As promised, please find below a list of frequently asked questions (FAQs) on Contract Agents (CAs). The questions were harvested to a large extent from our October 2025 CA event (thanks to all who attended!) and from the many, many CA questions received via email. At Generation 2004 we find it frustrating that many discussions on improving CA situations in many different spheres are shut down with ‘well, they knew what they signed up for’. We find that this is most certainly not the case: if it is difficult even for staff representatives to know exactly which rules apply, how on earth can we expect new arrivals (newbies) or even returners (false newbies) to know?
Caveat: we explain here what happens to the best of our knowledge and according to the published information. Please get in touch if there’s a question you’d like to see answered here, a topic you’d like to see explained differently or even something that you’d like to correct (it happens, we’re human :)). And now onto that list of FAQs.
—————————————————————————————
GENERAL CONTEXT AND TERMINOLOGY
- How do I know what type of contract I have? 3A or 3B?
sysper2>personal data>personal file>Appointment Decisions
sysper2>personal data>personal file>Career>current situation
Or your physical paperwork and contracts.
- How are Contract Agents recruited?
Register in the contract staff database (previously called Cast Permanent (the permanent is not a reference to any resulting contract). When a recruitment need arises, suitable candidates are identified and shortlisted based on the job requirements. The shortlisted candidates then sit for computer-based multiple-choice tests (MCQs) in verbal, numerical, and abstract reasoning, administered by EPSO. Those who pass these tests may be invited for an interview with the recruiting institution and potentially offered a position. The registration for the selection procedure does not guarantee employment, nor does the successful result sin MCQs.
3. What? Contract Agents aren’t always referred to as Contract Agents?
Unfortunately different terminology and groupings are used. We agree: it’s unhelpful.
| Staff categories meant | Term used | source |
| Contract Agents (CAs) | ‘auxiliary staff’ | CEOS |
| ‘contract staff’ | CEOS Annex II | |
| CAs and TAs but can include Local Agents in some contexts. | ‘non-permanent staff’ | C(2011) 7071 28.04.2004 on the maximum duration for the recourse to non-permanent staff in the Commission services and subsequent amendments: C(2013)9028 of 16.12.2013 and C(2019)2548 of 5.04.2019. |
| ‘precariat’ | Our European Parliament petition for Contract Agents | |
| ‘other servants’ | CEOS | |
| ‘other agents’ | staff regulations | |
| Everybody except e.g. local agents, seconded national experts (SNE), trainees and interim staff. | statutory staff | Staff Regulations |
- What is ‘precariat’ and why is it used to describe Contract Agents?
It’s a reference to the complete lack of guarantees available for Contract Agents in general and to their corresponding vulnerability both in the workplace and outside e.g. in terms of finding and keeping accommodation.
As a Contract Agent you may or may not get to stay (more an issue for CA3B than CA3A) and, except for the automatic increase in step every 2 years, your grade and take-home pay is not guaranteed to climb (both CA3A and CA3B) (e.g. if you were to change from CA3B to CA3A or from TA to CA).
For example, a staff member with extensive experience may start as CA 3a in FG II at grade 5. After years of service and reclassifications, they reach grade 7. They later move to a CA 3b contract within the Commission, preserving their grade and step. However, upon returning to CA 3a, they are reclassified at grade 5 (the highest recruitment grade available for FG II) resulting in a salary loss of nearly €1,000 per month. This, despite performing always permanent tasks, being engaged under the same CAST and even if there are with no break in service (or payment of pension contributions). See Revisiting GIPS: a route for better conditions for contract agents
4a. CA3B precariat: Further, as CA3Bs you are not subject to reclassification and, in line with the provisions in place, your grade cannot be considered for re-assessment upon contract renewal unless upon recruitment you were classified in the first grade of your function group and you had been employed for at least three years.
On the top of that CA3Bs often find may find themselves in constant ‘interview mode’ and going above and beyond in order to try to ensure the contract is renewed, which may happen at unspecified intervals and for unspecified periods and with very little (or no) notice. Imagine: when the line manager is looking for someone to ‘volunteer’ to be available early or late or to do a horrible task, very often the CA3B is the easiest choice.
