🌹 LIST 1: Ten good reasons to vote for LIST 1

 

10 good reasons to vote for LIST 1

  1. Union Syndicale Luxembourg is the strongest union in the European Institutions in Luxembourg and is active in all EU Institutions, in the EIB, the CdT and the ESM. It is an independent union with several hundreds of members in Luxembourg.
  2. USL belongs to the Alliance, a large family of trade unions at the EU Institutions. In Luxembourg we maintain a close and fruitful cooperation with the largest national trade union, the OGB-L.
  3. USL has always resisted corporatist or clientelist tendencies. USL represents all categories and generations of staff with equal energy, in all Institutions. While USL consistently defends the acquired rights of staff, we also pay particular attention to the career perspectives of all generations and staff categories, fairness towards contract staff and respect for minimum social benefits, and a ‘new generation’ of civil service. USL initiated the establishment of a CPE Delegation in the Local Staff Committee.
  4. USL concentrates on the most important issues of the day: broadening the scope of the internal competitions, fair promotions, flexible working time and the new building policy, medical overcharging in hospitals, the social dumping, etc., without wasting its resources on empty publicity or useless debates.
  5. With more than 50 years of experience in labour relations and conflicts, USL knows what types of actions are most likely to produce results, and carries them through without being stopped or distracted.
  6. USL has been for years the only driving force behind the demand for a correction coefficient for the remuneration of staff in Luxembourg to compensate for the loss of purchasing power compared to Brussels (the gap is above 20% and widens every year). For this reason, USL is supporting a court case, the aim of which is to remove the arbitrary equal salary weighting for Brussels and Luxembourg from the Staff Regulations.
  7. USL is recognized as a competent and effective negotiator that is present in all important staff representation joint committees. USL is the only union with a complete overview of all important issues as it does not only negotiate with the administration of the EU Institutions but regularly meets the policymakers in Luxembourg, as well.
  8. USL is the only staff union in Luxembourg that offers a free first consultation with one of our lawyers, for all EU staff and their families, concerning all types of legal problems.
  9. Every year, USL provides financial support to members, to cover their legal expenses wholly or partially, especially in cases that are of general interest to staff.
  10. In the context of the national healthcare system, USL members are entitled to receive advice and support from the national patients’ organization ‘Patiente Vertriedung’ (www.patientevertriedung.lu). They can also benefit from complementary sickness insurance by Allianz insurance (via Afiliatys) at special rates.

_________________________________________________________________________________________

🌹 LIST 1: ‘Large-scale review’: A betrayal of trust?

 

‘Large-scale review’: A betrayal of trust?

Is this the start of the end of Social Dialogue?

They are meeting in secret to decide your future, locking out your elected staff representatives. This is a direct and deliberate violation of Article 9 of the Staff Regulations, the very law that guarantees our right to social dialogue.

Following consultations with around 1,000 colleagues across the Commission during the inception phase of the Commission’s ‘Large-scale review’, over 150 colleagues will be working together on recommendations.

A ‘High-Level Group’ is conducting a complete review of our working lives, our careers, our conditions, our very future within the Commission. Its conclusions will shape the Commission for a generation.

In an ongoing staff petition launched by TAO to all the Commission staffers, more than 1,500 colleagues state clearly that no decision concerning the staff of this institution should be taken without them and their representatives. It’s our future that is at stake!

We strongly believe this reflection should be done with the full participation of the elected staff representatives, who have the legitimacy to do so, as was the case in previous comparable exercises in the past.

But what is the Commission’s procedure?

Secrecy. Exclusion. Contempt?

By excluding your elected representatives, they are proving, they have no interest in a genuine dialogue.

Article 9 is clear: ‘The institutions shall determine […] procedures for conducting dialogue with the Staff Committees.’

Ladies and gentlemen, let us not be complacent! This is what the destruction of social dialogue looks like!

We should not be silenced!

We ask for:

IMMEDIATE TRANSPARENCY: Full disclosure of the High-Level Group’s mandate, members, and all working documents.

