Dear colleagues,
Welcome back from holidays and to the seventh edition of our Newsletter!
In this edition, we would like to draw your attention to a number of important developments affecting staff across the European Commission and beyond. These articles cover a broad range of issues, from career prospects for contract and temporary agents, to teleworking, legal protections, retirement-related rights, and the management of institutional knowledge.
A major topic in this issue is the renewed discussion on the 7-year rule [1], which limits how long colleagues can remain in the Commission on certain non-permanent contracts. As this debate returns to the agenda, we explain why it matters so much for contract and temporary agents, what is currently at stake, and why a meaningful extension could improve both staff careers and the institution’s ability to retain experience and expertise.
We also look at the specific situation of colleagues working in the Commission Representations [2], where Staff Representation is stepping up its engagement in order to better understand local realities, strengthen dialogue, and ensure that the concerns of staff across the network are more effectively reflected.
Several articles focus on recent court judgments with practical importance for staff. One concerns stronger judicial protection against unjustified termination of indefinite contracts [3] on the basis of an alleged breakdown of trust, confirming that the administration must properly justify and verify such decisions. Another clarifies the conditions for receiving a relocation allowance and correction coefficient after retirement [4], underlining the importance of being able to prove a genuine transfer of one’s main residence.
This edition also revisits the broader issue of precarious employment in the Commission [5]. Following a Court of Justice judgment against Italy [6] on the abusive use of fixed-term contracts, we raise the question of whether the same principles should also lead the Commission to reflect on its own reliance on non-permanent staff for long-term needs.
On teleworking, there are two important updates. First, this is the last opportunity to contribute to the ongoing survey on teleworking [7], teleworking from abroad and commuting, which will help support continued advocacy for a more modern and flexible working framework. The deadline to reply to the survey is the 30th of September! We also report on the formal adoption of the EEAS teleworking decision for Local Staff in Union Delegations [8], an important step forward, even if its practical application will depend heavily on local implementation.
We also examine the Commission’s planned automatic deletion of old files from shared drives and collaborative spaces from January 2027 [9]. While modern document management is necessary, we express concerns that the current approach could put too much pressure on staff, create legal and operational risks, and lead to the loss of important institutional memory if not handled more carefully.
Finally, we continue our reflections on the Large-Scale Review (LSR) and what it may mean for Contract Agents [10]. While some proposals could create new opportunities, many important questions remain open, especially regarding equal treatment, recognition of institutional experience, mobility, career progression, and safeguards during reform.
We hope these articles help you stay informed about developments that may affect your work, your rights and your career perspective. As always, we encourage you to read, reflect, and share your views — especially on the issues currently under discussion, such as the 7-year rule, the LSR, teleworking, and document management.
Enjoy the reading and do not hesitate to get in touch with us [11]!
toolTips('.classtoolTips23','Contract Agents (CAs) were created by the 2004 staff regulations Reform. There are two types of CA: those with unlimited contracts, 3A [12] (‘indefinite’) and those with time-limited contracts [13], 3B [14]. CAs can belong to 4 different function groups (\'GF\') with different responsibilities and salaries [15].
As the use of contract staff becomes increasingly common, there has been a corresponding increase in the diversity of status and pay of the Commission’s workforce. For example, GFIV contract staff meeting the same minimum recruitment requirements (education and experience) as junior administrators may earn 28 % less. (European Court of Auditors, 2019, Special report no 15/2019 [16]: Implementation of the 2014 staff reform package at the Commission – Big savings but not without consequences for staff, point 61, page 34)
We have a working group dedicated to the dossier, and in December 2012 we addressed the first of many letters (\'notes\') about Contract Agents to Human Resources of all Institutions and agencies [17] (here is the cover e-mail [18]).
As a background you can see the report of the Commission to the Council regarding the recruitment of the contract agents in 2010 [19] (in French, COM(2011)802 final 23.11.2011).
Our articles on Contract Agents [20]
'); toolTips('.classtoolTips47','Trade union or staff association (OSP) [Organisation syndicale et professionnelle]');