Agora #94
28 - 30
Union Syndicale is advocating for a fairer and more adaptable telework policy that reflects the realities of the modern workforce
Teleworking outside the place of employment
Teleworking Rules and the Need for Change
Teleworking has reshaped the modern workplace, providing employees with greater flexibility while simultaneously raising concerns about fairness, accessibility, and the structure of professional environments. Within the European Union institutions, however, teleworking outside the designated place of employment remains a contentious issue. The 2022 Commission Decision on working time and hybrid work allows up to three days of telework per week at the place of employment but restricts remote work outside this location to a mere ten days per year, with only a few exceptions. This limitation has led to frustration and dissatisfaction among staff, particularly those with long-term family and personal obligations outside the place of employment.
Union Syndicale, in response to these concerns, has gathered insights from nearly 200 affiliates, conducted extensive staff consultations, and carried out an internal survey. The findings underscore both the advantages and challenges of teleworking, highlighting an urgent need for policy reform.
The Benefits and Challenges of Teleworking
Based on our internal survey, employees value the autonomy that remote work provides, allowing them to better manage daily responsibilities such as childcare, personal errands, and home maintenance. The reduction in commuting time enhances focus and efficiency, and many find it beneficial to be able to work during mild illnesses without taking sick leave. Additionally, telework offers an escape from open-plan offices and hot-desking, which many find disruptive to their productivity.
Despite these benefits, teleworking presents certain drawbacks. Many employees report experiencing social isolation due to a lack of daily interaction with colleagues, which can weaken team cohesion and make the integration of new staff more difficult. Another common issue is the blurring of professional and personal time, with work frequently extending into evenings and weekends. Additionally, employees bear the financial burden of increased household costs such as electricity, heating, and internet, without reimbursement. Challenges in online collaboration also persist, as hybrid meetings are sometimes regarded as less effective than in-person discussions. Yet, despite these concerns, most employees support maintaining and improving telework arrangements, particularly in relation to working from locations outside the place of employment.
Teleworking Outside the Duty Station
The restrictions on teleworking outside the duty station disproportionately impact staff with cross-border family obligations. The personal sacrifices required under the existing rules force many employees into difficult choices between uprooting their families or enduring costly and exhausting travel between countries. In the agencies, for example, contracts are generally temporary, leaving hard choices between relocating children in the short term to a new school at the place of employment or keeping them where they are. This situation can be even more challenging in the absence of a European school or suitable school places.
For some staff, the unfortunate reality of family separation can lead to lives being spent between different countries. This situation can be further compounded for women as traditional norms continue to place a disproportionate burden of caregiving responsibilities on their shoulders.
Consequently, tight limitations on telework outside the place of employment make a career in the EU less appealing to parents, especially those who cannot, for whatever reason, bring their family with them. Many staff members are left torn between two countries, frequently traveling on weekends at significant financial and environmental costs. For women in particular, greater flexibility to telework outside the place of employment could support them to balance work and personal obligations more effectively, and subsequently improve opportunities for career progression.
Moreover, existing staff may find themselves in equally challenging circumstances. Some employees posted in geographically remote locations find these limitations particularly challenging due to the lack of suitable transport options and distances involved. Furthermore, younger generations are more discerning in their choice of employer, seeking attractive workplace arrangements over other priorities, which may have been of greater importance to older generations when teleworking was simply not available. Again, restrictive conditions for telework outside the place of employment make a career in the EU less appealing, especially when better conditions can be found elsewhere.
For all the reasons outlined above, the current approach which limits telework outside the place of employment to 10 days per annum lacks the compassion and flexibility necessary to accommodate these realities. The rigid policy dissuades potential candidates from seeking employment in EU institutions, especially those applying from Member States which are geographically distant from the place of employment. Ultimately, the current framework risks undermining workforce diversity, potentially leading to underrepresentation of certain nationalities.
Union Syndicale Position for Greater Flexibility of Teleworking
Union Syndicale is advocating for a fairer and more adaptable telework policy that reflects the realities of the modern workforce. Survey results indicate strong support for increasing the number of allowable telework days outside the place of employment, expanding the criteria for exceptions to better accommodate personal and family obligations, reducing bureaucratic hurdles in obtaining telework approval, and ensuring financial fairness by considering support for increased home office costs.
To maintain a productive and diverse workforce while ensuring institutional efficiency, several key reforms should be considered. Policies should be aligned with contemporary workforce expectations, allowing more remote work opportunities outside the primary place of employment. Telework policies should also be designed to accommodate diverse needs, including those of working parents and expatriate employees. To address social and professional isolation, structured in-person collaboration days should be introduced, along with improved digital communication tools. Additionally, reimbursement for home office costs would help distribute financial burdens more equitably.
Regular monitoring and evaluation of policy effectiveness through continued engagement with staff and trade unions will be essential to refining telework regulations over time. The landscape of work has fundamentally changed, and EU institutions must recognize this shift by adopting policies that promote fairness, inclusivity, and efficiency. Greater flexibility in teleworking outside the duty station will ensure a diverse, motivated, and productive workforce while upholding the EU’s commitment to equitable employment practices. Union Syndicale remains committed to advocating for these necessary reforms and engaging with the administration to achieve meaningful change. The future of work is here—now is the time to shape it to benefit all employees.
