Where Has All the Money Gone?

As Generation 2004, we have always stood for fairness, transparency, and the well-being of staff. Today, we must address the grim reality of the European Commission’s cost-saving measures and the devastating impact they have had on staff members and the workplace environment. Billions have been saved, but at what cost?

The Commission’s claim of “people first” in its new HR strategy feels increasingly hollow as actions speak louder than words.  It is time to say enough is enough. 

1. Staff Reforms and Their Impact

The 2004 and 2014 Staff Reforms were heralded as necessary measures to reduce spending. These reforms achieved  €4.2 billion in savings during the 2014–2020 period alone and are projected to save a staggering  €19.2 billion by 2064.  However, the cost of these savings has been borne almost entirely by staff. 

These measures resulted in a  5% reduction in staff numbers, salary and pension freezes, and a drastic  revision of the staff regulations. Those who remain have been forced to shoulder the workload, often under impossible conditions. Even the  Court of Auditors has warned against further reforms, highlighting the strain on staff morale and productivity.  When will they ever learn? When will they ever learn? 

 2. Building Sales and Space Reductions

In the name of savings, the Commission has sold  23 buildings for  €900 million,  drastically cutting office space and parking availability. Staff are now packed into overcrowded spaces or forced to adapt to hybrid setups that are inadequate for effective work. 

To save further, offices are kept at  reduced temperatures in winter, with some reporting temperatures as low as  17.5°C, well below comfort levels. Moreover, the Commission implements so-called  “Action d’Hiver”  during the Christmas period and similar shutdowns in summer, closing entire buildings to cut heating and cooling costs. While these measures aim to save money, they come at the expense of staff comfort and productivity.  The Commission boasts about being a “climate-neutral institution,” but these efforts simply shift energy and water costs onto staff, who are forced to heat or cool their homes while teleworking.  This is not climate action; it is cost-shifting disguised as ambition.

3. Health Budget Cuts

The JSIS reimbursement policy  and frozen reimbursement ceilings have resulted in  €500 million  in savings on health costs. These cuts have directly impacted staff, making it harder to access the care they need. Health and well-being are non-negotiable priorities, yet the Commission treats them as expendable. Where is the reinvestment in staff health?

4. Unpaid Overtime

Unpaid overtime remains a hidden crisis. Each year, staff contribute the equivalent of  1,000 extra full-time employees, or  2 million working hours, without compensation. This reliance on unpaid labour erodes work-life balance and further burdens employees. Where is the acknowledgment, let alone reinvestment, of these invisible contributions?

5. Budget and Service Reductions

Essential services have been scaled back or eliminated entirely: 

  • Budgets for missions  have been slashed, limiting opportunities for collaboration and representation. 
  • Canteens and cafeterias have closed or scaled down, leaving staff with few on-site dining options. 
  • Crèches have been closed or privatised, forcing families to find more expensive or less accessible childcare solutions.

6. Part-Time Contracts and Degrading Conditions

The Commission has increasingly turned to  part-time contracts with low wages, creating precarious working conditions. These measures drive away top talent and fail to support existing staff. For those who stay, degrading conditions and limited career opportunities sap motivation and professional satisfaction.

7. Missed Opportunities for Reinvestment

Despite achieving billions in savings, the Commission has not reinvested these funds into improving working conditions. Instead, it continues to rely on  temporary contracts,  juniorises positions, and cuts budgets for essential IT resources and  staff well-being initiatives. These choices weaken the institution’s capacity to deliver on its mission while placing unnecessary burdens on its workforce. 

Enough is Enough: A Call to Action 

The Commission’s “people first” rhetoric does not match reality. Staff are bearing the brunt of measures that claim to save money but, in truth, undermine the very foundation of the institution.  Where have these billions gone?   Why has there been no transparency in how savings are allocated? 

We at Generation 2004 demand accountability and change. It is time to reinvest in the people who make the institution function: 

  • Rebuild trust through transparency about savings and reinvestment. 
  • Improve working conditions  with modern tools, functional office spaces, and adequate resources. 
  • Prioritise staff well-being  by addressing issues like unpaid overtime, low-wage contracts,  and inadequate facilities. 

This is not just about fairness; it is about sustainability.  A motivated, supported workforce is essential for the Commission to achieve its goals. Join us in saying enough is enough. Let’s fight for a future where “people first” is more than just a slogan—it is a reality. 

Together, we can create a workplace that values and supports its greatest resource: its people. Vote for Generation 2004 to make it happen. 

If you appreciate our work, please consider becoming a member of Generation 2004. 

Leave a Reply