Either way, transitioning to a different staff category, a different CA contact type (even if the same CAST applies) or change in function group would normally imply the need to repeat your probation periods (each with the very real possibility of being asked to leave), even when your job and responsibilities are the same as they’ve always been. Frustrating and frightening at the same time.
- How soon can I know whether my contract will be renewed?
Probably it is a question of best practice. We are not aware of strictly imposed deadlines (please let us know if there are any!), and indeed sometimes the news is communicated only after the apartment lease has been terminated and onward plans have already been made. That said, colleagues can usually sense if there might be an issue with a contract extension. As with the probation period, managers should regularly provide feedback. If your contract is coming to an end and you expect an extension and you have not received any communication, make sure to approach your manager. While you may also choose not to have your contract extended. Be very careful with this: refusing a contract once offered is considered equal to resigning and affects at least the institution part of any unemployment allowance.
6. There are different types of Contract Agent?
Yes, 3A and 3B: named after the section of the Conditions of employment of other servants of the European Union (CEOS) (‘auxiliary staff’) which apply (p. 188 in CEOS Annex II ‘contract staff’). See Q5: there are significant differences between the two types.
- What do the different function groups mean? What’s the equivalence between CA function groups and civil servant ‘fonctionnaire’ function groups?
There are four function groups defining general responsibility normally required from an agent engaged at each level. See article 79, chapter IV of Title IV – CEOS (pp. 210-211). Function-group equivalence and indicative tasks and can be found below:
| CA function group | Equivalent civil servant function group |
| I | no equivalence |
| II | secretary/clerk (AST/SC) |
| III | assistant (AST) |
| IV | administrator (AD) |
- European Court of Auditors, 2019, Special report no 15/2019: Implementation of the 2014 staff reform package at the Commission – Big savings but not without consequences for staff. Indicative tasks p.50
- European Court of Auditors, 2020,Special Report 23/2020: The European Personnel Selection Office: Time to adapt the selection process to changing recruitment needs. Indicative tasks p.45
- How can I see what is possible for my type of contract?
Check the dedicated Staff Matters pages: 3A and 3B and our table below.
Where the main differences lie: a quick comparison
| CA3A | CA3B | Questions in FAQs | |
| Maximum contract length | This category of staff benefits from a contract that can be converted into a contract of indefinite duration, after a first renewal. (3A) (but this can be limited to the duration of a project/agency see Chafea) | 6 years in line with art 88 of CEOS. A possibility (not a guarantee) to stay with the Commission longer on a TA contact in line with the 7-year rule and anti-cumulation rules). | 8-15 |
| Purpose of recruitment to this type of contract | recruited, on either a part time or full-time basis in a post not included in the establishment plan:
|
to perform tasks other than those referred to in Article 3a of the CEOS in a post not included in the establishment plan, or
to replace an official or temporary staff member who is temporarily unable to perform his or her duties. (3B) |
|
| Is there an appraisal? | Yes, all contract agents under Article 3a of the CEOS engaged for a period of one year or more have to be appraised, if they were in active employment for a continuous period of at least one month in the reporting year. | Yes, from 3rd year onwards
All contract agents under Article 3b of the CEOS, starting from the third year of engagement as a contract agent 3b, including after contract renewal, and having been in active employment for a continuous period of at least one month in the reporting year |
|
| Can I change grade?/ Is there promotion? | Yes, 1) via reclassification (promotion)and can happen after 2 years.
2) via screening (art.13 of CEOS), but on exceptional basis and limited in scope.
|
No, the only exception is staff classified in the first grade of their function group upon recruitment may have their grading reviewed if they have been employed for at least three years. It may or may not lead to an upgrade. | 32, 33 |
| Note: changing of CA contract type or/and institution, and depending on your situation, may or may not result in better grading. See Annex III of GIPs 2017 for details. | |||
| Are there steps (2-yearly increments) within grades? | Yes | yes | 4 |
| Can I start higher than the first step in the grade? | No, the only exception is for FG I. | No.
