A single HR platform that keeps GDPR records, access controls, payroll declarations and legal retention in order — hosted in Luxembourg, never outside the EU. Compliance is built into the product, not bolted on afterwards.
GDPR Article 30 · CNPD-ready · CCSS declarations · legal data retention
HR data is among the most heavily regulated data an employer holds. In Luxembourg, four obligations collide on the same records — and generic HR tools rarely cover them.
Every employer must keep a record of processing activities (ROPA) for HR: recruitment, payroll, time tracking, health data. Kept in spreadsheets, it drifts out of date and fails a CNPD review.
Access, rectification and erasure requests, a legal basis for each processing, breach notification within 72 hours, and demonstrable access control — the CNPD expects all of it to be documented.
Hires, departures and monthly payroll must be declared to the CCSS and reconciled with the tax administration. A gap or a late filing is an administrative risk, not a rounding error.
Sector collective agreements (CCT) set different rules per population, and HR and payroll records carry statutory retention periods. Both are hard to enforce by hand across a growing headcount.
Each obligation above maps to a capability that ships with the platform — not a module you buy later.
A record of processing kept current from the actual data flows — recruitment, payroll, time, documents — with legal basis and retention per processing, exportable for a CNPD request.
Every screen and record is gated by role and by ownership (anti-IDOR), with a full audit trail of who accessed what. Data-subject requests are handled from one place.
Hires, departures and monthly payroll produce the declarations expected by the CCSS and the tax administration, with multi-CCT rules applied per employee population.
Payslips, contracts and HR documents follow statutory retention rules automatically — archived in an employee digital safe, purged when the legal period ends.
The reasons a regulated Luxembourg organisation picks Luxapps over a generic international suite.
Your HR data is hosted in Luxembourg and never leaves the EU. No transfer to a third country, no US cloud dependency — sovereignty by design.
Software tailored to your processes, with no per-user licence. Add your whole workforce without the bill scaling with headcount.
A transparent model: you pay for the software that exists — by the line of code, per month — with no upfront development fees.
You validate the delivery before it counts. If it does not fit, it does not ship — you are not billed for work you did not accept.
GDPR, access control and audit logging are part of the platform, backed by the DPO and CISO expertise of our partner Luxgap.
Legal, security and engineering under one roof. A single interlocutor for the software and the obligations around it.
Luxapps serves regulated sectors — banking and finance, health, and public administration — where an HR data leak is a regulatory event. Our compliance posture is backed by Luxgap, the Luxembourg firm that operates our outsourced DPO and CISO mandates (GDPR, AI Act, NIS 2, DORA).
A short, no-commitment session: tell us which obligations apply to you and we will show how the platform keeps them in order. Reply within 1 business day.
Yes. Data is hosted in Luxembourg and stays within the EU, access is controlled by role and by ownership, and the platform keeps a record of processing activities (GDPR Article 30) that you can export for a CNPD request. Our DPO mandate is operated by our partner Luxgap.
In Luxembourg, on European infrastructure. Your data never leaves the EU and there is no dependency on a non-EU cloud provider. This is a core reason regulated organisations choose Luxapps.
Yes. Hires, departures and monthly payroll produce the declarations expected by the CCSS and the tax administration, with sector collective-agreement (CCT) rules applied per employee population.
The platform applies statutory retention periods automatically: documents are archived in an employee digital safe and purged when the legal period ends, so you keep what you must and nothing longer than allowed.
There is no per-user licence. You pay for the software that exists — by the line of code, per month — with no upfront development fees, and you validate each delivery before it is billed. Book a demo for a scoped estimate.
No. The platform is built to your processes and can start with the compliance-critical parts (register, access control, retention) and grow from there, alongside our payroll and integrated HR capabilities.