Elections for Commission staff representatives in Luxembourg will take place from 25 November to 8 December 2025.
The Local Staff Committee is an elected committee, which represents all Commission officials and other staff working in Luxembourg vis-à-vis the administration and the College of Commissioners. This committee ensures that the rules concerning staff (e.g. health and safety at work, social actions, catering, childcare, etc.) are fully respected.
Some members of the Local Staff Committee are also called upon to sit on the Central Staff Committee which, together with representatives from all the other sites (Brussels, Hors Union, Ispra, etc.), defends the interests of the staff in matters which apply globally to the whole of the Commission (working time, appraisals and promotions, etc.).
It is therefore important that everyone takes great care in choosing their representatives on this committee. Don’t forget to exercise your right to vote, as it is an important way to make your voice heard!
Improved living and working conditions for staff in Luxembourg
Your concerns, our answers
In November 2025, U4U conducted a survey of all European Commission staff in Luxembourg to identify their needs, concerns, and aspirations. Respondents were first asked to rank topics in order of importance, and then to give their opinion on various advances made during the mandate.
1- U4U: Our main demands
Our demands are the result of an ongoing collective process based on experience and dialogue with staff. They are intended to be further enriched, as they have been by the aspirations of our colleagues in Luxembourg.
Working from abroad
This was one of the priorities expressed by our colleagues in the survey.
→ The current rules permit two weeks of remote working from abroad.
What we are demanding:
→ Five additional days of remote working abroad per year for everyone.
→ Additional possibilities for exceptional cases (family problems, etc.)
→ Additional teleworking opportunities when the Commission’s premises are closed
Furthermore, with regard to teleworking in general, U4U advocates a flexible approach, assessing the situation over a one-month period and adapting the method as necessary. For example, it should be possible to undertake a longer period of teleworking (e.g. an entire week) if this proves more beneficial.
Remuneration and career prospects
Another concern that was expressed in the survey
→ The current rules limit contracts for contract and temporary staff (excluding office staff) to six years, and there are insufficient opportunities for progression.
This creates an undesirable turnover of staff for both them and the administration. The precarious nature of fixed-term contracts is not matched by sufficient opportunities for advancement. This leads to a decline in investment when prospects for advancement are closed off. Conversely, it represents a considerable loss of talent for the administration, as agents who have been recruited and trained for six years leave the service and are replaced by new agents who require integration and training.
What we are calling for:
Contract workers
→ Automatic reclassification for all contract workers after three years of service.
→ The possibility of becoming a temporary worker after a maximum of six years as a contract worker, according to terms to be defined. This would entitle them to pension rights after a total of up to 12 years.
→ Four internal competitions for permanent positions for contract staff after six years
→ One internal competition for permanent status each year for temporary staff (i.e. six competitions over six years)
→ Organisation of job category transfers for contract staff (moving from category 1 to category 2, category 2 to category 3, etc., according to specific terms and conditions)
Civil servants
→ Possibility of internal competition for transfers from AST/SC to AST
→ Organisation of AST to AD transfers in addition to certification
→ Increase in the number of opportunities for appointment as senior assistant (AST10) or senior expert (AD13)
→ Organisation of two internal competitions for temporary staff and civil servants over five years, enabling faster promotion (from AST1 to AST3 and from AD5 to AD7) and permanent appointment where applicable
→ Possibility of certification training after 10 years as an AST
Housing policy in Luxembourg
Another priority highlighted by respondents
→ Currently, the housing allowance is capped at €500, with degressive thresholds and no allocation above grades AD5 and AST5.
This allowance is particularly important for our colleagues working in the Luxembourg institutions, where rents are higher than in Brussels. However, salaries in Brussels are the same as those in Luxembourg, resulting in lower purchasing power for colleagues in Luxembourg. Luxembourg.
What we are calling for:
→ A housing allowance of more than €1,000 for all staff working and living in Luxembourg, at all grades
→ This allowance will be fixed for a period of seven years, in line with the MFF, and will be reviewed according to changes in Luxembourg’s purchasing power compared to Brussels’.
→ Full reimbursement of transport costs for staff living outside Luxembourg due to high rents.
Better access to healthcare
Let’s try to improve it!
→ Recently, agreements have been reached with Luxembourg hospitals to put an end to medical overcharging. The PMO has reached an agreement with the Federation of Luxembourg Hospitals (FHL) to introduce direct billing by hospitals. In our survey, 86% of respondents were satisfied with this development.
What we are calling for:
→ Extend this principle to other healthcare providers such as doctors and other private healthcare providers.
→ Update the RCAM reimbursement ceilings (a tedious task that has already begun).