(Function group I normally is granted CA3A type) |
4, 16, 34 |
| In accordance with Article 86(1), second subparagraph, and Article 89(1) of the CEOS, and without prejudice to Articles 9 and 10, contract staff shall be classified in the first step of their grade. However, in accordance with Article 86(1), second sub-paragraph, of the CEOS, the AECE shall grant 24 months’ additional seniority in the step to a CA 3a recruited at grade 1 in function group I to take account of professional experience of three years or more | |||
| Can I change function group? | Yes, it’s called screening and happens as an ad hoc exercise at random intervals | No, unless you postulate externally (CAST and selection along with external candidates). | 10, 11, 17, 17a, 18 32, |
| Need to demonstrate the ability to work in a third language? | function group IV before the renewal of a contract for an indefinite period only | no | 40 |
| Can I pass an internal competition and get recruited as a civil servant?
|
Yes, but so far FGII-IV only, and the competition has to happen during your employment at the Commission. The participation of FG I is blocked by SR (CEOS). | Yes, but so far FGII-IV only, and the competition has to happen during your employment at the Commission. The participation of FG I is blocked by SR (CEOS). | 18 |
| Is unpaid leave available ? | Yes, but limited compared to officials | Yes, but limited compared to officials | |
| Can I move to another role on the same contact (‘mobility’) | Yes, within your service or outside but job openings are extremely limited => Job market 3A |
Normally most contract agents CABs complete their 6-year allowance within the same service. There is no real internal job market. Some vacancies of the Job market 3A are open to CA3Bs. |
31, 40 |
- Will I earn the same as others doing the same job?
No, see salary scales: Contract Agents earn less than their civil-servant or Temporary Agent (TA) equivalents and sometimes need assistance to meet the Member State minimum wage.
‘GFIV contract staff meeting the same minimum recruitment requirements (education and experience) as junior administrators may earn 28 % less than the latter. Currently around 6 % of staff, all of them GFI and GFII contract staff, earn less than the lowest paid official (AST/SC1, with a basic yearly salary around €32 400). Another third of staff (across all categories) earn up to twice that amount.’ (European Court of Auditors, 2019, Special report no 15/2019: Implementation of the 2014 staff reform package at the Commission – Big savings but not without consequences for staff, Paragraph 61)[bold is not present in original]
TIME LIMITS AND OPTIONS
- Do I have to leave the Commission in the future?
- CA 3A: it’s possible
If your agency or project ends and there is no service need to continue your employment (see Chafea). Nevertheless, you could still participate in an internal competition (so far open to FGII-IV only) and get recruited as a civil servant.
- CA 3B: yes
you will almost certainly have to leave, unless you manage to pass an internal competition (so far open to FGII-IV only) and get recruited as a civil servant or become CA3A.
- Can I stay forever?
- CA 3A: it’s possible
Only if your agency or project ends and there is no service need to continue your employment (see Chafea). You could still participate in an internal competition (so far open to FGII-IV only) and get recruited as a civil servant.
- CA 3B: no
you will almost certainly have to leave, unless you manage to pass an internal competition (so far open to FGII-IV only) and get recruited as a civil servant or become CA3A or a TA (the 7-year rule applies).
- If 6 years is the limit (CA3B) can I be given it all at once?
No, at an absolute minimum it will be 2 x 3 years, but it could be more fragmented and you may not even be offered an initial contract of 3 years. As a CA you have to keep your CV updated at all times.
12a. Am I guaranteed 6 years in the same service/DG (CA3B)?
There is no absolute guarantee of contract renewal; however, in most cases, it can be reasonably expected. Factors such as restructuring, evolving needs for specific skills and competencies, or budgetary constraints may affect renewal decisions. You may also be hired for a shorter period to temporarily replace an official or a temporary staff member who is unable to perform their duties. If you do not complete the full 6-year period, you may still use the remaining time allowance later.
- Am I guaranteed a 3-year contract?
No, there are no guarantees: in different directorates-general (DGs) and offices there are different rules and conventions. You may get only a 1-year contract, of which 9 months would be probation and when/if that contract is renewed then it might only be for 2 years and again 9 months of probation.
