{"id":22162,"date":"2025-05-22T13:30:40","date_gmt":"2025-05-22T11:30:40","guid":{"rendered":"https:\/\/uel.lu\/?post_type=article&p=22162"},"modified":"2025-05-22T14:25:13","modified_gmt":"2025-05-22T12:25:13","slug":"vers-un-dialogue-social-restructure-au-service-dune-modernisation-du-droit-du-travail","status":"publish","type":"article","link":"https:\/\/uel.lu\/fr\/article\/vers-un-dialogue-social-restructure-au-service-dune-modernisation-du-droit-du-travail\/","title":{"rendered":"Vers un dialogue social restructur\u00e9 au service d’une modernisation du droit du travail"},"content":{"rendered":"[vc_row type=\u00a0\u00bbin_container\u00a0\u00bb full_screen_row_position=\u00a0\u00bbmiddle\u00a0\u00bb column_margin=\u00a0\u00bbdefault\u00a0\u00bb column_direction=\u00a0\u00bbdefault\u00a0\u00bb column_direction_tablet=\u00a0\u00bbdefault\u00a0\u00bb column_direction_phone=\u00a0\u00bbdefault\u00a0\u00bb scene_position=\u00a0\u00bbcenter\u00a0\u00bb 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type=\u00a0\u00bbin_container\u00a0\u00bb full_screen_row_position=\u00a0\u00bbmiddle\u00a0\u00bb column_margin=\u00a0\u00bbdefault\u00a0\u00bb column_direction=\u00a0\u00bbdefault\u00a0\u00bb column_direction_tablet=\u00a0\u00bbdefault\u00a0\u00bb column_direction_phone=\u00a0\u00bbdefault\u00a0\u00bb scene_position=\u00a0\u00bbcenter\u00a0\u00bb text_color=\u00a0\u00bbdark\u00a0\u00bb text_align=\u00a0\u00bbleft\u00a0\u00bb row_border_radius=\u00a0\u00bbnone\u00a0\u00bb row_border_radius_applies=\u00a0\u00bbbg\u00a0\u00bb overflow=\u00a0\u00bbvisible\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3″ gradient_direction=\u00a0\u00bbleft_to_right\u00a0\u00bb shape_divider_position=\u00a0\u00bbbottom\u00a0\u00bb bg_image_animation=\u00a0\u00bbnone\u00a0\u00bb][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_tablet=\u00a0\u00bbinherit\u00a0\u00bb column_padding_phone=\u00a0\u00bbinherit\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb 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column_border_style=\u00a0\u00bbsolid\u00a0\u00bb][vc_column_text css=\u00a0\u00bb\u00a0\u00bb text_direction=\u00a0\u00bbdefault\u00a0\u00bb]Face aux mutations du march\u00e9 de l\u2019emploi, au vieillissement de la population, aux attentes et exigences des clients et des salari\u00e9s et \u00e0 l\u2019augmentation de l\u2019absent\u00e9isme, une modernisation structurelle du droit du travail est indispensable pour permettre aux entreprises de mieux s\u2019organiser. Un dialogue social d\u00e9mocratique avec des interlocuteurs repr\u00e9sentatifs et au plus proche du terrain est \u00e9galement un \u00e9l\u00e9ment cl\u00e9 pour un droit du travail moderne.<\/p>\n

Dans ce contexte, l\u2019UEL et ses membres proposent une restructuration du dialogue social qui permette de trouver des solutions \u00ab gagnant-gagnant \u00bb et qui valorise notamment la d\u00e9l\u00e9gation du personnel dans son r\u00f4le de partenaire de dialogue privil\u00e9gi\u00e9 au niveau de l\u2019entreprise. L\u2019UEL propose simultan\u00e9ment une adaptation du cadre l\u00e9gal visant \u00e0 garantir un environnement de travail adapt\u00e9 aux r\u00e9alit\u00e9s \u00e9conomiques et sociales actuelles en entreprise sans r\u00e9duire la protection des salari\u00e9s, tout en donnant une s\u00e9curit\u00e9 juridique aux accords entre partenaires sociaux. Les conventions collectives du travail (CCT) demeureront un instrument important dans la bo\u00eete \u00e0 outil \u00e0 d\u00e9ployer dans le cadre de cette modernisation.<\/p>\n