Reduce the workload
For us, the battle is primarily a budgetary one. U4U supports the Commission’s proposal of €2 trillion rather than reducing it, and above all advocates an increased budget (see the Draghi report). In order to meet the challenges we face, we propose organising a collective reflection on more efficient and fulfilling working methods for staff. Finally, we accept the additional use of precarious staff to meet new needs on condition that they are treated well, have career prospects, and can eventually be integrated into the permanent civil service. Please see above for our demands regarding contract and temporary staff.
In addition, we want to reflect collectively on our working methods to improve their efficiency and ease of implementation (see our manifesto).
We also advocate for the right to disconnect and combat hyper-connectivity.
You can find the full details of U4U’s other demands in its programme here.
2- Your aspirations as expressed in the survey
The following preferences were identified among the hundreds of responses.
- The most important issues for respondents were teleworking (particularly abroad), career prospects (especially for contract staff), housing, purchasing power and access to healthcare. However, many issues are causing concern.
- Opinions on the progress made during the mandate are overwhelmingly positive, particularly regarding access to healthcare, careers and housing.
For several years, our organisation has been working collectively to develop proposals to improve the working and living conditions of staff at all Commission and European institution sites (see our proposals above). This survey highlights the close alignment between staff aspirations in Luxembourg and U4U’s proposals for workers in the Grand Duchy.
2.1- The main concerns of staff in Luxembourg
In a nutshell: Respondents ranked the following as their top priorities: teleworking from abroad, reducing work overload, and improving physical and psychological conditions at work. This was followed by concerns relating to remuneration, career progression and access to housing.
Priority ranking (Borda method[1] ):
- More opportunities to work remotely from abroad
- Work overload and excessive pressure on staff
- Access to healthcare, including costs
- Level of remuneration
- Career prospects for contract staff and mobility
- Physical well-being at work: office quality and ergonomics
- Emotional and mental health at work
- Access to housing, including cost
- Career prospects for civil servants and mobility
- More teleworking from home
- Quality of management and staff training
- Rediscovering the meaning of work / participation in the European project
- Respect at work and combating harassment
- Social support for colleagues in difficulty
- Distance from the workplace and commute time
- Quality of staff representation
- Isolation, loneliness and distance from family
- Support for families (e.g. European schools, nurseries, etc.)
Ranking of the most common responses:
- Career prospects for contract staff (19%)
- Level of remuneration (15%)
- More opportunities to work remotely from abroad (13.5%)
- Work overload and excessive pressure (13%)
- Career prospects for civil servants (7%)
- Increased opportunities for working from home (5%)
- Access to healthcare (including costs) (4%)
- Physical well-being at work (e.g. space and ergonomics, etc.) (3.5%)
2.2- Feedback on the progress made during the term of office
- A housing allowance for certain staff members living in Luxembourg.
1- A step in the right direction but an insufficient measure — 44%
2. Significant progress — 37%
3. Not a measure of real interest to staff — 10%
4- No opinion — 9%
In a nutshell: The majority of respondents consider this measure to be positive but insufficient, suggesting that it only partially meets staff needs. A significant proportion see it as a real step forward, while a minority believe that it has no real impact.
- Better access to healthcare is achieved through the negotiation of third-party payment (direct payment of bills by the PMO) and capping hospital fees.
1- A significant step forward — 50%
2- A step in the right direction but insufficient — 36%
3- No opinion — 8%
4- A measure of no real interest to staff — 6%
In a nutshell: The majority of respondents consider this measure to be a significant step forward, although a significant number point out that it remains insufficient to fully meet needs. A small minority either have no opinion or believe that it has no real impact.
- Harassment is handled better with the appointment of a Chief Confidential Counsellor (CCC).
1- A step in the right direction but insufficient — 36%
2- No opinion — 26%
3- An important step forward — 25%
4- A measure of no real interest to staff — 13%
In a nutshell: The majority view the measure as positive but insufficient, suggesting that it only partially meets expectations in terms of preventing and managing sensitive situations. Opinions are generally mixed, with much indecision and a minority believing that it has no real impact. However, it could be argued that the CCC has not been in post long enough for its actions to be assessed. Additionally, staff are wary of decisions that appear good but are poorly implemented. Only time will tell what staff think of this measure.
- Better career prospects for contract and temporary staff on fixed-term contracts (excluding office staff):
– Better opportunities for reclassification
– Better access for contract staff to temporary posts
– A commitment by the administration to organise more accessible internal competitions.
1- It’s a step in the right direction, but an insufficient measure — 52%
2- A significant step forward — 22%
3- No opinion — 17%
4- A measure of no real interest to staff — 9%
In a nutshell: The measure is widely viewed positively, but not as a sufficient solution, with many feeling that it still does not fully address the issues surrounding competitions and career prospects. Opinions are divided, with a significant proportion of people undecided and a small minority considering it useless.