- Am I guaranteed 7 years?
No, there are no guarantees. The 7th year (e.g. as a TA after 6 years as CA) is often referred to as the ‘unicorn year’: it happens rarely but does happen.
- I did 4 years as TA and now I’m a CA: can I stay for the full 6 years that are normally possible for CA3Bs? After 6 years working for the Commission as CA3B, could I be hired directly as a TA for more than 1 year?
There are no guarantees. It is theoretically possible, where there is willingness and a service need.
Let us explain.
In line with Article 88 of the CEOS, you can serve as a CA3B for up to 6 years. However, if you have already completed 4 years as a TA (as 2a, 2b or 2d), you will reach the 7-year limit on non-permanent contracts (as defined by the 7-year rule) after 3 additional years as a CA 3B. A longer period could be authorised where it is duly justified in the interest of the service only, in accordance with Article 1(5) of Commission Decision C(2011)7071 of 5 October 2011. Nevertheless, you cannot exceed 6 years as a CA3B within the Commission, even if you change function groups (as per Article 8(4) of GIPs 2017). For the rules on TA contact cumulation, please refer to the latest TA Decision C(2025)4716 of 16 July 2025.
- What’s the difference between a new contract and a renewed contract?
Renewal: When your contract is renewed, you retain the same contract type and normally continue with the same responsibilities, or at least responsibilities at the same level ,i.e. corresponding to your function group. CA3B contracts can be renewed up to a maximum total duration of 6 years, while CA3A contracts are of indefinite duration.
Renewal does not usually affect your grade. For CA3A staff, grading remains unchanged upon renewal. For CA3B staff, colleagues who were classified in the very first grade of their function group at the time of recruitment only may have their grade reviewed upon renewal, and only if they have been employed for at least 3 years. This does not always mean an upgrade. A renewal does not constitute a new contract but rather a continuation of the existing one. However, it is important to note that renewal is not legally guaranteed.
New contract: A new contract is issued in cases of new recruitment or certain transitions between CA contract types (e.g. between CA3A and CA3B). However, not every transition results in a new contract; in some cases, it is treated as an amendment instead. For example, if you move within the Commission as a CA3A (keeping the same function group and contract type), your contract is simply amended, and your grade remains the same. In other situations, a new contract may result in changes to your previous grade, not always to your advantage. For instance, someone who becomes a CA3A after previously serving as a CA3B (and before that as CA3A) may experience a decrease in salary. This is because the reclassification one may have received on their first CA 3A contract could have raised your grade, which you then retained when moving to CA 3B (within the same function group), but upon returning to a CA 3A position, the classification must comply with Article 5 of the GIPs, which limits recruitment grades, and these may be lower than the grade you previously held.
Be careful: with interruptions in service: these can lead to your individual entitlements being reassessed (e.g. change your place of origin or eligibility for the annual travel allowance). Please check your sysper file to see which documents and declarations are currently applicable, not just those which are within your file. e.g. if you previously declared a centre of interests it might not be carried over to your current contract: please check and, where necessary fix, as soon as you can!
A renewal will not affect your pension rights, a new contract in some instances might do. An interruption (in the payment of pension contributions), and so new contract, might even impact your retirement date (age) and the accrual rate if you have worked uninterruptedly since before the last reform of the staff regulations (2014): see Picard case.
- Am I guaranteed that an internal competition in which I can participate will happen while I am employed?
There are no guarantees, neither that internal competitions will happen nor that you will be eligible. FGI have never been eligible so far.
17a. What are statutory restrictions of internal competitions for CAs?
Internal competitions for CAs are organised on an exceptional basis and they exclude by default FGI colleagues. Contract staff in function groups II, III and IV may be authorised to take part in internal competitions only after having completed 3 years of service in the institution There are strict limitations as far as grades which can be accessed are concerned. CAs FG II can apply only to AST/SC1 & AST/SCSC2 competitions, CA FGIII to maximum AST2, and CA FGIV to AD5 & AD6. Most importantly however, the total number of candidates who are members of the contract staff and who are appointed to vacant posts at any of those grades shall never exceed 5 % of the total number of appointments to those function groups made per year. These are limitation set in stone in the Staff Regulation.