Les entreprises sont des acteurs et partenaires de premier plan dans le cadre des changements socio-\u00e9conomiques actuels et futurs et l\u2019environnement l\u00e9gal doit leur permettre de jouer pleinement ce r\u00f4le dans les transitions en cours, au b\u00e9n\u00e9fice de la soci\u00e9t\u00e9 dans son ensemble.<\/p>\n

Apr\u00e8s trois ann\u00e9es de r\u00e9cession depuis 2020, une complexification r\u00e8glementaire continue ainsi qu\u2019une productivit\u00e9 et un temps de travail effectifs en baisse, les entreprises ont urgemment besoin d\u2019une bouff\u00e9e d\u2019oxyg\u00e8ne pour pouvoir mieux fonctionner. Un droit du travail moderne, flanqu\u00e9 d\u2019instruments de dialogue social appropri\u00e9s peuvent y contribuer de mani\u00e8re significative.[\/vc_column_text][\/vc_column][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_tablet=\u00a0\u00bbinherit\u00a0\u00bb column_padding_phone=\u00a0\u00bbinherit\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb column_element_direction_desktop=\u00a0\u00bbdefault\u00a0\u00bb column_element_spacing=\u00a0\u00bbdefault\u00a0\u00bb desktop_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb background_color_opacity=\u00a0\u00bb1″ background_hover_color_opacity=\u00a0\u00bb1″ column_backdrop_filter=\u00a0\u00bbnone\u00a0\u00bb column_shadow=\u00a0\u00bbnone\u00a0\u00bb column_border_radius=\u00a0\u00bbnone\u00a0\u00bb column_link_target=\u00a0\u00bb_self\u00a0\u00bb 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tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb background_color_opacity=\u00a0\u00bb1″ background_hover_color_opacity=\u00a0\u00bb1″ column_backdrop_filter=\u00a0\u00bbnone\u00a0\u00bb column_shadow=\u00a0\u00bbnone\u00a0\u00bb column_border_radius=\u00a0\u00bbnone\u00a0\u00bb column_link_target=\u00a0\u00bb_self\u00a0\u00bb column_position=\u00a0\u00bbdefault\u00a0\u00bb gradient_direction=\u00a0\u00bbleft_to_right\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3″ width=\u00a0\u00bb1\/1″ tablet_width_inherit=\u00a0\u00bbdefault\u00a0\u00bb animation_type=\u00a0\u00bbdefault\u00a0\u00bb bg_image_animation=\u00a0\u00bbnone\u00a0\u00bb border_type=\u00a0\u00bbsimple\u00a0\u00bb column_border_width=\u00a0\u00bbnone\u00a0\u00bb column_border_style=\u00a0\u00bbsolid\u00a0\u00bb][vc_column_text css=\u00a0\u00bb\u00a0\u00bb text_direction=\u00a0\u00bbdefault\u00a0\u00bb]Position d\u00e9taill\u00e9e<\/strong>[\/vc_column_text][vc_column_text css=\u00a0\u00bb\u00a0\u00bb text_direction=\u00a0\u00bbdefault\u00a0\u00bb]Le droit du travail au Luxembourg a consid\u00e9rablement \u00e9volu\u00e9 ces derni\u00e8res d\u00e9cennies, int\u00e9grant sans cesse de nouvelles obligations (\u00e0 l\u2019\u00e9gard des entreprises) cens\u00e9es prot\u00e9ger les salari\u00e9s, au point d\u2019\u00eatre devenu un v\u00e9ritable mastodonte tendant \u00e0 r\u00e9gler dans les d\u00e9tails chaque situation individuelle, m\u00eame hypoth\u00e9tique, pouvant se produire en entreprise, ind\u00e9pendamment de sa taille, de son secteur et de ses r\u00e9alit\u00e9s quotidiennes. Les entreprises ne disposent plus de marges de man\u0153uvre suffisantes pour r\u00e9pondre \u00e0 la complexit\u00e9 des situations qui se pr\u00e9sentent dans le cadre de leur activit\u00e9.<\/p>\n