2.3- According to respondents, these are the priorities that should be addressed in the next term of office (top priority responses):
- Career prospects for contract staff – 20%
- Remuneration levels – 14%
- Remote working from abroad – 13%
- Work overload/excessive pressure – 12%
- Career prospects for civil servants – 7%
In a nutshell: one in five respondents ranked career prospects for contract staff as the union’s top priority. Around one in seven ranked pay levels, remote working from abroad, and excessive workload as their top priorities.
04/12/2025
[1] In the Borda method, a number of points are assigned to each item based on its position in each individual ranking. For example, an item ranked 1st receives more points than an item ranked 2nd. All the points obtained by each item in all the responses are then added together. The item with the highest total is ranked first.
Towards a new policy on temporary and contract staff
The work of the high-level group led by Catherine Day could present an opportunity to enhance human resources policy, particularly with respect to precarious situations within the institutions.
The first step is to make this improvement without changing the Staff Regulations. In the current context, opening up the Staff Regulations would be disastrous for the European civil service, given previous reform events and Member States’ current intentions.
The group’s work should primarily be based on long-standing staff expectations. These expectations are generally ignored by institutions.
Ultimately, the proposed improvements must reconcile the interests of staff and the institution, because neither can exist without the other.
The first improvement should focus on temporary and contract staff, especially those on fixed-term contracts. They now make up almost a third of the Commission’s workforce.
The employment of these staff is crucial for the current and future development of Europe, not only for budgetary reasons, but also because the role of the institutions is proving indispensable in response to recent and frequent challenges. This is particularly true given that certain skills cannot be acquired through open competitions, and the civil service would benefit greatly from becoming more useful.
Based on merit and the needs of the institutions, we propose revising the ‘anti-cumulation rule’, which limits the use of contract and temporary staff to seven years, with some exceptions. We recommend extending this period to 12 years:
- This would benefit the organisation of work within the institution and facilitate the permanent appointment of colleagues. In addition, over a period of 12 years, we can ensure that the pension contribution scheme is able to cover the cost of retirement pensions;
- This extension would allow successive six-year contracts to be awarded to contract staff, followed by temporary contracts of the same length;
- During this period, the relevant staff would have the opportunity to participate in up to two internal competitions for permanent positions as contract staff and up to five internal competitions for permanent positions as temporary staff;
- If, at the end of the maximum period of 12 years, staff members have not become civil servants, they will be entitled to a Community pension when the time comes.
This new policy will make positions within the institutions more attractive and help to balance the geographical origin of recruits, which is currently affected by a lack of career prospects for staff.
This policy will also enable institutions to respond more effectively to the challenges of European integration, while adhering to a realistic budget that considers current constraints.
Finally, this new policy will take staff expectations into greater consideration.
Ultimately, the use of precarious staff will be better regulated, reducing the turnover rate that undermines service performance and guaranteeing the prospect of making civil service status accessible to all staff.
05/11/2025
Electoral Campaign in LUX. Why ? Which are the issues ?
03/11/2025
Let’s improve the conditions for granting remote working!
The administration must guarantee the well-being of all its staff, particularly those experiencing a significant increase in workload.
Realistic work rhythms, appropriate tools and an adequate working environment must be maintained to preserve the quality of task execution, a hallmark of excellence in the work of institutional staff. Workspaces must be designed to meet the specific needs and constraints of each profession, with the agreement and participation of staff. This is particularly relevant for new arrangements such as open-plan offices and hot desking.
This applies particularly to new arrangements, such as open-plan offices and hot desking.
With regard to teleworking:
- For U4U, it must be voluntary, flexible and adaptable. Team spirit, creativity, knowledge transfer and welcoming and integrating new colleagues all require continued office presence. Appropriate training must be provided to prevent digital overload and hyperconnection. Digital tools should be designed to promote hybrid working and more collective, participatory cooperation within teams. Widespread teleworking also raises the issue of equal treatment between colleagues who do not all have the same material resources. Reimbursement of some teleworking-related expenses should be provided.
Teleworking offers greater geographical flexibility:
- U4U supports the possibility of teleworking abroad (outside the place of assignment) for at least three weeks, regardless of holiday allowance. We also support granting additional periods for justified personal reasons;
- U4U also recommends offering teleworking abroad when Commission buildings are closed;
- U4U recommends granting a transport allowance to reduce cross-border travel costs for our Luxembourg-based colleagues.
These demands are realistic. They can easily be implemented. By supporting our list in the upcoming Staff Committee elections in Luxembourg, you will be helping to make these demands a reality.
30/10/2025
Why is voting important?
27/10/2025
Your opinion matters
Dear colleagues,
In a few weeks, the kick-off of the election for the Local Staff Committee in Luxembourg will take place.
