Working conditions

Large Scale Review: Will the Commission finally recognise burnout as a structural capacity risk and do something about it? 

Large-Scale review, Newsletter-2026-10-13, well-being, Working conditions

Generation 2004 asks that the Commission invests in the human capacity of its staff, giving particular attention to mental health awareness and burnout prevention in the Large-Scale Review. In addition, Generation 2004 asks that reintegration to work after long term absences is tailored to the needs and specific circumstances of the member of staff with support from career guidance and psychosocial services, allowing the change of teams or DGs if needed.

In addition to introducing a continuous AI supported ‘brain gym’ into the fabric of our daily work to build an AI augmented force as indicated in the 2nd Recommendation on Innovation and AI of the Large-Scale Review, the Commission should invest in the mental resilience of staff. The Commission should ensure that staff can be functionally proficient and recover quickly when exposed to unexpected crises before expecting it to be agile.  Continue reading Large Scale Review: Will the Commission finally recognise burnout as a structural capacity risk and do something about it?  →

Commission’s Mediation Service: is it a success story?

Equality, Newsletter-2026-10-13, Services, well-being, Working conditions, workplace bullying and harassment

Context  

The Mediation Service was initially created in 1977. It was the basis for mediation between the administration and individual staff members for more than 20 years.  

In 2002, the role of the Mediation Service was reinforced by Commission Decision C(2002) 601 of 25 February 2002. The Mediation Service was empowered to issue general recommendations. In doing so, the Mediation Service was assigned a twofold task: on the one hand, to facilitate the settlement, in individual cases, of any difficulty that may arise in the context of conflicts at work or concerning the rights and obligations of staff and, on the other hand, to identify systemic or structural factors that if left unaddressed could fuel similar problems or difficulties to arise in the future and recommend possible courses of action.  Continue reading Commission’s Mediation Service: is it a success story? →

Thinking about retirement? Plan well in advance

Newsletter-2026-10-13, Pensions

When approaching retirement, you might want to have less stress and enjoy the remaining workdays. This could involve taking longer breaks, being more flexible and work fewer hours to gradually transit into the new well-deserved lifestyle. You might also want to explore new passions and hobbies, visit old family members, or plan a move back to your home country. There are also colleagues who start a new career outside of the EU institutions, but in any case, it is important to plan your future. 

When you have completed at least 10 years of active service or reached pensionable age, you are entitled to a pension. The key factor is your date of entry into service under the staff regulations, but there can be specific situations affecting retirement rights, for example, changes in status during a career, transfers between EU bodies, previous service that is recognised and invalidity retirement.   Continue reading Thinking about retirement? Plan well in advance →

Whistleblowing at the Commission: stronger rules, but will staff really be protected?

diversity & inclusion, Equality, Newsletter-2026-10-13, Working conditions

On 25 June 2026, Generation 2004 took part in the first social-dialogue meeting on the Commission’s draft Decision revising its existing Whistleblowing Guidelines. 

The revision is intended to update the current framework and ensure consistency with Directive (EU) 2019/1937 on the protection of persons who report breaches of Union law, while taking account of developments since the last review in 2019. The Commission is also proposing to replace the existing Guidelines with a Commission Decision, giving the framework a stronger legal status. 

We welcome the initiative. But for Generation 2004, the key question is not simply whether the Commission has updated its rules. 

The real question is whether a colleague who reports wrongdoing will actually feel safe afterwards.  Continue reading Whistleblowing at the Commission: stronger rules, but will staff really be protected? →

EU Court strengthens staff rights in harassment and assistance procedures

Newsletter-2026-10-13, workplace bullying and harassment

Harassment cases are among the most difficult situations a staff member can face, and the way an administration handles a request for assistance can be just as important as the underlying allegations. Therefore, we would like to recall the judgment in Case T-145/24, CU v European External Action Service (EEAS), delivered by the General Court of the European Union. It provides important clarification on the procedural safeguards that must apply when staff seek assistance under Article 24 of the staff regulations in relation to allegations of psychological harassment.  Continue reading EU Court strengthens staff rights in harassment and assistance procedures →

Can a Head of Unit accused of harassment still write your appraisal?

Newsletter-2026-10-13, Promotions, Working conditions, workplace bullying and harassment

Generation 2004 has recently been receiving a number of cases raising a particularly troubling question: what happens when a Head of Unit or reporting officer who is allegedly harassing a member of staff is also responsible for writing that person’s appraisal report? This is not simply a question of whether the appraisal is fair. It raises a more fundamental issue: can the person responsible for assessing a staff member objectively evaluate someone who has accused them of harassment?  Continue reading Can a Head of Unit accused of harassment still write your appraisal? →

EU Court clarifies the Conditions for Relocation Allowance and the Correction Coefficient – after retirement

allowances, Newsletter-2026-09-11

For colleagues approaching retirement, questions concerning the relocation allowance and the applicable correction coefficient can have a significant financial impact. The recent judgment from 3 June 2026 (Case T-662/24, GW v Commission) of the General Court of the European Union is therefore relevant. It clarifies how the concept of “residence” is assessed under the staff regulations and what evidence staff may need to demonstrate that their main or habitual residence has genuinely been transferred to another Member State. 

Continue reading EU Court clarifies the Conditions for Relocation Allowance and the Correction Coefficient – after retirement →

Getting to know the Representations better: Strenghtening support for colleagues across the network

Newsletter-2026-09-11, Representations

Since last July, the Staff Representation has reinforced its attention to the specific situation of colleagues working in the European Commission Representations through a 25% secondment dedicated to these issues. The colleague working on this, an elected member of Generation 2004, is Nicolette Camilleri. 

This reflects a clear priority: to gain a better understanding of the realities of working in the Representations and to ensure that the concerns of colleagues are more systematically considered in staff representation work. 

Continue reading Getting to know the Representations better: Strenghtening support for colleagues across the network →

LAST CALL – Survey on teleworking

Energy crisis, Newsletter-2026-09-11, Teleworking

Generation 2004 continues to advocate for a revised teleworking policy that reflects the values of a modern EU administration. In order to collect the view of our colleagues, we launched a survey in July on teleworking, teleworking from abroad and travelling to work.  

What is your view? Is our employer modern and attractive enough or do you think the attractiveness can be increased by more flexibility on teleworking and teleworking from anywhere? Is there already enough flexibility? 

Continue reading LAST CALL – Survey on teleworking →

The official EEAS Decision on Teleworking for Local Staff in Union Delegations has finally been adopted

EEAS, Newsletter-2026-09-11, Teleworking

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. 

Continue reading The official EEAS Decision on Teleworking for Local Staff in Union Delegations has finally been adopted →