The new rules on voluntary teleworking apply to Local Staff in EU Delegations and Offices, who can now telework 1 full day per week or 2 half-days. Roles requiring physical presence, extensive face-to-face interaction or special handling of sensitive information, are generally excluded and cannot telework. 

The Teleworking days must be pre-registered in the IT system and approved according to Delegation arrangements. Core working hours and mandatory office days to be defined by Heads of Delegation. 

Teleworking should normally be conducted from the registered home address within the country of employment and staff should, if needed, be able to return to the office within a reasonable time.  

The EEAS will provide staff with a laptop (where security rules allow) and the necessary IT support. Staff are responsible for having internet access and a suitable workspace and should pay for the costs connected, although a future financial contribution may be introduced. 

Employees with temporary medical conditions may request additional teleworking days, subject to medical documentation and approval. Staff with disabilities may benefit from more flexible arrangements where justified and compatible with service needs. 

Heads of Delegations may require staff to come into the office when justified by operational needs and during force majeure or emergency situations, teleworking may become mandatory. 

If a request for teleworking is denied for any reason, staff can ask the joint committee on Flexible Working to review the decision.  

The decision represents a significant and positive step as it formally introduces teleworking for Local Staff across Union Delegations. At the same time, it is deliberately cautious. Rather than creating a broad entitlement, it establishes a controlled framework that prioritises operational needs, leaving considerable discretion to individual Delegations.  

The real employee experience will therefore depend largely on how each Head of Delegation implements the local arrangements.