Au niveau du dialogue social, si le cadre l\u00e9gal fait la part belle aux conventions collectives, il tient peu compte de la r\u00e9alit\u00e9 du tissu \u00e9conomique luxembourgeois. Celui-ci est principalement compos\u00e9 de petites entreprises : sur les 36.700 entreprises actives fin 2022, plus de 90% sont trop petites pour disposer d\u2019une d\u00e9l\u00e9gation du personnel et 76% comptent moins de 5 salari\u00e9s. En d\u2019autres termes, le dialogue social se d\u00e9roule directement entre l\u2019employeur et ses salari\u00e9s dans plus de 32.000 entreprises.<\/p>\n

Par ailleurs, parmi les entreprises de plus de 15 salari\u00e9s disposant d\u2019une d\u00e9l\u00e9gation du personnel (soit environ 3.500 entit\u00e9s \u00e0 l\u2019heure actuelle), deux tiers ont une d\u00e9l\u00e9gation neutre, c\u2019est-\u00e0-dire non affili\u00e9e \u00e0 un syndicat. Dans certains secteurs, la \u00ab non-syndicalisation \u00bb des membres des d\u00e9l\u00e9gations peut d\u00e9passer 80 %, voire 90 %. Les d\u00e9l\u00e9gu\u00e9s sont proches des pr\u00e9occupations quotidiennes des entreprises et des autres collaborateurs, et ont \u00e9t\u00e9 choisis par leurs pairs.[\/vc_column_text][vc_column_text css=\u00a0\u00bb\u00a0\u00bb text_direction=\u00a0\u00bbdefault\u00a0\u00bb]\n

Source : ITM (r\u00e9sultat des \u00e9lections sociales 2024)<\/strong><\/h6>\n[\/vc_column_text][image_with_animation image_url=\u00a0\u00bb22239″ image_size=\u00a0\u00bbmedium\u00a0\u00bb animation_type=\u00a0\u00bbentrance\u00a0\u00bb animation=\u00a0\u00bbNone\u00a0\u00bb animation_movement_type=\u00a0\u00bbtransform_y\u00a0\u00bb hover_animation=\u00a0\u00bbnone\u00a0\u00bb alignment=\u00a0\u00bbcenter\u00a0\u00bb img_link_target=\u00a0\u00bblightbox\u00a0\u00bb border_radius=\u00a0\u00bbnone\u00a0\u00bb box_shadow=\u00a0\u00bbsmall_depth\u00a0\u00bb image_loading=\u00a0\u00bbdefault\u00a0\u00bb max_width=\u00a0\u00bb100%\u00a0\u00bb max_width_mobile=\u00a0\u00bbdefault\u00a0\u00bb img_link=\u00a0\u00bbhttps:\/\/uel.lu\/wp-content\/uploads\/2025\/03\/emploi-graphiques-1-2.png\u00a0\u00bb][vc_column_text css=\u00a0\u00bb\u00a0\u00bb text_direction=\u00a0\u00bbdefault\u00a0\u00bb]\n
Cliquer sur l’image pour l’agrandir<\/strong><\/h6>\n[\/vc_column_text][vc_column_text css=\u00a0\u00bb\u00a0\u00bb text_direction=\u00a0\u00bbdefault\u00a0\u00bb]Ces chiffres contrast\u00e9s montrent la diversit\u00e9 du dialogue social au niveau des entreprises et les instruments de n\u00e9gociation doivent la refl\u00e9ter.<\/p>\n

En outre, le cadre l\u00e9gal actuel impose aux entreprises d\u2019\u00eatre plus favorables pour les salari\u00e9s que la loi pour tous les points de n\u00e9gociation pr\u00e9vus dans un accord collectif. Dans ce contexte, il est presque impossible de trouver des solutions \u00e9quilibr\u00e9es pour les entreprises et leurs salari\u00e9s, except\u00e9 quelques ouvertures autoris\u00e9es par la l\u00e9gislation. Il est indispensable d\u2019y rem\u00e9dier.<\/p>\n

