Elections EP 2026

Union Syndicale Luxembourg – What we want for a safe, respectful and healthy workplace

Our vision is a workplace where every colleague feels safe from harassment, can speak up without fear. Respectful working place is built and preserved together by the whole staff.

When colleagues feel unsafe or exhausted, the foundations of a fair, inclusive workplace crumble. We must expose hidden abuse, guarantee swift, independent investigations, and support supportive structures that protect mental‑well‑being before fatigue turns into long‑term damage.

Harassment

The European Parliament’s “United against Harassment” campaign is a step in the right direction, but it must go further. We want to see fewer harassment cases, the number of testimonies of inappropriate treatment should drop.

Define what constitutes hidden and protected harassment, and guarantee protection against rebound effect to create a safe, respectful workplace for every colleague suffering or witnessing hidden harassment.
Fully independent external investigators – in line with the Commission’s practice, complaints must be examined by bodies that have no institutional ties, thereby guaranteeing impartiality and restoring confidence in the process.

Mental Health and Work‑Related Stress

Work‑related stress is a serious occupational issue. We welcome European Parliament’s “Mind Matters” programme and thank sincerely colleagues offering lunchtime Mindfulness sessions and Mindful Moment (offered by the Commission) for staff.

Our Values – List 8 – Nos Valeurs

Those who serve the European institutions deserve a workplace that reflects their VALUES. We advocate for a WORKING ENVIRONMENT that consistently lives up to European principles—not only in policy, but in daily practice.

We stand for a MORE ATTRACTIVE LUXEMBOURG, built on fairness, dignity, and respect for all staff.

We defend CAREER PERSPECTIVES and EQUAL OPPORTUNITIES for all staff, regardless of nationality, grade, or contract type. We are committed to advancing GENDER EQUALITY BOTH FOR WOMEN AND MEN across all levels of the institutions.

We also ensure strong and accessible SUPPORT FOR ALL STAFF, throughout the institution.

Your WELLBEING must be effectively protected, not just stated.

Europe should lead by example—starting here, in the workplace.

We invite you to be part of this change! We are ready to act — stay tuned.

Vote for list 8! Together since 1971.

Nos Valeurs – Liste 8 – Our Values

Celles et ceux qui servent les institutions européennes méritent un lieu de travail à la hauteur de leurs valeurs. Nous défendons un ENVIRONNEMENT DE TRAVAIL qui respecte pleinement les principes européens — non seulement dans les textes, mais aussi dans la pratique quotidienne.

Nous défendons un LUXEMBOURG PLUS ATTRACTIF, fondé sur l’équité, la dignité et le respect de l’ensemble du personnel.

Nous défendons LES CARRIÈRES et L’ÉGALITÉ DES CHANCES pour tout le personnel, indépendamment de la nationalité, du grade ou du type de contrat. Nous nous engageons à promouvoir L’ÉGALITÉ ENTRE LES FEMMES ET LES HOMMES à tous les niveaux des institutions.

Nous garantissons également un SOUTIEN FORT ET ACCESSIBLE À L’ENSEMBLE DU PERSONNEL, à tous les niveaux de l’institution.

Votre BIEN-ÊTRE doit être réellement protégé, et pas seulement affirmé.

L’Europe doit montrer l’exemple — en commençant ici, sur le lieu de travail.

Nous vous invitons à prendre part à ce changement ! Nous sommes prêts à agir — restez attentif(ve).

Votez pour la liste 8 ! Ensemble depuis 1971.

Union Syndicale Luxembourg defends all colleagues, especially those in the most vulnerable positions. We offer concrete support and action through FINANCIAL and LEGAL RESOURCES.

Support to All Staff – List 8

The following issues are currently drawing our attention: FAIR PAY, HEALTH‑INSURANCE and HOUSING.

Fair Pay and Pension Rights

Faster promotions in the lower grades – press for quicker advancement to ensure a sufficient income for employees and their families.
Pension rights of contractual and temporary agents – USL continues the legal fight for pension rights (continuation of the Picard case (C-366/21 P)) so that CAs/TAs who later become permanent officials (fonctionnaires) are included.
T-121/25 Gharbi contre Commission – defending the lowest paid contractual agents and ensuring equality of treatment.
Demand 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). Legal action T‑370/25 on-going.

