persons); Convention on Harassment and Violence at Work (25 June 2009)
Local language source: French

Where this came from

Looked up 2026-08-15. Independently checked 2026-08-15. High confidence. Result of that check: Confirmed.

Notes: Luxembourg, as an international financial hub, has flexible CV standards reflective of its trilingual workforce (French, German, Luxembourgish). Photos and dates of birth are common but optional. No specific government CV format prescribed. Comprehensive employment discrimination law covers broad protected grounds. GDPR implementation includes unusual restrictions on genetic data processing even with consent, protecting against workplace discrimination. Labour Code requires employers to notify employees before processing personal data for monitoring purposes.

Researched with AI assistants working from a written checklist, then independently checked. How we researched this