Local Agents Teleworking Decision: It’s Time for Policy to Catch Up

Sumeet Thakkar, Sunil Kumar, Mahbuba Abdulloeva, Maja

During the global health crisis of 2020–2022, staff across all categories in EU Delegations ensured business continuity under immense pressure. Their unwavering commitment proved that flexible working arrangements—especially telework—are not only viable, but also invaluable in times of crisis.

Even before the pandemic, a 2018 pilot project in selected Delegations had already debunked the myths. It delivered clear, positive results and demonstrated once and for all that telework works—even in the unique context of EU Delegations. Post-pandemic, the benefits are just as compelling. Telework offers staff greater autonomy, enabling them to manage their time more effectively, deliver results, and meet targets with agility.

Despite a Telework Decision being adopted for expatriate working in EU Delegations back in October 2023, we are only now finalising the legal decision for Local Agents that provides them with the legal basis to telework.

USHU representatives participated in the concluding social dialogue session on 24 June 2025 in which there were concluding comments on the draft proposal by the EEAS Administration.

General Rules proposed by the Administration

·        Teleworking is optional and may be used on a weekly basis, while complying with guidelines and respecting the Arrangements of the relevant Delegation.

·        Any working week may include one day of teleworking, to be taken in one day or two half days.

·        Additional teleworking days may be exceptionally authorised by the Head of Delegation upon request by a local staff member under certain conditions

·        Specific needs of a local staff member with a disability shall be catered for in accordance with the rules

Key takeaways from the final social dialogue meeting:

Head of Delegation Oversight

·        Your Union/Staff Representatives raised concerns about the discretionary powers of Heads of Delegation regarding telework arrangements for Local Agents.

·        To counter this, HoDs must submit adopted TW arrangements for LAs alongside the minutes of meetings held with local Delegations Staff Representatives (DSRs) – to ensure consultation and an additional layer of accountability.

Joint Committee Alignment

• EEAS Administration confirmed that the Joint Committee to be established for the TW Decision for Local Agents (similar to the Decision for expatriates) will be comprised of Commission and EEAS staff representatives.

• The aim is to ensure consistent treatment across staff categories (expatriates and Local Agents).

Refusals & Controversies

Teleworking from abroad

The request to allow Local Agents to telework from abroad on a limited basis and outside their normal place of work was refused.  The Administration provided the following reasons:

• Difficult to approve and managed due to the complexity in assessing employment status, social security, and tax implications.

• Unfeasible to implement given the rules for LAs that govern over 140 different places of work

Teleworking Within the Country

USHU and other Staff Committees and Trade Unions strongly demanded that the EEAS permit Local Agents to telework within the country of employment but not necessarily in the capital/ where the EU Delegation is based.  The Administration also denied this possibility however USHU believes this could be workable based on a culture of trust and results.

USHU underlines the following:

• There is no legal basis to deny this option for Local agents

• When TW, the distance from the office is irrelevant

• TW during the pandemic demonstrates that all staff can be trusted and results can be achieved from multiple places of work

• Time differences in larger countries can easily be managed in a results-oriented framework together with a climate of trust

• The new decision contains articles to tackle any abuse so this should not be used as an argument to deny this option

Staff Committees and Trade Unions who participated advocated strongly for allowing this possibility and ask the EEAS to reconsider to provide greater flexibility to Local Agents.

Additional Telework Days for Health Reasons

USHU suggested permitting additional TW days for the temporary illness of spouse/dependent child. The Administration replied that Local Agents already have access to Special Leave for this purpose.  Despite there being an article in the TW for expatriates that permits this flexible approach, it is not foreseen in the TW Decision for Local Agents.

📄 What are the next steps?

The Administration will share a draft of the accompanying TW Implementing Guidelines for this decision, which are currently under review.

The Guidelines will be circulated to staff representatives and trade unions for comment, once finalized