In the recent weeks and days, you might have received via email a petition from the ‘CA collective’. What the ‘CA collective’ is proposing is not new to us. To a large extent, it is a reflection and continuation of the positions that we, as a staff association, have been advocating for over a long period of time and aligned with our postulates for CAs. 

Following the exchange of views with the colleagues involved, we understood their intentions and convictions and consequently we have decided to support the related petition. This position was re-confirmed during the conference organised on 4 May 2026. 

At this particular moment, we do see added value in joining forces and working together, and we hope that all trade unions will also join this effort, to help achieve meaningful and positive outcomes. We are ready to support the initiative with our expertise and experience. Indeed, while some fine-tuning might be needed along the way, the central themes of the petition are largely compatible with our long-standing positions and interventions. Most of our interventions on these matters have been transparently documented, substantiated, and published in our monthly newsletters, which we encourage you to read on regular basis.  

TALENT RETENTION 

At the heart of this initiative lies a simple principle: colleagues must have a genuine opportunity to be recognised for their work and to advance through fairer and more secure contractual arrangements. 

Every day, contract and temporary agents prove their value. They take on responsibilities, deliver results, and uphold the same standards as permanent staff. Yet, too often, they are forced to leave the institution without stability or pension rights (see question 29 of the linked article). Such a system is neither fair nor sustainable. 

If we are serious about talent retention, and the Commission claims that it is, then we must create clear, accessible, and realistic pathways towards more sustainable positions. Contract Agents are arguably (see question 4 of the linked article) the most vulnerable category of staff, and this is precisely where change must begin. 

There is a clear need to facilitate the transition from CA to TA positions. Such transitions would bring contract agents closer to securing pension rights and would significantly improve their chances of participating in and succeeding in internal competitions. 

The petition calls for the possibility of combining CA and TA assignments over a longer period, up to 6 years in each staff category, allowing staff to reach at least 10 years of service, currently possible only in the interest of the service (see question in order to secure pension rights. This could be achieved through an amendment of the 7-year rule, we have been advocated for, specifically targeted by the petition through the proposed reform of ‘the rules on multiple appointments’. It is technically possible. Indeed, changes to the decision on the recourse on non-permanent staff has been amended before, in terms duration [by C(2013)9028] but also in the interest of the service  C(2011)7071], but also consideration of different staff categories [C(2019) 2548].  

For contract agents with indefinite-duration contracts, a possibility to transition to TA contracts should also be guaranteed, which the petition does not fail to include.  

INTERNAL COMPETITIONS 

Internal competitions are essential for internal career progression and for retaining institutional expertise. They should be organised as frequently as the system can reasonably absorb. We have repeatedly highlighted problems currently linked to internal competitions in our previous articles (you can consult our position in selected articles published  here , here and here), including the on specific restrictions limiting access for contract staff. 

One of the petition’s key proposals is therefore to increase the number of internal competitions and to organise them on a regular basis and guaranteeing its number to provide more opportunities not only for CAs, TAs, and permanent staff alike, and ultimately to progress more rapidly in their careers. We understood that even appointment restrictions for CA laureates streaming from Staff Regulation ( paragraph 7 of article 82 of CEOS) can be overcome, by granting temporally TA positions, before the new quotas become available again.    

RECOGNITION OF TALENT & EXPERIENCE 

We need better recognition of professional experience and fairer classification both upon recruitment and throughout the duration of contracts for contact staff. We discuss the limitations linked to grading in more detail in the following article. See also our postulates in the article referenced here (i.e. headings: Shorter work experience groupings for recruitment grades & Regular grade revision upon contract renewals). 

The petition specifically calls for greater flexibility in grade reviews after the first contract renewal, more favourable grade classification, and more meaningful recognition of professional experience upon recruitment. This could be achieved through the renegotiation of the 2017 GIPs, which could also incorporate additional improvements listed in the article reference by link above. 

In line with the current petition, contract agents holding indefinite-duration contracts should not only have the possibility to transition to TA contracts (as mentioned above), but should also benefit from more regular, predictable, and transparent transfers between function groups (the so-called “screening” mechanism in  line with article 13 of GIPs which remains largely unused), which we have consistently advocated for through various fora.   

JOB MOBILITY 

We also urgently need improved mobility for contract agents, with the emphasis on the situation of CA3As, including Offices. Certain arrangements could facilitate mobility, particularly when a CA moves between contracts. These possibilities could be discussed during the renegotiation of the GIPs on employment conditions (see the heading Improve job mobility – article 14 of the linked article on GIPs). More broadly however, mobility appears to be a challenge affecting everyone across the institutions. 

The petition specifically emphasises the need for mechanisms enabling better interinstitutional mobility. 

OUTSIDE THE COMMISSION IN BRUSSELS 

The petition and the suggested changes could also have a positive ripple effect beyond the Commission (e.g. in agencies) and outside the Commission headquarters in Brussels.   

We support access of executive agencies to internal competitions, transition from CA to TA position in all agencies as well as central coordination and more emphasis on anti-harassment policies, job mobility and disciplinary investigations.  

For CA3As in Representations and Delegations (see paragraph 1 of article 7 of GIPs) , it takes, not only in theory, but also in practice, much longer to obtain an indefinite contract compared to Offices in the Commission. That is why we fully support the faster granting of indefinite contracts in those locations (see the heading: Faster transition to indefinite contracts of the following article), as we have already seen cases where colleagues spent extended periods on CA3As contracts, only to later learn that their contracts would not extend at the moment when legally speaking an indefinite duration should have been granted, though no performance issues were reported in their preceding 5 or 6-year engagement on that very contract…  

CAs from Delegations should also have a possibility of a longer temporary assignment to Brussels HQ. 

TIMING 

Why now? Because we currently have a real window of opportunity. 

The discussions surrounding the Large-Scale Review provide momentum that we must use constructively. Together with the Central staff Committee, we have already contributed concrete proposals aimed at improving career prospects, including for non-permanent staff. 

BUT HAS THIS NOT BEEN TRIED BEFORE? 

Yes, there have been other petitions and different attempts in the past. However, there are strong reasons to push again. 

The current context, the mandate of the present Commission regarding the Large-Scale Review creates a genuine opportunity for progress, provided that we continue to insist on it. 

We have witnessed dedication, professionalism, and excellence across all staff categories. At the same time, we have also seen persistent inequalities in how this work is recognised. The multiplication of contractual arrangements for colleagues performing essentially the same tasks is not only inefficient; it is unfair. 

We cannot build a strong and credible institution on unequal foundations. 

A social dialogue

There is a clear need for opening a social dialogue on these issues. As a starting point, and among other measures necessary to implement these postulates, we would like to renegotiate the GIPs on Working Conditions and the GIPs on Reclassification, both of which have already been requested by trade unions at central level. We also would like to amend the 7-year rule governing recourse to non-permanent staff. 

YOUR SUPPORT IS CRUCIAL 

We count on your support, regardless of your staff category. 

We trust to have your support independently of your staff category!  Improving career paths and recognition for the most disadvantaged members of the institution contributes to a fairer and more balanced system overall. In turn, this strengthens motivation, collaboration, and workplace dynamics for everyone. 

If you have more questions about the petition, which you probably already received from the collective in the last weeks, or you have not sign it yet, you can contact REP-PERS-COLLECTIF-DES-CONTRACTUELS@ec.europa.eu 

To have more details from Generation 2004 related actions and position, please send us an email to REP-PERS-OSP-GENERATION-2004@ec.europa.eu