University of Luxembourg reinforces commitment to strengthen working environment and organisational structures

Recent media articles have raised allegations concerning the working environment, internal processes regarding promotion and work climate at the University of Luxembourg, in particular within the Faculty of Law, Economics and Finance. The University considers these allegations very seriously, even where they have been made anonymously.

As a young, international and rapidly growing institution, the University of Luxembourg operates in a highly competitive academic environment. The University is determined to being a learning organisation that is open to criticism, that ensures responsible governance and is dedicated to continuous improvement. We hereby wish to provide information and context about the current situation.

On Tuesday, 27 January, the Parliamentary Commission for Higher Education, Research and Digitalisation invited the Minister of Research and Higher Education, who was accompanied by the Rector and Vice-Rector for Research of the University to answer questions regarding this matter

Measures taken

In November 2025, the University launched an internal review overseen by its University Council, which is composed of elected student and staff representatives. The results are expected in March 2026. 

Additionally, the University is launching a public tender for an independent, comprehensive external audit of its human resources processes and internal organisational structures. The objective is to identify further areas for improvement and to strengthen existing procedures.

Contextual information

On academic promotions

The University of Luxembourg employs around 2,700 staff members, approximately 1,600 of whom are academic staff. The 2018 law on the organisation of the University governs academic promotion procedures, which are competitive and assessed by independent external experts. These procedures apply equally for all faculties and research centres.

Since the new law was passed in 2018, the University has processed approximately 190 applications for academic promotion. Sixty people were promoted. Of the 130 people who were not promoted, four challenged the procedure before the administrative court. In a state governed by the rule of law, these ongoing proceedings impose a duty of discretion on the University.

In light of the competitive nature of academic careers, the University created in January 2025 the Office for professorial affairs, which supports candidates and professors in their career development.

On misconduct and working climate

As an education and research institution, the University values the well-being and career development of its staff. Policies and paths for career development are regularly communicated, as well as paths to declare misconduct. Between 2020 and 2025, the HR Department of the University received 27 complaints relating to inappropriate behaviour, plagiarism, harassment or discrimination, 3 of which may be legally qualified as harassment and all have led to appropriate measures that have been taken.

The Ombuds office provides independent and confidential support to students and staff through dialogue, coaching, and mediation. In 2025, the team expanded, strengthening capacity and awareness of informal conflict resolution options. Regular staff surveys demonstrate a consistently high level of overall satisfaction, with a score of 3.88 out of 5 in the most recent survey conducted in 2023; the next survey is scheduled for 2026 to assess progress over time. Staff turnover over the past five years ranged between 3% and 4% (excluding retirements and deaths), and the doctoral dropout rate stands at 10-15%, well below international averages.

Governance

The University’s governance system is anchored in the amended Law of 27 June 2018, which clearly allocates responsibilities among several bodies – the Board of Governors, the Rector, and the University Council – as well as between the Faculties and Interdisciplinary Centres (ICs), each endowed with its own missions and budget. The Faculties and ICs have their own internal checks and balances such as faculty or advisory councils. All academic leadership positions are based on 5-year mandates, elected by colleagues. 

Final remarks

These elements are provided to contextualise recent allegations and to avoid generalisation. The University of Luxembourg will communicate the conclusions of the internal review and the external audit.

The University remains firmly committed to a respectful, fair and supportive working environment and to continuous improvement, in the service of its community and of the country.