The case of the Court of Justice
Job insecurity can be characterised by a limited or uncertain duration of the contract or by the low level of remuneration or by a combination of both. Two types of contracts provided for in the Conditions of Employment of Other Servants (“CEOS”) are of interest to the Court of Justice: temporary staff (“TS“) and contract staff (“CS“). The landscape of precariousness was overhauled by the 2004 reform of the Staff Regulations, one of the major innovations of which was the creation of CS. A few more changes were introduced in 2014.
Remuneration: While TS are classified under the same grid as officials, CS are classified under a separate, much less advantageous grid. They are less well off financially, although at least some of them perform the same functions as officials. Each of these two types of contracts is in turn broken down into further subgroups with essential differences.
- 2 (a): Since it is about filling a post described in the establishment plan as a ‘temporary post’, contracts can be granted for an indefinite period (in FR ‘CDI‘). This allows a limited number of posts to be discreetly granted to specific profiles, difficult to find via EPSO open competitions.
- 2 (b): It is about occupying a ‘permanent post’ Since such budgetary posts are intended for the recruitment of officials, TS cannot be placed there with a permanent contract. The total period of engagement cannot last more than 6 years.
- 2 (c): This involves filling temporary posts in the chambers of Members of the Court of Justice or the General Court (judges, advocates general, registrars). Article 8 of the CEOS provides that the appointment “shall be engaged for an indefinite period”. But …
Staff in Member’ Chambers
Although it is often the case that the staff member can continue his or her career with the same or another judge, there is no guarantee of this.
Judges and Advocates General of the Court of Justice and the General Court “freely choose the staff of their chambers on the basis of a relationship of mutual trust established between the member and the successful candidate”. 
Unlike the careers of officials in the various departments of the institution, the progression of chamber’s staff is automatic and predetermined by instruments that have not been published. One would think that there would be no room for competition between colleagues. Unfortunately, this is not always the case, and incompatibility of temperament may result in the ejection of someone who has lost the confidence of his or her judge, without further ado.
 There is also a greater geographical imbalance in the Members’ chambers, due to the fact that the working language is French.
 Read d’Lëtzebuerger Land of 08.10.2021, Dominique Seytre, Adopte un référendaire.