Dans le cadre du discours sur l\u2019\u00e9tat de la nation, il a \u00e9t\u00e9 soulign\u00e9 \u00e0 juste titre : \u00ab nous constatons \u00e9galement que le r\u00e9gime actuel ne correspond plus aux diverses r\u00e9alit\u00e9s de notre soci\u00e9t\u00e9 et de notre \u00e9conomie \u00bb. Et dans l\u2019accord de coalition \u00ab L\u00ebtzebuerg fir d\u2019Zukunft st\u00e4erken \u00bb, le Gouvernement met en avant l\u2019importance d\u2019un droit du travail moderne, adapt\u00e9 aux besoins des salari\u00e9s et des employeurs, tout en tenant compte des \u00e9volutions soci\u00e9tales et visant notamment \u00e0 faciliter les accords entre employeurs et salari\u00e9s \u00ab qui sont les mieux plac\u00e9s pour conna\u00eetre les besoins sp\u00e9cifiques de leur entreprise \u00bb. Par ailleurs, le \u00ab Gouvernement s\u2019engage \u00e0 ce que les horaires de travail puissent \u00eatre n\u00e9goci\u00e9s entre salari\u00e9s et employeurs au sein des entreprises ou dans le cadre d\u2019une convention collective \u00bb.<\/p>\n

Une r\u00e9forme est donc devenue incontournable pour d\u00e9velopper l\u2019activit\u00e9 \u00e9conomique dans tous les secteurs, donner des marges de n\u00e9gociation, permettre aux entreprises de trouver des solutions \u00ab gagnant-gagnant \u00bb et augmenter la s\u00e9curit\u00e9 juridique des solutions trouv\u00e9es par voie d\u2019accord collectif.<\/p>\n

\u00c0 la suite de ces diff\u00e9rents constats, les organisations d\u2019employeurs ont \u00e9labor\u00e9 des propositions concr\u00e8tes pour moderniser le dialogue social et le droit du travail visant \u00e0 renforcer l’efficacit\u00e9 du syst\u00e8me tout en pr\u00e9servant l’\u00e9quilibre entre les droits des travailleurs et les besoins des entreprises.<\/p>\n

La nouvelle hi\u00e9rarchie des normes en droit du travail propos\u00e9e par l\u2019UEL peut \u00eatre succinctement repr\u00e9sent\u00e9e comme suit :[\/vc_column_text][image_with_animation image_url=\u00a0\u00bb22243″ image_size=\u00a0\u00bbmedium\u00a0\u00bb animation_type=\u00a0\u00bbentrance\u00a0\u00bb animation=\u00a0\u00bbNone\u00a0\u00bb animation_movement_type=\u00a0\u00bbtransform_y\u00a0\u00bb hover_animation=\u00a0\u00bbnone\u00a0\u00bb alignment=\u00a0\u00bbcenter\u00a0\u00bb img_link_target=\u00a0\u00bblightbox\u00a0\u00bb border_radius=\u00a0\u00bbnone\u00a0\u00bb box_shadow=\u00a0\u00bbsmall_depth\u00a0\u00bb image_loading=\u00a0\u00bbdefault\u00a0\u00bb max_width=\u00a0\u00bb150%\u00a0\u00bb max_width_mobile=\u00a0\u00bbdefault\u00a0\u00bb img_link=\u00a0\u00bbhttps:\/\/uel.lu\/wp-content\/uploads\/2025\/03\/emploi-graphiques-2.png\u00a0\u00bb][vc_column_text css=\u00a0\u00bb\u00a0\u00bb text_direction=\u00a0\u00bbdefault\u00a0\u00bb]\n

Cliquer sur l’image pour l’agrandir<\/strong><\/h6>\n[\/vc_column_text][vc_column_text css=\u00a0\u00bb\u00a0\u00bb text_direction=\u00a0\u00bbdefault\u00a0\u00bb]Suivant les propositions de l\u2019UEL, les entreprises sont toujours tenues de respecter les dispositions d\u2019ordre public inscrites dans le code du travail (article L. 010-1 du Code du travail).<\/p>\n

Dans ce cadre, les partenaires sociaux au niveau appropri\u00e9 peuvent conclure des accords collectifs \u00ab gagnant-gagnant \u00bb. Le niveau conventionnel comprend<\/p>\n