Generation 2004 advocates for more frequents competitions for contract staff but they are not the answer to change meaningful the situation of CAs in the Commission.
18. What are my chances of becoming a civil servant (‘fonctionnaire’)?
Numerically, the odds should be better for an internal competition than they are for an external (EPSO) competition. Nevertheless, FGI are never eligible for internal competitions and even if you are in FGII-IV there may be no internal competitions during your employment.
Commission experience is normally valued, but unfortunately if you have ever not passed probation or are not sure of having a good reference for any reason (even where it is no way your fault) this can harm your chances of being recruited in the future in any capacity.
- How can I stay longer at the Commission?
| Pass an internal competition and get recruited as a civil servant
|
Change contract type | |
| CA 3A | Yes, but so far FGII-IV only | n/a
neither 3A nor Temporary Agent contracts offer more security, however TAs enjoy better access to internal competitions (do not have the same restrictions as CAs) |
| CA 3B | Yes, but so far FGII-IV only | – 3A
– Temporary Agent (‘unicorn’ 7th year) |
- Can I come back to the Commission in the future?
The 7-year rule allows staff to work on non-permanent contracts (CA3Bs, TAs) for a total of 7 years within a rolling 12-year period. After a break of 5 years elsewhere (e.g. another EU institution or the private sector), one may return to work for the Commission under a non-permanent contract, subject to the maximum duration allowed for each contract type and any applicable anti-cumulation rules for TA engagements. For example, as a CA3B, you can work in the Commission for a maximum of 6 years, across all function groups combined.
- And if I become an interimaire? I’ve been offered a job as an interimaire while the paperwork is sorted, should I take it?
We do not recommend working as agency staff (‘interimaire’/’intérimaire’/interim staff) where you have other options available.
As an interimaire you are not an employee of the institutions: you are not a member of statutory staff: you are not making pension contributions to the pension scheme of the European Union institutions (PSEUI) and have none of the allowances or benefits of statutory staff, such as access to the European Schools. See our Interim FAQs.
- Working as interim staff before being recruited later as something else
This can change your entitlement to the annual travel allowance, expatriation allowance or installation allowances, since you might be considered to be recruited from that new place and not from your true place of origin (please act quickly if this is your case (there is a 3-month deadline for complaints (‘Article 90.2’)) if this is your case).
- Working as interim staff between contracts (even for a month)
You are covered by Member State health, pension and education systems. Your employment is not continuous and this might impact your retirement date if you have worked uninterruptedly since before the last reform of the staff regulations (2014): see Picard case.
LEAVING THE COMMISSION/UNEMPLOYMENT
- What happens if I don’t accept a contract renewal?
Refusing a contract once offered is considered equal to resigning and affects the institution part of any unemployment allowance.
23. What happens if my contract is not renewed or cannot be renewed?
You are normally entitled to standard Member State unemployment allowance (subject to the registration and the Member State rules in place) together with an institution part of unemployment allowance: Please be aware of the end of contract admin and that the payment of the EU unemployment allowance (the extra, supplementary part) is not automatic: it must be requested and the deadline is very short: ‘within eight days after your contract ends, submit a formal application for EU unemployment allowance’ (p.7, Practical Guide, August 2023).
- What happens if I don’t pass probation?
You are normally entitled to standard Member State unemployment allowance together with an institution part of unemployment allowance: Please be aware of the end of contract admin and that the payment of the EU unemployment allowance (the extra, supplementary part) is not automatic: it must be requested and the deadline is very short: ‘within eight days after your contract ends, submit a formal application for EU unemployment allowance’ (p.7, Practical Guide, August 2023).
25. What happens if I decide to leave before I need to?
The institution part of the unemployment allowance is not available to you. The Member State part may be available, depending on the rules of the Member State.
- What guidance is available?
Check out Practical Guide, August 2023 and there’s a course on unemployment via EU learn. Please make every effort to attend: it explains the paperwork and deadlines.
- What happens with the European School at the end of my contract?
You are no longer a member of staff therefore access to the European Schools would be as external, paying pupils only.
