Luxembourg Brevet de Maîtrise key terms

Written offer stating price, scope and validity period before work begins. In Luxembourg, a binding quote obliges the artisan to the stated price unless the client changes the order; it supports later invoicing and dispute resolution.

Client's instruction to carry out defined work. Its written form fixes scope, materials, deadlines and price, and any later change should be confirmed in writing to avoid disputes over extra costs.

Written amendment to an existing contract or quote covering additional or changed work. It records the new price and deadline so the original agreement stays traceable and the client's approval is documented.

Formal acceptance of completed work by the client. It marks the transfer of risk, starts warranty periods and is the trigger for final invoicing; defects noted at acceptance must be listed in writing.

Defect or unfinished item recorded in the acceptance report, allowing the client to withhold part of the payment until it is corrected. Unreserved acceptance limits later warranty claims for visible defects.

One-year warranty after acceptance during which the contractor must remedy defects reported by the client, whether or not they were noted at acceptance. It covers finishing and malfunction issues in the delivered work.

Ten-year liability of builders for defects that compromise the solidity of a structure or make it unfit for its purpose. It runs from acceptance and cannot be excluded by contract for the covered risks.

Insurance covering damage caused to third parties in the course of professional activity. Craft businesses typically need it, and construction firms must also hold specific cover for structural and ten-year liability risks.

European standard and conformity marking showing a product meets essential safety, health and environmental requirements. For construction products the declaration of performance and CE marking allow lawful sale and use within the EU.

Manufacturer document listing a product's composition, performance values, application limits and safety data. Reading it before use prevents application errors and supports compliance with warranty and workplace safety obligations.

Measured quantification of materials and work from plans, used to price a quote and plan resources. Accurate quantities reduce the risk of under- or over-estimating and form the basis of progress billing.

Systematic identification of hazards at a workplace and definition of protective measures. Employers must carry it out, document it and update it when work processes, equipment or staff change, involving workers in the process.

Personal protective equipment such as helmets, gloves, hearing protection and safety footwear. Employers provide it free of charge, ensure it fits and is maintained, and train workers in its correct use.

Building up a price from material costs, labour hours with hourly rates, overheads and profit margin. Correct cost calculation shows whether a job is profitable and provides the figures needed for break-even analysis.

Structured list of accounts used to record business transactions consistently. Luxembourg practice commonly follows a chart aligned with accounting law and tax reporting, enabling reliable annual accounts and comparisons.

Statement of assets, liabilities and equity at a given date. It shows what the business owns and owes, and changes in equity reveal the year's result when read with the profit and loss account.

Statement listing income and expenses over a period, ending in profit or loss. It explains the change in equity shown in the balance sheet and helps assess margins, cost structure and operating performance.

Difference between revenue and direct costs of the work sold, expressed in amount or percentage. It indicates pricing and purchasing performance before overheads, and a falling margin signals cost or price problems.

Revenue level at which total costs are covered and profit is zero. Knowing it helps a craft business judge how much turnover is needed to absorb fixed costs such as rent, salaries and insurance.

Indirect tax charged on supplies of goods and services, collected by the business for the state. Businesses must register, charge the correct rate, issue compliant invoices and file periodic returns.

Commercial document demanding payment and listing the parties, goods or services, amounts and applicable VAT. Correct invoices are required for tax deduction and for enforcing payment claims in court.

Period granted to a client to pay an invoice. Agreeing it in writing and monitoring overdue amounts protects cash flow; late payment can trigger reminder fees and statutory interest.

Structured process of obtaining payment of overdue invoices, from reminders through formal demand to legal action. Documenting each step preserves evidence and improves the chance of recovery.

Unique identification number assigned to a business for tax and social security purposes in Luxembourg. It appears on invoices and official correspondence and is needed for VAT registration and administration contacts.

Business permit required to carry out an independent craft or commercial activity in Luxembourg. It is granted to a person proving professional qualification and is a precondition of lawful self-employment.

Luxembourg master craftsman diploma proving technical, managerial and pedagogical competence. Holders may train apprentices and meet the qualification requirement for certain regulated craft activities and business permits.

Professional body representing craft businesses in Luxembourg. It advises members, supports apprenticeship organisation and exam procedures, and provides services on business start-up, training and regulation.

Legal structure chosen for a business, such as sole trader, private limited company or public limited company. The choice affects liability, capital, taxation, accounting duties and how the owner can be employed.

Written agreement between apprentice and employer setting the trade, duration, working time, trial period and pay. It must be concluded in the prescribed form and registered with the competent authority.

Structured schedule showing which competences and tasks an apprentice must cover and when. It translates the training framework into workplace practice and supports progress reviews with the apprentice.

Regular assessment of what an apprentice has learned, using observation, work samples, tests or discussion. Feedback should be specific and timely so the apprentice can improve before final examination.

Planned conversation between trainer and apprentice reviewing performance, behaviour and goals. A structured format with concrete examples and agreed next steps makes it fair and useful rather than a vague judgment.

Instructional sequence: prepare the learner, demonstrate the task, let the learner perform it while explaining, then practise independently. It suits practical craft skills and gives clear, repeatable structure to workplace teaching.

Learning approach in which competence grows through guided real tasks rather than theory alone. In craft training it builds confidence and work quality, provided tasks are matched to the apprentice's level and supervised.

Qualified person in the company responsible for planning and delivering the apprentice's workplace training. They guide, assess and give feedback, and act as contact for the apprentice and training authorities.

Agreement establishing an employment relationship, with agreed duties, pay, working time and notice. Key terms must be documented in writing, and changes normally require the employee's consent.

Initial period of an employment contract during which either party may end it more easily under shorter notice. Its length is limited by law and should be stated in the contract to be effective.

Employer's termination of an employment contract. It requires a valid reason, correct form and notice period, and unfair dismissal can be challenged before the labour courts.

Paid leave entitlement earned by the employee during the year. Its minimum length, accrual and timing are regulated, and the employer must ensure leave is actually taken and recorded.

Statutory minimum wage in Luxembourg, set by law and adjusted periodically. It applies to all employees covered by an employment contract and is a reference point when setting pay for apprentices and staff.

Mandatory contributions deducted from pay and paid by the employer to finance health, pension and related social insurance. Correct registration and monthly declarations are the employer's responsibility.

Luxembourg institution collecting social security contributions and maintaining insured persons' records. Employers register employees there and declare salaries, which drives contribution and benefit calculations.