IMMEDIATE INCLUSION: The full and formal integration of elected staff representatives into the large-scale review team, all working groups and decision-making processes, including the creation of a Luxembourg-focused workstream.

IMMEDIATE ACCOUNTABILITY: A full account of the public money spent on external consultants for this secretive reform.

A COMMITMENT: A guarantee from the College of Commissioners that no reform will be implemented without the prior agreement of the Staff Representation, in line with Article 9.

A MEETING WITH COMMISSIONER SERAFIN: A secure and sufficient appointment to discuss these aspects in confidence with the Central Staff Committee.

USL and TAO are here to defend you!

The Commission is testing our resolve. Stand with your elected representatives. Make your voice heard! Demand that they obey their own rules.

TAO and USL call on all the staff members to be reactive, alert, and aware of the far-reaching consequences that these reflections can trigger.

We stand ready to defend you at all the relevant instances!

For a Commission that respects its staff, not one that rules by decree.

Last but not least, to help your elected representatives to defend you, make sure to cast your vote in the elections for our Local Staff Committee! Vote List 1.

Your staff representatives of List 1 USL and TAO

Defending our rights. Upholding the law. Stronger together.

_________________________________________________________________________________________

🌹 LIST 1: Luxembourg real estate: Stability on paper, crisis in reality

 

Luxembourg real estate: Stability on paper, crisis in reality

After several turbulent years, Luxembourg’s residential property market has regained its balance – but only on paper. In reality, the crisis of affordability is only deepening.

As for new-build apartments, prices fell by 2.4% in 2024, but remain at an eye-watering 8,760 EUR/m2, the highest in Europe. The prices of existing apartments became slightly cheaper at -2.8% year-on-year, but still beyond the reach of many households. In short: prices are stabilising, but not enough to restore affordability.

As for the rental market, Luxembourg tops the charts for the wrong reason: Luxembourg City has now overtaken Paris and Dublin as the most expensive rental market in Europe, with average monthly rents reaching 43.4 EUR/ m2. Rents for existing tenants rose by 1.7%, roughly matching inflation. But newcomers face hikes of 16% in a single year. The message is clear: unless you already have a flat, Luxembourg City is close to unaffordable.

As for the housing allowance, this ‘sweetener’ in particular has become the symbol of Luxembourg’s housing dysfunction. At present, only officials up to grade AST/AD5 step 4 qualify. The justification? To support young recruits. The reality? A measure that helps only a handful of early-career staff, while excluding the overwhelming majority of EU employees posted in Luxembourg. Those living in the Grand-Region should be happy with a public transport subvention, which is nonetheless appreciated.

This policy not only fuels resentment among staff, it also undermines Luxembourg’s ability to attract and retain talent. Why would skilled staff accept a posting in the Grand Duchy when their salary buys them half the living space compared to Brussels? The housing allowance debate is no side issue. It is the canary in the coal mine of a system that no longer works.

Moreover, prices in surrounding areas are also seriously impacted by the high cost of housing in Luxembourg. For instance, in the Grand Region, price differentials for equivalent dwellings can be 30% or more, especially in Lorraine, depending on the distance from the border.

The only solution for staff working in Luxembourg is the removal of the equal weighting for Brussels and Luxembourg and the application of the correction coefficient mechanism.

Sources: Le Logement en chiffres no 18, Observatoire de l’habitat, Statec, Septembre 2025 ; Property Index online 2025, Deloitte ; Policies for a more efficient and inclusive housing market in Luxembourg, OCDE, 2020

 

_________________________________________________________________________________________

🌹 LIST 1: Lessons learnt in MERP for JMO II?

 

Have we learnt something from our experience in MERP and will we apply it in the future JMO II?

Union Syndicale Luxembourg and TAO – The Independents (USL+TAO) wish to share with you our deep concerns regarding the current working conditions in the MERP building and the risks of repeating the same mistakes in the re-design of the interior of the Jean Monnet II (JMO II) building.

