- 24 Mar 2020
- Eloïse Hullar
1. Additional measures combat COVID-19
The Grand-Ducal Regulation of 20 March 2020 amending the Grand-Ducal Regulation of 18 March 2020 introducing a series of measures to combat Covid-19 was published in Mémorial A n°174 on 20 March 2020 (hereafter the "GDR").
The GRD introduces the following additional measures in particular:
- orthopaedists and audioprosthetists are authorised to exercise their activity;
- traffic, parking and parking bans are not applicable to heavy goods vehicles on Sundays and public holidays for the duration of the state of crisis.
2. Immediate review of the current organisation setups of work in the financial sector
The “Commission de surveillance du secteur financier” (hereinafter referred as to the "CSSF") published the following press release on 22 March 2020:
“In light of the evolution of COVID-19, CSSF strongly advises all supervised entities to immediately review their current organisational setup so as to ensure that:
- a minimum number of staff has to travel to, and work from, their usual workplace or backup site. The deployment of staff members to the usual workplace or backup site should be limited to vital functions that are essential to maintain the critical mission of supervised entities for them to remain operational provided that these functions cannot be performed remotely;
- where staff is not equipped with laptops or other mobile devices, entities implement as soon as possible virtual desktop and other remote access solutions, cloud based or not.
It is crucial that the financial centre helps to protect as much as possible the health system and follows the clear call from doctors and the government to stay home. Therefore remote access from home must be privileged over other forms of work, including work from backup centres”.
3. Ability to interrupt an ongoing parental leave
Given the current context of the COVID-19 pandemic, the “Caisse pour l’avenir des enfants” (hereafter referred as to the "CAE") has informed that it is exceptionally possible to interrupt a parental leave currently in progress (e.g. for hospital staff).
As the interruption of the leave is considered to be due to an external cause, compensation already received will not be refunded.
The part of parental leave remaining at the time of interruption may, subject to the employer's agreement, be taken at the end of the interruption.