LING Restructuring: Staff Cuts Imposed Without Consultation
As early as 18 June, Union Syndicale informed you about the negative impact of the decision to cut 2 AST/SCs in each of 23 language units, with the reassignment of 12 of those posts to a LING mobile team. There was no prior consultation with LING staff or staff representatives.
The decision assumes that XMLisation will improve efficiency. However, the system is not yet operational, and its implementation requires additional – not fewer – staff.
Moreover, XMLisation covers only a few of the wide range of tasks performed by AST/SC staff. Many tasks will remain unchanged and will have to be absorbed by the reduced team, increasing the workload and pressure on the remaining staff.
At the same time, mobile AST/SCs may be assigned to language units whose language they do not know, further exposing the shortcomings of the proposal.
Union Syndicale stands firmly with the LING colleagues affected and will continue to defend their interests and ask for fair and transparent procedures throughout the process.
We deplore the timing, content, and rollout of these measures: at short notice, during a very busy period for LING, and with a clear disregard for the importance of informed consultation.
Social dialogue is essential to maintaining mutual trust between the Administration and staff. Efficiency gains and high-quality standards can only be achieved through reciprocal understanding, shared respect, and a motivated staff. We therefore call on the Administration to use social dialogue channels and to ensure stability, motivation and social peace across our institution.
Read more about this topic in our latest tract.
Promotions 2026
The 2026 promotion exercise has opened with the publication of the lists of staff eligible for promotion and the number of promotion opportunities in each grade.
First, the good news: the figures published comply with the requirements of the Staff Regulations and with judgment T-202/23, through which Union Syndicale ended a GSC practice that had unjustifiably cut a significant number of promotion opportunities (see our US Flash November 2025). Dozens of additional colleagues will now benefit from a promotion this year.
That said, Union Syndicale’s assessment of the appraisal and promotion system is that it lacks transparency, fairness and predictability. For many years, the Administration has refused to open negotiations on a comprehensive reform of the system.
Union Syndicale calls on the Administration to respect the Consolidated Protocol (CP 55/88) which sets out procedures governing promotions and the publication of promotions lists, signed by the Administration and Union Syndicale.
Upcoming Key Decisions and Implications for Staff
In the near future, two major decisions will shape our working conditions and careers:
- the Multiannual Financial Framework (MFF) 2028–2034 and
- a possible reform of the Staff Regulations.
Both will be decided at the highest political and administrative levels. They may have far-reaching consequences for all of us. Experience from previous reforms shows that, when the budget is cut, staff are the first to bear the cost. It is therefore important that we remain informed, attentive and ready to engage constructively as discussions progress.
The working environment has evolved considerably in recent years, with more flexible arrangements and teleworking. Therefore, we also need to adapt our forms of industrial action to ensure that our concerns are heard.
Union Syndicale urges the Council to make full use of the existing negotiation instruments to reach mutually agreed and constructive solutions and to avoid unilateral decisions.
Social dialogue is in the mutual interest of staff and the institution. We share a common interest in a well-functioning work environment and only dialogue and cooperation can ensure high working standards, a motivated and high-performing staff and social peace.
Union Syndicale is following these developments closely and identifying key priorities. We will continue to keep you informed as the institutional process unfolds.
Remuneration and Pensions
There will be no interim adjustment to our salaries, pensions and allowances for the first half of this year. Inflation during the reference period (the second half of 2025) did not reach the threshold that triggers an interim adjustment.
The rise in inflation recorded since then will, of course, be factored into the annual 2026 adjustment due at the end of the year, with retroactive effect from 1 July. We anticipate an increase of more than 3%.
Our contributions to the pension scheme will increase from 13.1% to 14.1% of basic salary, effective from 1 July. This is primarily because real interest rates are lower today than they were 30 years ago.
Application of the Correction Coefficient to the Education Allowance
If your child is going to study or is already studying in another Member State, please keep in mind that you can request the transfer of the education allowance with the application of the “correction coefficient”.
The “correction coefficient” is designed to take into account purchasing power across the different Member States. As a result, it may increase the amount of your education allowance if the allowance is paid in a Member State where the correction coefficient is greater than 1.
Payment is made to a bank within the EU, in the currency of the country of study, and into either your bank account or your child’s bank account.
However, please note that the “correction coefficient” may also be lower than 1 in the Member State where your child is studying. In this case, the amount you receive would be lower if you ask for a transfer of the allowance to this country.
Please check this page carefully before asking for a transfer.
The request to transfer the education allowance must be submitted annually via Sysper – before 15 November – as part of the annual education declaration. However, it is best to submit this transfer request as soon as possible after your child has enrolled, as there is no retroactive increase.