Problems in MERP – What staff experience daily

  • Constant acoustic disturbance from phone calls and conversations in the open space
  • Hard surfaces that amplify, rather than absorb, sound
  • Lack of privacy, making confidential work and conversations extremely difficult
  • Stress and concentration loss for those performing cognitively demanding or sensitive tasks

These are not small inconveniences. Scientific studies consistently show that open-space offices lead to:

  • Higher levels of stress and distraction
  • Increased sick leave compared to staff in smaller offices
  • Reduced morale and productivity, particularly for knowledge workers, translators and proofreaders.

Why this matters

Our colleagues in MERP have first-hand evidence of these problems. With 34 000 people working in the Commission, the stakes are high: workplace design directly affects well-being, health, and the quality of our Institution’s output. The Commission’s mission depends on accuracy, confidentiality, and concentration – all of which are undermined by poor acoustic and spatial design.

USL and TAO’s demands for JMO II

To avoid repeating failures in MERP, USL insists that the JMO II project must:

  • Abandon the outdated open-plan default. The opinion of the Health, Security and Hygiene at Work Committee (CSHT) must be updated and taken into account by the Commission.
  • Maintain and expand smaller offices for translators, legal, HR, procurement and other services requiring concentration and confidentiality
  • Provide bookable individual offices (hotdesking with privacy) for staff who need confidential or translation work facilities
  • Integrate proper acoustic treatments: noise-absorbent ceilings and walls, noise barriers, and sufficient phone booths and meeting rooms
  • Ensure real staff consultation through representative surveys and the statutory staff committee – not limited chat threads that only reflect a small group.

The MERP building has shown us what does not work. JMO II must be designed for the way Commission staff actually work – not for architectural fashion or cost-cutting slogans. Only by putting staff well-being, confidentiality, and productivity at the heart of the design can the new building serve its purpose.

USL and TAO will continue to insist on these priorities, and we count on your support and feedback to strengthen our common voice.

Further reading

Wikipedia article on Jean Monnet I and II: https://en.wikipedia.org/wiki/Jean_Monnet_2_building#HeroSection

OIL page on status of the Jean Monnet II building: https://eceuropaeu.sharepoint.com/sites/oil/SitePages/JMO2.aspx

_________________________________________________________________________________________

🌹 LIST 1: Foyer building: A loss beyond brick and mortar

 

Foyer building: A loss beyond brick and mortar

The decision about sale of the Foyer building has left many colleagues shocked and concerned. This is not just another piece of real estate: it represents decades of staff commitment, solidarity and cultural life within the European Institutions in Luxembourg.

The Foyer was not a present for us; it was financed with our own collective contributions. Around 2 million EUR, originally raised for the benefit of our children, was invested into this building some years ago. Selling it off would not only erase that investment but also disregard the trust of those who contributed to its renovation.

The Foyer has long served as the home of cultural clubs, a place where staff and their families could gather, learn and celebrate together. Losing this space would mean scattering activities across smaller, less suitable venues. It is a blow to the diversity and vitality of staff associations that play such an important role in community life.

Equally troubling is the symbolic vacuum the sale will create. The Foyer has been the only representative and centrally-located venue available to welcome high-ranking guests in Luxembourg. Once sold, the European Institutions will be left without an appropriate cultural and reception space in the Grand-Duchy, weakening the exchanges, their visibility and presence at a time when such representation matters more than ever.

Arguments in favour of selling may point to financial rationalisation. But the immediate cash flow pales in comparison with the long-term damage:

  • Loss of a cultural and social centre for staff and families.
  • Loss of an investment made with staff money.
  • Loss of prestige and representational capacity in Luxembourg.

Union Syndicale Luxembourg and TAO – The Independents call for a halt to the sale process and for a transparent, inclusive debate on the future of the Foyer!

We also encourage staff and management to organise away-days, unit lunches, retirement parties and trainings in the Foyer so that we all contribute to its sustainable existence.

_________________________________________________________________________________________

🌹 LIST 1: Why to vote?