- Can you explain what recently changed for CAs with regards to unemployment contributions?
Yes, thanks (in part) to our work, the contributions made by CA3As (who having indefinite contacts run lower risk of being unemployed)were reduced, The reduction was applied also other non-permanent staff: CA3Bs and TAs.
PENSION QUESTIONS
- Do I have a pension?
Yes, CAs (3A and 3B) contribute to a final-salary pension via the pension scheme of the European Union institutions (PSEUI). Note, you need to pass the threshold of 10 years of cumulative contributions (so, contributions in bits and pieces from different EU institutions such as the Parliament, Court of Justice or Court of Auditor all count, for example) or reach retirement age while employed at the EU institutions to receive a PSEUI pension. If you do not pass the 10-year mark (or retire before reaching that threshold) you’re your PSEUI contributions will not result in a PSEUI pension and you must choose what you want to do with those contribution: see ‘transfers-out’ in our FAQs.
- Do I have to transfer my pensions contributions?
If you don’t reach 10 years in total of contributions or retire while employed then you must transfer out in order to make use of your contributions, yes.
In particular, a decision to transfer in of pension rights for CAs on lower function groups needs to be carefully considered. Additional years of service gained might not change much and the calculation based on the last salary might be lower that of the guaranteed minimum subsistence figure. See ‘transfers-out’ in our Pension transfers FAQs.
CLIMBING THE LADDER OR CHANGING ROLE
- Can I move to another job/role? The difficult part is getting in, once I’m in the institutions I can move, right?
There is limited job mobility available for CA3A and we can find nothing formal for 3B (again, that’s not to say it doesn’t ever happen, but there’s nothing published). See question 19 above.
- What is screening? Can I change Function Group without doing another CAST competition?
The rules for Contract Agents (‘general implementing provisions (GIPs) 2017′) do set out a process for a potential change of function group, but for CA3A only. There is, unfortunately, no equivalent for CA3B.
This 3A ‘screening’ or ‘upgrade’ process can be organised, by way of exception, by the administration, taking into account the numbers of potentially eligible staff and available funds.
This means in practice that screening is neither routine nor predictable: the process can be patchy, sporadic and opaque. See Picard case: his upgrade was considered to be a new contract and that changed his retirement age. As a result, where your function group is upgraded by screening (and you had continuation in the payment of your pension contributions upon the upgrade) your originally acquired pension rights (i.e. the accrual rate and the pensionable age), will be preserved even where there are major regulatory changes in the meantime (e.g. 2004 and 2014 reforms of the Staff Regulations).
- Can I be promoted? Can I change grade?
For Contract Agents (3A only) the process does exist: it is called ‘reclassification’ and it works in the same way as promotion. Unfortunately, it applies to CA3A only, and the speeds are very slow. While CA3B can be evaluated, they cannot be promoted: we find that demotivating.
- Why am I employed at a lower grade as CA than I was as TA?
The change of staff category unfortunately does not guarantee the preservation of the of the level, neither in terms in terms of salary and nor responsibility. This is also true also for transition between other staff categories. Even if the transition is triggered internally (via internal competitions), a laurate might end up earning less than before. For many CA3A who undergo reclassification, internal competitions might not be attractive for that very reason (not to mention other restrictions imposed by the staff regulations). Generation 2004 opposes this undervaluation of contracts i.e. giving colleagues higher responsibility with lower grades. This mismatch is also called ‘juniorisation’ and was mentioned by the Court of Auditors with regards to AD but we believe it to be widespread.
‘…62 % [of recently recruited administrator officials] were over 40, which makes it likely that they already had at least 10 years of professional experience when they joined the institutions, more than what is usually required for the grades of the competitions.’ (p.19 Special Report 23/2020)
GENERAL WORKING CONDITIONS
- Can I work from home (‘telework’)?
Normally yes, depending on the role being telework compatible, CA3A and CA3B are statutory staff and the standard rules apply: 40% in the office. Commission Decision of 24 March 2022 on working time and hybrid working (Article 9) (related documents and FAQ). See staff matters> Contract Agents
- Can I telework from outside the place of employment (TWOPE)?
