A major restructuring of the EU Delegation network is underway and while management frames it as a “modernisation,” many staff are left with more questions than answers. At the end of May 2025, key representatives from the EEAS and Commission services presented an overview of “the modernisation of the EU Delegation network” to the TUSA (Trade Union and Staff Associations). This internal info session, while initially intended for a limited group, saw wider participation due to the broad relevance and potential implications of the reform.
Generation 2004 takes this opportunity to provide clarity and continuity in our support to colleagues affected by or concerned about this major institutional shift.
A New Structure, Familiar Principles
According to the administration representatives, the modernisation aims to adapt the Delegation network to evolving global realities within the budgetary constraints we are facing. These realities include the growing role of the Global Gateway strategy within the EU’s external action, the need to provide EU Delegations with new skills and expertise, the continuing effects of the war in Ukraine, and the EU’s ambition to maintain its global role amid shifting geopolitical dynamics. The reform is intended to ensure that EU Delegations are well equipped with the relevant skills and structures to be able to deliver on the changing nature of EU’s role and focus.
The guiding principle remains the ‘One Delegation’ approach: for the moment, all EU Delegations will continue to exist, nevertheless with new distinctions in terms of roles and resourcing.
In the modernisation concept four Delegation models have been proposed:
- 11 Minimal Diplomatic Delegations with only EEAS diplomatic presence. All INTPA staff (expats and locals) are expected to be redeployed or dismissed. The 11 Delegations are: Eritrea, Guinea Bissau, Eswatini, Lesotho, South Sudan, Papua New Guinea, Trinidad and Tobago, Haiti, Kuwait, Timor Leste & Belarus – streamlined staffing and supported by nearby regional “hubs” and HQ.
- 6 Reinforced Regional “Hub”s: South Africa, Senegal, Ivory Coast, Kenya, Fiji, Barbados – which will act as regional powerhouses, concentrating staff and functions previously dispersed across Delegations. They will house new Bilateral and Regional Partnership Sections, absorbing personnel from neighbouring countries.
- Standard Delegations attached to a “hub” with a reduced INTPA operations and cooperation sections merged under a new Partnerships Section. Local Agents are expected to remain, but expats will be progressively transferred to ”hubs” or HQ.
- Delegations Status quo – Delegations which are not (yet) serviced via one of the 6 regional hubs continue as normal.
What Is Already Underway?
According to the Commission’s internal Line-to-Take (6 June 2025), the changes will roll out fully by 1 September 2026, starting with the 2025 and 2026 rotation cycles. Key implications include:
- Local Agents in minimal Delegations will see their contracts terminated. EEAS in its execution role will offer “individualised exit packages” but has not committed to reskilling or internal redeployment.
- Expatriate staff (officials and CAs) will be given three options: move to a reinforced Delegation, transfer to HQ, or seek a post in another Delegation.
- In standard Delegations, local agents will remain, while expats may be redirected to other locations.
- In reinforced Delegations, staff will be redistributed between new Bilateral and Regional Partnerships Sections — but no layoffs are planned there, for now.
The big promise? No reduction in operational activities.
The big question? How can fewer people do the same work?
Discussions with impacted Delegations are ongoing, with social dialogue promised by the Commission on the modernisation itself. If the reforms are already taking place and the plan seems to be implemented, when is the social dialogue/consultation planned for?
A town hall for INTPA staff was organised, although with great technical difficulties which made it impossible for some colleagues to attend in the end to this event!
Key Takeaways from the Info Session:
This reform has been endorsed by the College of Commissioners.
- ENEST is centralising FCA tasks and repatriating certain posts to sections in Brussels, notably affecting Delegations in the Western Balkans, at least until the end of the current MFF (MultiAnnual Financial Framework) in 2027.
- Legal and operational frameworks are being developed for each Delegation individually, in accordance with local law and to ensure continuity of service and support for affected staff.
- The pooled expertise in the reinforced delegations will also cover standard Delegations.
- Nevertheless, the INTPA sections will remain in the standard Delegations because their role is essential in the dialogue with the stakeholders locally. Their presence will allow the EU to have the policy dialogue and policy engagement on the whole portfolio and the Global Gateway portfolio.
- While past leaks sparked concerns, EEAS, ENEST and INTPA management have committed to regular communication and transparency throughout this transition.
Unanswered questions
Staff representatives participating in different briefing sessions during May and June had a chance to ask questions and share their first impressions. Unfortunately, many of their questions remained unaddressed, raising doubts, including:
- Is this the whole process that is being presented or is this just the beginning of a bigger process? Most probably, yes!
- A briefing session cannot be considered a Social Dialogue. The Commission staff in Delegations was not involved in the process that resulted in this proposal, while they have the expertise and the knowledge to usefully contribute to such an important reform. What kind of proper consultation is foreseen? Not that much of a consultation but more an information!
- What will happen to other colleagues that are currently not mentioned – if we reduce the presence in the countries, regroup colleagues in the “hubs”, some posts and some functions will become redundant – and just by looking at it as an idea it is clear that there will be a need for fewer people – not only LAs but also CAs, ASTs and Ads maybe. We need to know which are the forseen phases of this reform.
- Have proper analyses been conducted and, if so, could they be shared with the staff? Staff representatives would be happy to help with ideas for making savings. We have asked this many times during the meetings with the administration, but so far not a concrete analyses was released to staff.
- Has a mid-term review of the Global Gateway been conducted? We are still waiting for an answer on this.
- What ARE those new profiles of staff that will be needed and what exact skills should colleagues have in order to perform these jobs, when will the concrete package be available and what will be the modalities to follow these courses? Can we have a clear perspective over the reskilling approach that it is mentioned but not clearly explained?
- What about the status quo delegations? By definition they should at some point become something else. We are asking the Commission and EEAS administration to be more transparent and share with us their view and give us the opportunity to staff to contribute with ideas too.
Our Position as Generation 2004
While we appreciate the step to inform the staff representation, we strongly object to witness that the process that has so far lacked clarity, transparency and inclusiveness. Together with the like-minded trade unions, Generation 2004 has called on the Commission Administration to engage in immediate and meaningful consultation with staff representatives, provide access to the full rationale and analysis behind these reforms, as well as a firm commitment to mitigate the human impact, including through reskilling, redeployment, and negotiated solutions.
As the largest staff association, Generation 2004 remains committed to:
- Monitoring the implementation process and supporting affected staff as best we can;
- Advocating for fair and transparent procedures, particularly when it comes to reassignments, contract security, and working conditions;
- Demanding proactive social dialogue, well before decisions are finalised or announced through unofficial channels;
- Supporting all colleagues, including Local Agents and Contract Agents, who may face professional uncertainty.
The changes ahead are significant, and they bring a real impact on our colleagues and everything will depend on how the implementation is carried out in practice. We call for early genuine involvement of staff representatives, detailed communication with those concerned and clear pathways for redeployment and upskilling – rather than abrupt reorganisation.
Generation 2004 will continue to serve as a bridge between staff and administration, to defend staff and ensure that no one is left behind, and that institutional reforms are carried out with the human dimension at their core.
Do You Have a Story to Share? Are you affected by this reform? Do you want to speak confidentially, ask for support, or contribute insights to our strategy?
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Let’s make sure modernisation does not mean marginalisation.