The Backbone of European Schools—Without the Rights. Locally Recruited Teachers (LRTs) [1] play a vital role in the European Schools, ensuring high-quality education for thousands of children. Yet, despite their significant contributions, they face unstable working conditions, unfair contract terms, and a lack of representation – challenges that have been ignored for far too long. Unlike seconded teachers from EU Member States, LRTs do not benefit from job security, fair salary structures, or proper career progression. Their status leaves them vulnerable to sudden job losses, contract reductions, and unpredictable working hours.
With European Schools under increasing strain – teacher shortages, rising enrolments, and growing demand for multilingual education – it is unacceptable that those delivering education are treated as disposable staff rather than essential professionals.
The Harsh Reality for Locally Recruited Teachers
- Unstable Contracts & Job Insecurity
- LRTs work under renewable contracts that offer little to no long-term security. “Permanent contracts” exist in name only, as teachers can still be dismissed or face sudden reductions in working hours without prior warning.
Lack of Collective Bargaining Rights
Unlike other EU-employed staff, LRTs do not have formal representation in negotiations over their salaries, conditions, or job security. They have no voice in decisions that directly affect their careers and livelihoods.
Unfair Salary Structures & Sudden Pay Cuts
LRTs often receive lower salaries compared to seconded teachers, despite performing the same duties. Additionally, last-minute notifications of contract reductions force many into financial instability with little time to adapt.
No Protection Against Arbitrary Replacement
At any moment, an LRT can be replaced by a seconded teacher from a Member State—without any job security, compensation, or transition support.
Limited Career Progression
There is no clear pathway for LRTs to progress professionally, and opportunities for training, promotions, and recognition remain scarce.
A Growing Problem: Teacher Shortages and Overworked Staff
The European Schools system is already struggling with teacher shortages, especially in English-speaking sections. Brexit has further complicated the recruitment of qualified teachers.
Despite this, European Schools continue to treat LRTs as temporary workers, failing to invest in their long-term professional development or ensure stable working conditions. This short-term approach leads to high turnover rates, making it even harder to provide quality education.
What Needs to Change? Generation 2004’s Call to Action
- Fair & Stable Contracts – LRTs should have secure, long-term contracts with clear working conditions and job stability.
- Representation & Collective Bargaining – LRTs should have their own elected staff representation body, ensuring their voices are heard in policy discussions and contract negotiations.
- Equal Pay for Equal Work – LRTs should receive salaries and benefits that reflect their qualifications, experience, and contributions, aligning them with seconded teachers.
- Transparent Hiring & Replacement Policies – The system must ensure LRTs are not arbitrarily replaced, with clear guidelines on transitions between seconded and locally recruited teachers.
- Career Development Opportunities – LRTs must have access to training, career progression pathways, and recognition for their work, ensuring long-term commitment to European Schools.
Why This Matters for Parents, Students, and the Future of European Schools
- Teacher continuity is key to high-quality education – Constant turnover negatively impacts students, making it harder to build trust, learning consistency, and classroom stability.
- European Schools rely on LRTs more than ever – With growing student numbers and ongoing recruitment challenges, securing and valuing LRTs is crucial to ensuring educational excellence.
- Investing in LRTs strengthens the system – Instead of treating LRTs as disposable, the European Schools should build a fair, professional environment that attracts and retains the best educators.
Generation 2004: Advocating for Real Change
At Generation 2004, we believe that all staff members deserve fairness, stability, and recognition – including Locally Recruited Teachers.
We are the first staff organisation taking action for LRTs, calling for:
- A fair and sustainable staffing model
- Proper representation for European Schools employees
- Better working conditions, salaries, and career opportunities
It’s time for the European Schools to value and protect all their teachers. Without them, there is no education.
Join us in demanding better treatment for LRTs – because a fair system benefits everyone.
As always, we would love to hear from you. Please do not hesitate to get in touch with us [2] or leave a comment below.
If you appreciate our work, please consider becoming a member of Generation 2004 [3].