This is an opportunity for us to review our work on your behalf during the 3-year term of the Local Committee in office between 2023 and 2025.
It is for this reason, and, above all, to better understand your concerns and serve you better, that we are sending you a short questionnaire.
We would be very grateful if you could take about ten minutes to share your views with us.
The questionnaire is here (French version below):https://ec.europa.eu/eusurvey/runner/PulseLuxembourg2025?surveylanguage=EN
Best regards,
The U4U team in Luxembourg
25/10/2025
An improvement in housing allowance in Luxembourg, but not sufficient
| U4U considered a housing allowance to be an effective means of meeting the expectations of staff assigned to Luxembourg. We advocated for a housing allowance of around EUR 650 for everyone who lives in Luxembourg, whether they rent or are buying a home. There are six reasons behind this proposal: A solid foundation This proposal is based on a study carried out by the Commission itself which proves beyond doubt that the cost of housing in Luxembourg is 50% higher than in Brussels. The need for this allowance is clear; its implementation must now be negotiated. Staff unity, now and always: For U4U, staff unity is a key objective. To achieve our goals, we must fight together for common demands, not against each other. A basis of solidarity: However, it should be noted that this same amount represents a different proportion of each person’s salary. For example, €650 may represent up to 35% of a starting salary, whereas for a more senior colleague, the same amount would represent less than 10%. As tax is proportional, the final amount of the housing allowance will also be lower for high earners. Protecting our acquired rights The introduction of a new correction coefficient for Luxembourg has been promised as the only solution to improving Luxembourg’s attractiveness. However, this would require the Staff Regulations to be opened up, which would be detrimental to staff in the current context. Even if the Staff Regulations were opened up, would this new correction coefficient be guaranteed? Of course not — we know that! On the other hand, it would certainly provide an opportunity to undermine acquired rights. It is surprising that this approach continues to be put forward. At the negotiating table: Together with other trade unions, if possible, U4U will ask the administration to: – extend the current housing allowance to all staff living in Luxembourg., given that all categories are affected by the decline in purchasing power in Luxembourg. – revalue this allowance, as the current level is insufficient to compensate colleagues for the loss of their purchasing power; – grant a transport allowance to colleagues who have been forced to move outside Luxembourg due to a lack of budgetary resources. – extend the housing allowance beyond the current four years, for example for the duration of the next MFF. Yes, we can discuss the amount, duration and periodic adjustments with the administration to pave the way for an ambitious social agreement here and now. 24/10/2025 |
A union near you
Dear Colleagues,
As staff representatives, we are fully committed to developing a long-term model for European civic administration. To fulfil this commitment, we invest our time and energy in serving you.
We keep you informed.
It is essential to keep you informed. We do this first through GRASPE, our think tank magazine, but also through our newspaper The LINK, our monthly newsletter, our videos and our weekly thematic meetings. You can also attend frequent conferences covering a wide range of topics, including the EU budget, RCAM, mental health and artificial intelligence. We provide content on the latest news, issues and key debates.
Representing your interests
We defend your interests in forums such as the Staff Committee, voicing your opinions, concerns and priorities during negotiations and social dialogue.
We defend and protect you.
Our dedicated team is here to support you with legal assistance and concrete action. We deal with issues such as housing allowances and hospital agreements in Luxembourg, and we are committed to fair pay, career progression and individual rights. We also provide mediation services and advocate for equitable access to nurseries, kindergartens, and European schools.
Supporting and being close to you
We believe in the importance of being close to you at all times. Our team is present in most buildings, and we look forward to meeting you at our regular breakfasts. We are always available to you, whether at U4U meetings, staff meetings, cultural events, or walks in Luxembourg.
We strengthen your skills through training.
Your development is our priority. We offer a wide range of training courses, including EPSO competition preparation, coaching, personal development sessions and webinars.
We are committed to your side.
We are passionate about our quest to improve and support movements initiated by Commission staff, from climate initiatives and peace in Gaza to campaigns for contract staff and citizen initiatives.
Join us in our activities and citizen actions to make your voice heard!
The elections for the Commission’s Staff Committee in Luxembourg are approaching. If you would like to campaign with us or join our list of candidates, please email us at: REP-PERS-OSP-U4U-LU@ec.europa.eu
More than a job, a cause.
20/10/2025
Programme
- See our Programme for the Elections of the local Staff Committee in Luxembourg in2025
- Voir le programme électoral pour les élections professionnelles de 2021 à Bruxelles.
- Voir le programme électoral pour les élections professionnelles de 2018 à Bruxelles.
- Voir le programme électoral pour les élections professionnelles de 2015 à Bruxelles.
- SEAE : voir le programme électoral pour les élections professionnelles 2019.
- Autres lieux (Luxembourg, Ispra, Agences…) : voir les pages concernées.