Let's put colleagues
back at the heart of Parliament

Our vision for 2026

12 concrete commitments to defend yourself and advance your rights.

Promotion and career prospects

The simplification of the Staff Report must continue. The role of line managers must be strengthened and assessors must master the rules.

Careers must be based on merit and skills. We are fighting for clear and transparent selection procedures (certification, AST10, …), real career opportunities for all (AST/SC, GFI, …), real use of reserve lists, more frequent organisation of targeted competitions and recruitment procedures with reasonable deadlines.

To this end, the SFP-EUROPA will continue to organise training courses for competitions (internal/EPSO).

We call for more transparent and fair internal competitions: clear rules for selection boards and better reasoned decisions, so that each candidate understands the reasons for rejection and can progress.

Working conditions and well-being

We advocate dignified and modern working conditions allowing a better work-life balance, adapted workspaces and a better consideration of the realities of the professions. Teleworking: based on trust and flexibility both at and outside the place of employment. Teleworking from abroad must meet current needs.

Harassment: a genuine zero tolerance must be applied! Reform of the Committee is needed.

Workload: it must be sustainable for all.

Right to disconnect: develop tools discouraging professional communications outside working hours.

Leave days: possibility to buy days of leave (such as at the Commission) or to be able to transfer them to a colleague who needs them (e.g. for a sick relative).

Mobility

Professional: we will remain attentive to the application of the new rules as well as to the consistency of the implementing guidelines. Support for colleagues in mobility via specific tools (training, coaching, …) is necessary.

Missions / transport, bicycles: we work towards sustainable and practicable conditions for individual mobility and during missions. The aim is that colleagues should be able to come to work and to the destination of their missions under better conditions (speed). Public transport and individual bicycle transport must be developed through active support and appropriate infrastructure.

Attractiveness of the Luxembourg site

We ask for support for the attractiveness of Luxembourg as a place of work: by strengthening measures to take account of the cost of living such as housing subsidies, by concrete measures for purchasing power (carpooling solutions between colleagues such as CoPilote, benefit programmes such as Sympass) and by adapting the weighting, by professional and social measures for staff and their families.

Development of the Strasbourg site

We support the strengthening of the Strasbourg site as a workplace: the presence of the full-time medical service on this site and the opening of the Veil cafeteria outside the session weeks, given the expansion of the site. We would like to see the opening of a Parliament-specific crèche that can accommodate the children of staff. We ask that the same opportunities for professional training be given to colleagues on this site.

Specificity of EP Liaison Offices

We are closely monitoring the implementation of mobility, which is becoming increasingly difficult in small and decentralised teams. The situation of contract agents in liaison offices is one of our concerns.

We advocate conditions similar to other sites for colleagues in the Liaison Offices (vocational training and language courses, reimbursement of public transport, reimbursement of medical expenses, …) and a revision of the weightings of several Member States to better reflect the reality of the cost of living.

Equal opportunities, diversity and inclusion

Continuous work on the inclusion and support of people with visible or invisible disabilities (but also colleagues who take care of them!).

Monitoring of the Positive Action Programme (PAP) over the long term.

Promote the implementation of instruments allowing the integration into the work of colleagues with neuro(a)typical profiles (ADHD, ASD, HPI, DYS disorders, hypersensitivity, …).

Active fight against all discrimination (LGBTQI+, racism, age, …).

Create a safe working environment for all these colleagues.

Pensions

We will follow legal developments in this area (Picard judgment) and its impacts. We will pay particular attention to physically demanding jobs from the age of 60!

We will continue to work with Afiliatys to ensure that you continue to enjoy benefits on a daily basis (supplementary insurance, Saint Nicolas, …).

Allowances

Missions: request to revise mission rules and adjust daily allowances and hotel ceilings for countries outside the EU (as in 2025 for countries in the EU).

Bicycle: request compensation for bicycle journeys where purchases, maintenance and insurance have a real cost!

Political groups

We call for greater cooperation between the political groups and the Secretariat-General to allow for a better transition of colleagues in the "crossover" competitions.

Social dialogue

The Staff Committee must be a force. Through the elected members of the SFP-EUROPA, we are committed to a real social dialogue, the defence of each colleague and to ensuring that your rights and procedures are respected.

EU civil service and revision of the Staff Regulations

We will continue to defend the competencies of the civil service and will remain attentive to a possible revision of the Staff Regulations.