*Update 14.11.2025 Here is the presentation [1]. Thanks to the colleague who provided information for point 5: interinstitutional excellence hubs [2] and linking it to the Luxembourg-specific EPSO competition for data specialists [3].* *Update 31.10.2025, 14.11.2025 is indeed a Friday. We have corrected the article and send huge thanks to the colleague who reached out to us!*
Original article: Generation 2004 is pleased to invite you to a lunchtime event to look at 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 [4] 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?
Friday, 14 November 2025
12:35-13.35 | Brussels, Copenhagen, Madrid, Paris
Password (if requested): contact us [5]
There will be 30 minutes of presentation and then 30 minutes of discussion.
[6]
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 [4] on this topic and at our updates at 6 months [7], 9 months [8], 1 year [9] and then at 2 years [10].
As always, we would love to hear from you.
Please do not hesitate to get in touch with us [11] or leave a comment below.
If you are interested in becoming more involved or if you are thinking of standing in the November 2025 Luxembourg Local Staff Committee elections, please get in touch [12]!
If you appreciate our work, please consider becoming a member of Generation 2004 [13]
[*] 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 [14]): Table 2 (p.13) gives a nominal correction coefficient of 124.8% for Luxembourg
toolTips('.classtoolTips22','16.03.2026 will be the 4th anniversary of the announcement of this list of (12+1) actions. We\'d like to see a progress report and an evaluation. The information available is rather fragmented, but we do our best below.
Original article: The Heads of Administration (Chefs d’Administration) of EU institutions and bodies based in Luxembourg (CALux) published a report on 12 actions [15] to address the interinstitutional difficulties of recruiting (and retaining) staff in Luxembourg (\'attractiveness of the site [16]\' or \'attractivity problem\'), a topic closely related to the cost of living in Luxembourg [17].
Hospital overcharging was not included in the original list but Generation 2004 generally adds it as action number 13[*]. RCAM/JSIS members are charged more for services in Luxembourg than users of the national system. The overcharging was previously set at 15% but this was overturned in court [18], leaving the overcharge undefined.
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 [19],
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.
We revisited the list at 6 months [7], 1 year [9] and 2 years [10], but very little (if any) progress was ever visible. The last published status is from September 2022 mentions [unspecified] \'progress\' see Corporate Management Board [20] (CMB) minutes).
The CALux report was based on the conclusions from the Groupe de haut niveau sur l\'atractivité du site de Luxembourg (GHNA) 10.12.2020 and it was published 16.03.2022.
[*] Luxembourg: new hospital billing system simplifies paperwork for staff, Au Quotidien 01.10.2025 [21] lists \'improved access to hospital care\' as one of the \'12 concrete measures\'. We\'ve queried this and asked about whether a progress report/evaluation is envisaged for the 4th anniversary of the announcement, 16.03.2026.
The Local Staff Committee queried progress on the 13 items [22] in August 20205 via the Commission de Concertation Locale (COCOLO [23]) .
'); toolTips('.classtoolTips47','Trade union or staff association (OSP) [Organisation syndicale et professionnelle]');