    \n
  1. les conventions collectives ainsi que les accords en mati\u00e8re de dialogue social interprofessionnels n\u00e9goci\u00e9s avec les syndicats,<\/li>\n
  2. et les accords d\u2019entreprises n\u00e9goci\u00e9s avec les d\u00e9l\u00e9gations de personnel pr\u00e9sentes en entreprise, ou, le cas \u00e9ch\u00e9ant, avec le personnel \u00e0 d\u00e9faut de d\u00e9l\u00e9gation.<\/li>\n<\/ol>\n

    Suivant cette nouvelle architecture, les syndicats demeurent les interlocuteurs obligatoires pour conclure des conventions collectives de travail qui seules peuvent \u00eatre d\u00e9clar\u00e9es d\u2019obligation g\u00e9n\u00e9rale. Leur r\u00f4le et leur importance ne sont donc pas remis en cause.<\/p>\n

    L\u2019architecture du dialogue social est en revanche compl\u00e9t\u00e9e par des accords d\u2019entreprise qui pourraient \u00eatre g\u00e9n\u00e9riques ou sp\u00e9cifiques, suivant qu\u2019ils portent sur un \u00ab package \u00bb de mesures \u00e0 l\u2019instar des conventions collectives ou sur des \u00e9l\u00e9ments sp\u00e9cifiques de la vie de l\u2019entreprise et qui pourraient aussi mettre en \u0153uvre les conventions collectives.<\/p>\n

    Ce nouveau cadre l\u00e9gal pr\u00e9voit en outre des dispositions applicables \u00e0 d\u00e9faut d\u2019accord collectif, dites \u00ab suppl\u00e9tives \u00bb. Celles-ci doivent \u00e9galement \u00eatre revues pour \u00eatre adapt\u00e9es aux r\u00e9alit\u00e9s d\u2019aujourd\u2019hui, en particulier en ce qui concerne l\u2019organisation du travail et du temps de travail, qui sont des piliers pour structurer les activit\u00e9s des entreprises et des salari\u00e9s.<\/p>\n

    Ces propositions, coupl\u00e9es \u00e0 un all\u00e8gement du contenu obligatoire des conventions collectives de travail, augmenteront les incitations pour les entreprises, voire des secteurs homog\u00e8nes entiers, \u00e0 n\u00e9gocier une convention collective de travail et \u00e0 promouvoir le dialogue social en g\u00e9n\u00e9ral.<\/p>\n