Normally yes, depending on the role being telework compatible, CA3A and CA3B are statutory staff and the standard rules apply: 40% in the office. Commission Decision of 24 March 2022 on working time and hybrid working (Article 9) (related documents and FAQ) * 12.2023 here is the first official WTHW evaluation
- Can I take leave on personal grounds (‘CCP’)/unpaid leave?
No to CCP, but unpaid leave is indeed available for both 3A and 3B, albeit in a rather limited fashion.
- Can my children go to a European School?
Yes, as statutory staff your children have this possibility for the duration of your employment.
STATUS AND FUTURE
- How many Contract Agents are there?
See 2016- 2025 Key Figures: there are currently 7729 contract staff out of a total Commission staff of 32484, so almost 24%. This search result shows where they’re based (61% Brussels), where they’re from (22% Italy), where they work (14.7% INTPA) and the gender split (60% women). Those figures do not show the split 3A/3B so the last data we have are as below from our website article on GIPS Article 13.
| CA3A | CA3B | How many in total | |
| 2020 | 3496 | 3947 | 7443 |
| 2021 | 3529 | 3949 | 7478 |
Figures are taken from Annex 2 in the table of CSC notes below.
| Sending date n° Ares |
Title of Central Staff Committee note | Reply & date |
| 06/02/2024 (2024)887510 |
Renewed request for Statistical Data on the use of Contract Staff | |
| 25/04/2023 (2023)2911987 |
Request for Annual Report on the use of Contract Agents and statistic data | HR Annex 1 Annex 2 |
- What is Generation 2004 doing for Contract Agents?
Check out our 10 Postulates for fairness – A better future for Contract Agents, together with our lengthier articles explaining Contract Agent issues. Most recently we’ve looked at Equal recognition for language exams, Mobility for contract agents 3a and Savings gone too far? A need for more and better contract agent advancement
We strongly support the renegotiation of the General Implementing Provisions (GIPs) for contract agents. This represents a unique opportunity to secure tangible improvements within the existing regulatory framework (with no need to change it), namely the Staff Regulations and the Conditions of Employment of Other Servants (CEOS).
Generation 2004 advocates for the career prospects for contract agents to become more meaningful. This includes faster reclassification and improved access to Temporary Agent (TA) positions (a prioritisation of CA internal talent over external recruitment). Such measures would give CAs a fairer opportunity to become officials through internal competitions, opportunities that remain severely limited for CAs under the current Staff Regulations.
Most recently we’ve looked at Equal recognition for language exams, Mobility for contract agents 3a and Savings gone too far? A need for more and better contract agent advancement. We are also determined to support contract agents in the context the Large-Scale Review, which is raising serious concerns among that staff category concerning job security (fear or non-renewals, job cuts in case potential restructuring or externalisation of certain services).
In 2021 we launched a European Parliament petition (No 0117/2021) on Contract Agents to follow the success of our own internal petition (>1400 signatures).
The petitioner criticises the 2004 and 2014 reforms of the EU Staff Regulations, which created a system in which the date of recruitment is more important for career development than merit, qualification, and professional expertise. The Commission has continuously replaced permanent officials with contract agents (CAs), with CAs currently representing over 22 % of the Commission’s workforce. Although contractual staff is only supposed to perform “non-core tasks”, they do the work of permanent officials without being recognised accordingly. Moreover, there is an increase in harassment cases associated to tensions between permanent officials and CAs. The petitioner therefore demands the elimination of structural unfairness and the implementation of the principle of “equal pay for equal work”. To this end, she proposes a series of measures to improve the working conditions of CAs, including permanent contracts for those working on permanent tasks, fair reclassification rates, better access to the EU institutions internal job market and preferential recruitment over external applicants.
As always, we would love to hear from you.
Please do not hesitate to get in touch with us or leave a comment below.
If you are interested in becoming more involved or if you are thinking of standing in the November 2025 Luxembourg Local Staff Committee elections
Please get in touch with us by 3rd November 2025 at midday.
If you appreciate our work, please consider becoming a member of Generation 2004.