Health‑Insurance

Clearer, more transparent and flexible rules – request a plain-language guide on health insurance rights and obligations, including guidance, Q&A sessions and articles on common staff cases to prevent recurring issues.
Regular info sessions, Q&A sessions, articles on common JSIS issues to help people who struggle with the same issues get some clarity.
Strengthen the PMO – allocate additional staff and resources to the understaffed PMO so it can more effectively support all colleagues.
The case T‑530/24 (FU v. European Parliament) dealt with health coverage after an accident. USL covered 100 % of the legal costs of a colleague. Even though the claim was ultimately unsuccessful, the judgment established important case‑law on what constitutes a “legitimate reason” (motif légitime) for missing the 10‑day deadline for filing an accident declaration, thereby strengthening legal certainty (sécurité juridique) for all staff.

Housing and Home‑Buying Support

First‑time home‑buyer seminars – we see that information is needed on advances, guarantees and subsidised‑mortgage options.

Candidates with Purpose – Real Experience, Real Values, Real Action

Vote for candidates who truly understand what female colleagues in the European Parliament need, have the experience to back it up, and possess the drive and tools to deliver it. These dedicated candidates are committed to equality and the well‑being of all colleagues.

USL Candidates with a Purpose – True Advocates for Women – List 8

Union Syndicale Luxembourg is a trade union with the resources to obtain PRESS COVERAGE and POLITICAL ATTENTION for specific issues. It also has financial means to fund LEGAL ACTIONS when they are needed.

Because commitment matters more than words, Union Syndicale Luxembourg presents candidates who stand for CONCRETE ACTIONS FOR FEMALE COLLEAGUES, guided by values that deliver.

Our priorities for a fair and inclusive workplace for all

Accelerate CAREER PROGRESSION FOR LOWER‑GRADE STAFF, where women are often over‑represented.
Ensure LONGER CONTRACT DURATIONS to provide stability, especially for women who relocate.
Implement TARGETED MENTORING PROGRAMMES to guarantee women equal access to middle‑ and senior‑management positions.
Increase TRANSPARENCY IN RECRUITMENT PROCESSES, particularly for management posts, to eliminate bias, ensure equal opportunities and promote fair competition.
Promote open and structured dialogue on AGEING AT WORK – covering menopause, andropause, pensions and future planning – to address often‑overlooked gender‑specific challenges.

Work‑life balance of all: mothers, fathers, single parents

We know how demanding parenting can be for expatriates and working parents.

Strengthen SUPPORT FOR ALL FAMILIES and better recognition for SINGLE PARENTS: Recognise each family’s true needs. Caring for a sick child requires more than the current “special sick‑leave” – it requires flexibility and paid time off; parents need time to care, coordinate treatment and manage daily life.
EXTEND TELE‑WORKING MODE up to three days per week to improve work‑life balance.
Introduce a TIME CREDIT SYSTEM to increase annual leave (system currently in place in other institutions): work half time for one month, receive half salary for that period and automatically earn 10.5 full days (or 21 half days) of leave – a practical solution for colleagues who cannot use parental leave provisions but need more days of leave.
The SPORT CLUB IN LUXEMBOURG, located right in the building, should open its doors to EXTERNAL COACHES – a flexible, affordable sport programme during lunch hours that gives employees and parents the break they need to stay healthy and productive. This simple step would:
- Improve work‑life balance for all staff, especially parents who need a place to exercise during their lunch break, a crucial respite in a busy day.
- Maximise the club’s capacity at no extra cost by filling the many unused slots.
- Remove the current restriction that prevents Luxembourg‑based employees from attending lessons offered by external coaches in other EU‑institution buildings.

Career Perspectives – List 8

Union Syndicale Luxembourg demands interesting and motivating career perspectives and equal treatment between the three working sites, Brussels, Luxembourg and Strasbourg.

