Did you know that there is a “95% rule” in the staff regulations (Art. 55a(2)(d)) according to which you are entitled to work 95% with a full salary when faced with cases of serious hardship, to care for a dependent child until the age of 14?
It sounds good. However, in practice, this rule is hardly ever applied. Why? Because there is a cumbersome procedure to prove a “triggering event”, an “unforeseeable change in the applicant’s family-related circumstances” which justifies staff member’s eligibility for this working time reduction.
Generation 2004 asked DG Human Resources several times to discuss this matter. We want to review the criteria to see how we could make this rule more practicable for those who could benefit from it.
If you believe that you may qualify to benefit from this rule, then we would like to hear from you:
- Have you ever considered or tried to apply for this rule?
- In which particular cases do you think this rule should be applicable for staff?
- If you have tried to benefit from it and the administration refused your request, please share your experience with us [1].
Read further:
- Current guidelines on 95% part-time with full salary [2]
- Follow up on the option to work 95% for family reasons [3]
Staff Regulations of Officials and the Conditions of Employment of Other Servants of the European Union (\'Staff Regulations [4] (SR)\') are rules stating:
• fundamental conditions of service
• basic rights, duties and obligations of staff.
The SR have been reformed x 2 (so far):
• 2004 (Kinnock White paper)
• 2014 (Regulation 1023/2013 [5])
For a summary of stated intentions and real outcomes of those two reforms check out: European Court of Auditors, 2019, Special report no 15/2019 [6]: Implementation of the 2014 staff reform package at the Commission – Big savings but not without consequences for staff
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