    L\u2019UEL est convaincue que ces adaptations favoriseront la comp\u00e9titivit\u00e9 des entreprises, sans r\u00e9duire la protection des salari\u00e9s. \u00ab Le bon outil au bon niveau<\/strong> \u00bb r\u00e9sume ces propositions, qui visent \u00e0 articuler efficacement droit du travail, conventions collectives et accords d\u2019entreprise pour r\u00e9pondre aux d\u00e9fis actuels.[\/vc_column_text][nectar_btn size=\u00a0\u00bbjumbo\u00a0\u00bb open_new_tab=\u00a0\u00bbtrue\u00a0\u00bb button_style=\u00a0\u00bbregular\u00a0\u00bb button_color_2=\u00a0\u00bbAccent-Color\u00a0\u00bb solid_text_color_override=\u00a0\u00bb#ffffff\u00a0\u00bb icon_family=\u00a0\u00bbfontawesome\u00a0\u00bb text=\u00a0\u00bbT\u00e9l\u00e9charger le communiqu\u00e9 de presse (PDF)\u00a0\u00bb icon_fontawesome=\u00a0\u00bbfa fa-download\u00a0\u00bb url=\u00a0\u00bbhttps:\/\/uel.lu\/wp-content\/uploads\/2025\/05\/vf-2025-05-20-dialogue-social-ott-modernisation-communique-de-presse-vf2.pdf\u00a0\u00bb][\/vc_column][\/vc_row][vc_row type=\u00a0\u00bbin_container\u00a0\u00bb full_screen_row_position=\u00a0\u00bbmiddle\u00a0\u00bb column_margin=\u00a0\u00bbdefault\u00a0\u00bb column_direction=\u00a0\u00bbdefault\u00a0\u00bb column_direction_tablet=\u00a0\u00bbdefault\u00a0\u00bb column_direction_phone=\u00a0\u00bbdefault\u00a0\u00bb scene_position=\u00a0\u00bbcenter\u00a0\u00bb text_color=\u00a0\u00bbdark\u00a0\u00bb text_align=\u00a0\u00bbleft\u00a0\u00bb row_border_radius=\u00a0\u00bbnone\u00a0\u00bb row_border_radius_applies=\u00a0\u00bbbg\u00a0\u00bb overflow=\u00a0\u00bbvisible\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3″ gradient_direction=\u00a0\u00bbleft_to_right\u00a0\u00bb shape_divider_position=\u00a0\u00bbbottom\u00a0\u00bb bg_image_animation=\u00a0\u00bbnone\u00a0\u00bb][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_tablet=\u00a0\u00bbinherit\u00a0\u00bb column_padding_phone=\u00a0\u00bbinherit\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb column_element_direction_desktop=\u00a0\u00bbdefault\u00a0\u00bb column_element_spacing=\u00a0\u00bbdefault\u00a0\u00bb desktop_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb background_color_opacity=\u00a0\u00bb1″ background_hover_color_opacity=\u00a0\u00bb1″ column_backdrop_filter=\u00a0\u00bbnone\u00a0\u00bb column_shadow=\u00a0\u00bbnone\u00a0\u00bb column_border_radius=\u00a0\u00bbnone\u00a0\u00bb column_link_target=\u00a0\u00bb_self\u00a0\u00bb column_position=\u00a0\u00bbdefault\u00a0\u00bb gradient_direction=\u00a0\u00bbleft_to_right\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3″ width=\u00a0\u00bb1\/1″ tablet_width_inherit=\u00a0\u00bbdefault\u00a0\u00bb animation_type=\u00a0\u00bbdefault\u00a0\u00bb bg_image_animation=\u00a0\u00bbnone\u00a0\u00bb border_type=\u00a0\u00bbsimple\u00a0\u00bb column_border_width=\u00a0\u00bbnone\u00a0\u00bb column_border_style=\u00a0\u00bbsolid\u00a0\u00bb][divider line_type=\u00a0\u00bbNo Line\u00a0\u00bb][divider line_type=\u00a0\u00bbFull Width Line\u00a0\u00bb line_thickness=\u00a0\u00bb1″ divider_color=\u00a0\u00bbaccent-color\u00a0\u00bb][vc_column_text css=\u00a0\u00bb\u00a0\u00bb text_direction=\u00a0\u00bbdefault\u00a0\u00bb]Contact Presse<\/span><\/b>
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    \u00c0 propos de l\u2019UEL<\/strong>
    \n<\/em>L\u2019UEL repre\u0301sente les employeurs du secteur prive\u0301, a\u0300 l\u2019exception du secteur primaire, au travers des chambres professionnelles et des organisations d\u2019entreprises au Grand-Duche\u0301 de Luxembourg. Parce que ses membres assurent 80% des emplois et produisent 85% du PIB, l\u2019UEL veut placer l\u2019entreprise et ses enjeux au c\u0153ur de la socie\u0301te\u0301 luxembourgeoise. L\u2018UEL \u0153uvre pour une e\u0301conomie durable et prospe\u0300re pour le pays, ses habitants et ceux qui y travaillent. Elle agit pour une e\u0301conomie attractive pour les investisseurs et les talents. Plus d\u2019infos sur www.uel.lu\u00a0\u00a0<\/em>[\/vc_column_text][\/vc_column][\/vc_row]\n","protected":false},"featured_media":22248,"template":"","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[92],"slidercat":[],"class_list":{"0":"post-22162","1":"article","2":"type-article","3":"status-publish","4":"has-post-thumbnail","6":"category-communiques-de-presse"},"acf":[],"yoast_head":"\nVers un dialogue social restructur\u00e9 au service d'une modernisation du droit du travail - UEL<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/uel.lu\/fr\/article\/vers-un-dialogue-social-restructure-au-service-dune-modernisation-du-droit-du-travail\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Vers un dialogue social restructur\u00e9 au service d'une modernisation du droit du travail - 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