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Factsheet for measure LU-2018-18/2694 – measures in Luxembourg

Digital Skills Bridge

Luxembourg Digital Skills Bridge

Country Luxembourg , applies nationwide
Time period Temporary, 01 May 2018 – 30 November 2019
Context Green Transition, Digital Transformation, Restructuring Support Instruments
Type Legislations or other statutory regulations
Category Ensuring business continuity and support for essential services
– Smoothing frictions or reallocation of workers
Author Patrick Thill (LISER) and Eurofound
Measure added 23 June 2022 (updated 14 November 2022)

Background information

The Luxembourg Digital Skills Bridge programme is a pilot project that supports all companies that are challenged by the emerging technologies and need to adapt their work process and workforce to the latest digitalisation trends and deal with skills mismatches.

The main aim of the project ("proof of concept") was to test the relevance of supporting companies and their employees in the transformation of work, jobs and skills resulting from the technological revolution. The experience gained will be used by ADEM to orient its service offer and future tools to better support companies affected by digital transformation in their forward-looking manpower and skills management approaches with the aim of securing the employability of Luxembourg employees.

Content of measure

The project provides technical and financial support and aims to foster the modernisation of Luxembourgish businesses by upskilling employees in companies facing major technological disruption. 

Among the benefits for participating companies are: analysis of the company's workforce skills, consultation about future development possibilities, introduction of upskilling programmes and plans, connection to specialists pools, competitiveness boost, positive social image and assistance. 

Employees in the participating companies will gain: new skills, individual career development consultation, introduction to new job possibilities, career promotion. There are two different ways of how companies take part in the project:

  • As a 'participating company' to benefit from the technical and financial assistance offered to update the existing workforce strategy.
  • As a 'welcoming company' looking for and employing new employees and trainees.

The key benefits for companies are:

  • Preventive approach to the impact of new technologies on work organisation.
  • Better knowledge of employees' skills, motivations, and interests.
  • Involvement of employees in the requalification process.
  • Methodological and technical assistance by experts.

The key benefits for employees are:

  • Skills assessment, motivation and interest.
  • Search for new positions (internal or external) in line with the results of the assessment.
  • Acquisition of new transversal, digital and professional skills.

The programme clearly raises awareness that companies in Luxembourg increasingly deal with digital transformation. A vital positive feature of the programme is that both funding and thorough assistance are available throughout the programme. Social partners are involved through the Conjuncture Committee, which contributes to a broader appropriation of the measure. A further strength is that the programme can guide employees towards digital-related jobs and contributes by doing so to preserve know-how within the company. For the government, the programme is outstanding, as it provides insights into digital-related skills needs at the company level, how companies deal more generally with competences related to digitalisation, and an overview of how digital transformation processes impact the company level.

Use of measure

In 2018, the Luxembourg National Employment Agency (Agence pour le développement de l’emploi, ADEM) received the 'Talent Management Award' for its Luxembourg Digital Skills Bridge programme.

No evaluation has yet been disclosed by the Ministry.

According to the annual report by the Ministry of Labour, Employment and the Social and Solidarity Economy, 11 companies were given green light to benefit from the programme. This could point towards a low participation rate, but the potential motivations of companies for not participating (i.e., selection criteria, administrative burden) can only be identified by a thorough evaluation of the programme. 

Target groups

Workers Businesses Citizens
Employees in standard employment
Applies to all businesses Does not apply to citizens

Actors and funding

Actors Funding
National government
Trade unions
Employers' organisations
Public employment service
National funds

Social partners

Social partners' role in designing the measure and form of involvement:

Trade unions Employers' organisations
Role Agreed (outcome) incl. social partner initiative Agreed (outcome) incl. social partner initiative
Form Any other form of consultation, institutionalised (as stable working groups or committees) or informal Any other form of consultation, institutionalised (as stable working groups or committees) or informal

Social partners' role in the implementation, monitoring and assessment phase:

  • Social partners jointly
  • Main level of involvement: Unknown


Company staff delegations are involved in the first stage when the company presents its intention to apply for the programme to the company staff delegation. Trade unions and employer associations are involved through the Conjuncture Committee where an application is approved or refused.

Moreover, Conjuncture Commitee (Comité de conjoncture), which is a tripartite official body gathering government representatives from the administrations directly involved in the project, representatives of employer associations and trade unions benefiting from national representation

Views and reactions




Eurofound (2022), Digital Skills Bridge, measure LU-2018-18/2694 (measures in Luxembourg), EU PolicyWatch, Dublin,


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Disclaimer: This information has not been subject to the full Eurofound evaluation, editorial and publication process.