FASTER PROMOTIONS IN THE LOWER GRADES – a career in EU should grant a sufficient income.
Greater TRANSPARENCY IN RECRUITMENT, PROMOTION, CERTIFICATION AND MANAGEMENT‑SELECTION processes – clear, fair and open procedures for every vacancy and career step.
MOTIVATING AND ATTRACTIVE CAREER PLANNING – the commitment that > 50 % of officials be based in Luxembourg should be respected.
VOLUNTARY MOBILITY for all profiles.
LONGER WORK CONTRACTS – stable, multi‑year contracts make relocation to Luxembourg more appealing.
EQUAL SHARING OF SENIOR‑ASSISTANT POSTS across DGs – fairness, competition and motivation for all candidates.
CLEAR RULES and legal implications on OUT‑OF‑HOURS WORK – staff must know their rights and the limits of out-of-working hour requests.
360 EVALUATION PROCEDURE – Employees to evaluate their managers. Process allows for a comprehensive evaluation, giving directors the tools to assess the competence and performance of their managers.
WORKPLACE ROTATION DAYS to work in person with your direct colleagues in other places of work – improve integration and teamwork.
DIGITAL AND AI SKILLS – mandatory training, impact‑assessment and continuous support for all staff.
REVERSE MENTORING – juniors teach seniors digital tools; KNOWLEDGE SHARING flows both ways.

Vote for list 8! Together since 1971.

USL – Real True Defenders of the Picard Case

On 28 April 2026, the Union Syndicale Luxembourg hosted a TableTalk on the landmark Picard judgment (C‑366/21 P) at the EU Épicerie in Luxembourg. Mr Picard, a USL member himself, presented the background of the dispute, explained how the case was built, and described the practical impact of the ruling both for him personally and for staff.

Thank you!

The Union Syndicale Luxembourg thanks for your interest, all participants and especially Mr Picard for sharing his experience and insights. His testimony underscored how collective solidarity, and professional legal support can protect and improve the rights of all staff.

The issue has attracted strong interest beyond the Luxembourg office, and we’re preparing an online talk. Stay tuned!

Key Take‑Aways

The judgment restores the more favourable pension conditions (pre‑2004 or 2004‑2014 accrual rates) for all contractual and temporary agents who entered the EU institutions before those dates, including those who later changed contract or employment group.
Persons continuously affiliated to the Régime de Pensions des Institutions (interruption < 1 month).
USL continues to contest the exclusion of CAs/TAs who have subsequently become permanent officials (fonctionnaires), case T‑131/24 – CR v. European Commission.

USL’s Role

We respectfully point out that from start to finish, USL was fighting for Picard and covered legal costs of the Picard litigation: https://uslux.eu/en/nos-engagements-2/resultat-2/
The union’s financial backing and strategic support were decisive in turning an individual grievance into a collective victory.
USL remains ready to assist any colleague facing a general‑interest issue.

Be like Mr. Picard and become a USL member: https://uslux.eu/wp-content/uploads/2025/02/Bulletin-adhesion-FR-new.pdf

Union Syndicale Luxembourg – defending every colleague, especially those in the most vulnerable positions.

Correction Coefficient for Luxembourg – List 8

Equality of treatment cannot remain a simple principle.

For years, Union Syndicale Luxembourg has refused to give up. While many only talk or consider this issue “impossible” or “taboo”, we kept defending a reality that colleagues in Luxembourg experience every day. Watch this video: Correction Coefficient: 25,4% disparity in purchasing power in 2021 – Union Syndicale Luxembourg

We’re not just talking – Union Syndicale Luxembourg is putting its money on the line by fully funding the T‑370/25 case at the General Court that seeks to scrap the arbitrary “equal‑salary” weighting between Brussels and Luxembourg in the Staff Regulations. We’ll keep everyone informed and hope many colleagues will join at the public hearing.

Other unions are welcome to join our stance, while USL is already on the front line, financing the legal fight for genuine, equal pay.

Today, no one can ignore the problem of unequal treatment any longer. Everyone talks about it, sometimes to support the claim, sometimes to criticize it. But behind the debates and slogans, one reality remains: Discrimination is real. The same European career should not lead to profoundly unequal living conditions depending on the place of posting.

USL has chosen to act. Not with promises. Not with symbolic statements.

