Generation 2004 is pleased to invite you to a lunchtime event to look at the the ongoing challenge of attracting and retaining staff in Luxembourg (the ‘attractivity’ issue). We will look at the original 12 actions for Luxembourg: those announced in 2022, together with the default-direct-billing side-quest of October 2025. That’s not one of the 12 actions, not even part of our additional unofficial 13th action (hospital overpricing): is this issue really well-known enough for its solution to impact recruitment and retention in Luxembourg?
Thursday, 14 November 2025
12:35-13.35 | Brussels, Copenhagen, Madrid, Paris
Password (if requested): contact us
There will be a 30 minutes of presentation and then 30 minutes of discussion.
The original 12 CALux actions
to address the interinstitutional difficulties of recruiting (and retaining) staff in Luxembourg
1: Launching site-specific European Personnel Selection Office (EPSO) competitions,
2: Job shadowing initiatives for career guidance officers,
3: Creation of a common job platform,
4: Inter-institutional excellence hubs (e.g. financial, digital, legal),
5: Housing allowance[*],
6: Offer of temporary housing,
7: Jobs for spouses,
8: Interinstitutional cooperation of Welcome Desks,
9: Future of interinstitutional crèches in Luxembourg,
10: Common communication strategy,
11: Collaboration with the national authorities,
12: Cooperation with top European universities.
Have a look at our latest article on this topic and at our updates at 6 months, 9 months, 1 year and then at 2 years.
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 appreciate our work, please consider becoming a member of Generation 2004
[*] To give some context to the very high cost of living in Luxembourg, Eurostat, Supplement to the Eurostat Report on the 2022 annual update of remuneration and pensions of EU officials (Ares(2022)7508219-28/10/2022): Table 2 (p.13) gives a nominal correction coefficient of 124.8% for Luxembourg