But by concretely supporting the initiatives aimed at having this situation recognised by political authorities and now before the Court. Because beyond trade‑union or political sensitivities, it is a matter of:

justice
equal treatment
the attractiveness of Luxembourg
respect for colleagues and their families.

We know that this fight is uncomfortable. But we also know that no social progress has ever been achieved in silence.

USL will continue to defend:

a more attractive Luxembourg
dignified living conditions
a fair European administration
genuine recognition of the specific difficulties of the Luxembourg site.

Defending Luxembourg is not about dividing Europe. It is about defending fairness among European colleagues.

Wellbeing at Work in Luxembourg – List 8

Union Syndicale Luxembourg – What we want for a healthier and inspiring workplace in Luxembourg

Our vision is a work environment where every colleague can be productive and comfortable in the spaces we share. Below are the concrete actions we are campaigning for.

Office and Kitchen Sharing

We call for a reduction in the number of people assigned to each office, limiting sharing to the strict minimum necessary. It needs to be acknowledged that shared offices and open workspaces undermine staff concentration, productivity and efficiency.
Confidential work zones and phone‑call areas – dedicated, sound‑insulated spaces so that sensitive conversations stay private.
Optimised shared kitchenettes – ensure that office and kitchenette spaces are distributed equitably across all units, so every colleague can enjoy smooth, pleasant lunch and coffee breaks.

Ergonomics for All

Electric sit / stand desks for every workstation – promote movement, reduce musculoskeletal strain and improve concentration.
Home office ergonomic kits – chairs, monitor arms and guidance on correct set‑up for teleworking.

Well‑Being Infrastructure

The SPORT CLUB LUXEMBOURG should open its doors to external coaches. This simple step would:
- Improve work‑life balance for all staff.
- Maximise the club’s capacity at no extra cost by filling the many unused slots.
- Remove the current restriction that prevents Luxembourg‑based employees from attending lessons offered by external coaches in other EU‑institution buildings.
Quiet and relaxation zones – soundproof rooms, or soft‑seating corners where colleagues can recharge during the day.
More drinking‑water fountains – install additional, filtered water fountains on each floor and in common areas.
We welcome the “Mind Matters” programme and thank again sincerely colleagues offering lunchtime Mindfulness sessions and Mindful Moments (by the Commission).

Cultural and Creative Spaces

ADENAUER Gallery – a permanent, easily accessible venue dedicated to rotating exhibitions that showcase emerging talent from the EU community and the local scene.
Support for the Leisure Library – ensure the library’s new facilities meet the needs of staff and their families.

EU Épicerie

We congratulate the private enterprise EU Épicerie and wish it great success! As access is limited to EU staff, we call on the European Parliament administration and on colleagues in all EU institutions to promote the shop and guide clients to it, especially in these challenging economic times.

Reforming Rules of Voting of Staff Committee – List 8

We are experiencing the first voting round of the Staff Committee elections, and we are probably looking ahead for the second, if not even the third tour. Why is the Staff Committee election still a slow, cumbersome affair, while the European Parliament itself stands for democratic excellence?

It is time to bring the election rules into line with the modern, digital workplace we live in: the procedure must become faster, cheaper and, above all, truly democratic and fully representative of the whole staff. WE ARE READY TO ACT.

The work of the Staff Committee would gain visibility and importance, and would be better able to address staff needs if:

Paper ballots are abandoned, and electronic voting is introduced – an e‑voting system makes reaching quorum easy, eliminates the need for polling stations and optical‑reader devices, and shortens the voting calendar.
The 5 % threshold should be re‑examined – the rule that “lists obtaining less than 5 % of the total votes shall be excluded from seat allocation” excludes motivated individual candidates who can submit a one‑person list but leaves them with no realistic chance of being elected.
The number of members of the Committee is re‑evaluated – to determine the optimal number of members presenting the staff.
Meeting dates are better adjusted – meetings should not be held on the Monday of Strasbourg week – the busiest week for all staff – and the venue should rotate more often between Brussels and Luxembourg, where the majority of staff are based.
Local Staff Committees are created – three site‑based subcommittees (Brussels, Luxembourg and Strasbourg) would follow the same model as the Commission, bringing representation closer to staff.

We would like to invite the future Staff Committee to a constructive dialogue to help resolve existing issues and improve procedures.

Rules governing representation of the staff of the European Parliament: https://epintranet.in.ep.europa.eu/files/live/sites/epintranet/files/human-resources/rules-rights/rules-staff-rep/rules-staff-rep_en.pdf

Staff Committee: https://staffcom.in.ep.europa.eu/home.html

Correction Coefficient for Luxembourg – List 8

Union Syndicale Luxembourg has been for years the driving force behind the demand for a correction coefficient for staff remuneration in Luxembourg, to compensate for the loss of purchasing power compared with Brussels (the gap exceeds 20 % and is widening each year). We’re not just talking – Union Syndicale Luxembourg is putting its money on the line by fully funding the T‑370/25 case at the General Court that seeks to scrap the arbitrary “equal‑salary” weighting between Brussels and Luxembourg in the Staff Regulations.

We are pleased to announce an important debate on the future of the Luxembourg seat of the European Institutions, which took place on Wednesday 29 April in the Chamber of Deputies of the Grand Duchy of Luxembourg, following an extended parliamentary question submitted by MP Laurent Mosar to the Vice‑Prime Minister and Minister for Foreign Affairs Xavier Bettel. https://www.chd.lu/en/question/30430

Below you will find a summary of this exchange in English, with a link to YouTube including transcript, together with the links of Chamber of Deputies.

Public session No 138 of the Chamber of Deputies of the Duchy of Luxembourg – Extended parliamentary question No 84: Enhance Luxembourg’s status as the seat of the European institutions. https://wdocs-pub.chd.lu/docs/exped/2026/03/QP_62448_1773048251068.pdf

Question by MP Laurent Mosar: https://www.chd.lu/fr/seance/3089?sequenceId=276597

L. Mosar reminded the continuous challenges facing the Luxembourg Seat (“administrative capital”), including EU agents’ remuneration that struggle to keep up with the cost of living in Luxembourg, and the tensions in the local housing market.

The “Centre de traduction” (CdT) was at the heart of the exchange. Following press reports on staff conditions, a parliamentary question in the European parliament and a response from the Commission that left many questions open, the CdT’s situation is now a matter of public record. L. Mosar revisited the painful 2020 experience of the dismantling of the CHAFEA agency, when the provisions of the Treaties were powerless to prevent specific public health competencies from being transferred to Brussels-based services: a precedent that still weighs heavily on discussions about institutional presence in Luxembourg.

L. Mosar highlighted the operational context of the CdT and its immediate constraints, as well as the challenges that linguistic services face overall, especially with regard to progress in AI and automatic translation. He inquired of the Foreign Affairs Minister what measures the Government envisions to preserve and strengthen the presence of the European Institutions in Luxembourg, with emphasis on the CdT.

Reply of Vice-PM and Foreign Affairs Minister Xavier Bettel: https://www.chd.lu/fr/seance/3089?sequenceId=276597

Vice-PM and Foreign Affairs Minister Xavier Bettel stated clearly and from the outset that the most effective tool available to preserve Luxembourg’s attractiveness for EU staff is the application of the “coefficient correcteur”, that would allow EU agents’ remuneration in Luxembourg to better keep pace with the cost of living. Yet he reminded that on this specific topic, Luxembourg lacks political allies.

X. Bettel acknowledged the CdT’s financial situation is likely to deteriorate in the near future and confirmed that the Government is actively cooperating with the Centre on targeted measures aimed at lowering its operating costs. X. Bettel expressed confidence that human translators will remain superior to machines in the interpretation of subtle political nuances. More importantly, he called on all political sensitivities to reach out across the aisle and defend together Luxembourg’s status as one of the three European administrative capitals – a reminder that this is a national interest that transcends party lines.

L. Mosar concluded with a concrete suggestion: assigning management of the Commission’s internal e-translation tool to the CdT, as a means of modernising and consolidating linguistic services in Luxembourg.

The debate was a welcome signal. Turning political statements into concrete policy results—especially on the correction coefficient and beyond — will not be easy, but it is essential for safeguarding Luxembourg’s role as a European administrative hub.

Background:

Vote for Real Equity – List 8

When our colleague JL moved from Brussels to the European Court of Auditors in Luxembourg, his salary stayed the same but his purchasing power fell by ≈ 20 % – a hidden pay‑cut that only staff based in Luxembourg suffer.

JL had a three‑month window to lodge a complaint. With Union Syndicale Luxembourg backing he did, and we have now financed 100 % of the legal costs for his case T‑370/25 (JL vs Commission).
USL has formally requested to have the paragraph that excludes Luxembourg from the correction coefficient declared illegal.

Why this matters for the Staff Committee election

Equal pay, equal treatment – end the 20 % purchasing‑power gap that has persisted for two decades.
USL acts, not only talks – we cover legal fees, we file interventions, we turn individual grievances into collective victories.
No Staff Regulation overhaul – we demand the correction‑coefficient while keeping the current framework intact.

Some fear that pushing a correction coefficient would force a full‑blown renegotiation of the Staff Regulation. USL is resolutely against reopening the regulation. The Court of Justice has already ruled that purely budgetary or administrative reasons cannot justify unequal treatment (Dumitrescu & Schwarz C‑567/22) and declared a provision illegal. In response, the Commission restored equality without reopening the Staff Regulation – proving that change is possible without a wholesale overhaul.

Wish us all good fortune, vote for list 8, and contact USL if you want to know more or are yourself victim of injustice or discrimination!

Early Career Staff and Trainees – List 8

European Parliament must attract more young, talented colleagues and ensure that their career paths are realistic, rewarding and sustainable. The average age of European Parliament staff is 49 years, while the typical recruitment age is 35 years; therefore, we must actively recruit young talents and a new generation of colleagues.

Union Syndicale Luxembourg supports these concrete measures so that early career staff and trainees could enjoy a fair, motivating and sustainable career path.

Faster, fairer promotions in the lower grades

Adequate income throughout a career – a EU career must provide a decent salary at every stage.
Revise merit points – it currently takes ≈ 30 years to move from SC1 to SC6; this is unacceptable.
Open internal competitions to lower grade staff, contract agents and temporary staff, so they can compete for higher permanent posts and progress in their career.

Better conditions for trainees

Higher trainee grants – raise the grant to make EU traineeships competitive, especially in the IT sector, where the private sector offers far better pay.
Housing allowance – we welcome the proposal to grant each trainee based in Luxembourg up to 500 EUR/month to offset rising rent costs.
Recruitment – make the CAST fully accessible and transparent for all trainees.
Short term housing – set up the access of the interinstitutional platform of the Commission to allow all EU staff to post announcements to provide reliable, trusted short term rentals, helping a swift move at the start of every traineeship.
Mentoring programme – assign a mentor to every trainee, with regular follow‑up on learning objectives, team integration and career development.
Reduction in the number of people assigned to each office – limit sharing to the minimum necessary.
Reverse mentoring – encourage junior staff to teach seniors digital tools, fostering two‑way knowledge sharing.

Why it matters

Attracting young talent strengthens and ensures the continuity of our work.
Merit‑based, timely promotion and adequate remuneration reduce the risk of talent loss.
Supportive housing and mentoring schemes make the EU workplace more inclusive, diverse and future‑proof.

Source, recommended reading: European Court of Auditors, Special report 24/2024: EU Civil service – A flexible employment framework, insufficiently used to improve workforce management

You Are Not Permanent Staff, So Why Should You Vote for Us? – List 8

I would vote for Union Syndicale Luxembourg. Defending CTAs requires resources. Being elected to the staff committee is only the first step. Effective action implies the following.

Having a strike fund: USL has a strike fund. During the CA strike in the Commission in November 2013, USL supported the striking CAs financially to compensate for their lost pay.
Having a safe place to meet: USL is the only trade union that owns an office – its headquarters are located outside the EU buildings. For instance, the CPE educators (contract agents) have met there several times, far from the prying eyes of the administration.
Having the financial resources to go to court: USL has the financial resources to go to court.
- The Picard case is by far the most famous, but not the only one.
- Gharbi vs Commission T‑121/25 is another case that was 100% financed by USL and concerns the pay level of contract agents in the lowest grades.

Vote for list 8! Together since 1971.