PART 1 – LOCAL AGENTS YOUR SALARY REVIEW

Maja Vuckovic-Krcmar, Sumeet Thakkar, Sunil Kumar, Mahbuba Abdulloeva, Lejla Sultanovic, Aminata Ongoiba, Helen Conefrey

Your salary revision method: seven years overdue for review — USHU demands action

This is the first in a series of three USHU newsletters on Local Agent issues arising from the joint CLP-HU / EEAS Staff Committee meeting with the EEAS administration on 18 March 2026 in Brussels. Over 5,000 staff work in EU Delegations worldwide, of whom approximately 3,100 are Local Agents. The issues discussed affect every one of them

The salary revision methodology: nearly seven years without review

The salary revision methodology — the formula that determines your pay grid — was legally due for review in June 2019. It has not been revised. That is nearly seven years without a proper overhaul.

The EEAS administration reported significant progress in clearing the backlog of individual salary reviews which undoubtedly is a welcome move.  On a global average, Local Agents have recovered the lost purchasing power and, in the most recent reviews, marginally surpassed inflation. This is driven by the benchmarking approach, which links the EU grid to international organisations with built-in inflation mechanisms.

But averages hide real pain.

In some Delegations, colleagues have seen no meaningful salary increase beyond annual step advancements for over 14 years. The annual step increments amount to less than €20. Where a persistent positive differential exists between the local grid and comparators, no upward revision is possible until the gap closes — regardless of inflation.

Comparators: the GIZ problem

USHU has repeatedly raised concerns about the inclusion of GIZ (Deutsche Gesellschaft für Internationale Zusammenarbeit) in the comparator pool used for salary benchmarking. GIZ excludes per diem payments from its base salary — which means the EU grid is being compared against an artificially low reference point. Over five years, this suppresses your salary grid.

UN agencies have reported substantial salary increases over the past two years that are not fully reflected in the EU Delegation grid. USHU questioned whether the comparator matching adequately captures such movements.

Arrears: some colleagues have waited over 33 months

Salary arrears owed to colleagues following completed salary reviews have been delayed by the rollout of the new SUMA and HR Hub payroll platforms. Reconciliation issues since December 2025 have prevented some Delegations from clearing accounts and paying what is owed. In one reported case, arrears from July 2023 — over 33 months — remained unpaid.

USHU’s position: Local Agents constitute approximately 60% of all Delegation staff. They are supposedly the backbone of Delegation operations and are currently absorbing the workload of colleagues made redundant through the modernisation process. Salary delays in this context are particularly unacceptable.  On top of this there is no compensation mechanism in place for the delayed payments!

The EEAS administration acknowledged the issues and confirmed active follow-up with the IT division. USHU demanded resolution within a reasonable time.

Double taxation of provident fund contributions

In several countries, employee contributions to the LAPF (your provident fund) are taxed at source as part of your gross salary and then taxed again when the fund is paid out at the end of your contract. This amounts to double taxation of deferred salary.

USHU raised this issue and the EEAS administration confirmed that its legal officers and Delegation tax consultants will examine whether the 5% employee contribution can be declared as a deduction from the taxable salary base. Findings will be reported to staff committees.

What USHU is demanding in the salary reform

The salary methodology reform, which will form part of a comprehensive social dialogue package starting no later than Q4 2026, must include:

•      An inflation-response mechanism so your salary keeps pace with the cost of living

•      A revised and expanded comparator pool that accurately reflects the labour market

•      An interest or compensation mechanism for arrear payment delays beyond one year

•      A reinstated co-ownership role for Delegation Staff Representatives in the review process

•      A regular, predictable review cycle — no more seven-year gaps

•      A mechanism to stop double taxation

•      The option to change the marker before the 5-year lock-in period

The EEAS administration agreed to take these elements into account when working on the reform package. USHU will hold them to it.

All salary reviews must be accommodated within the 2% annual budget increase envelope. There is no cap on the number of reviews per Delegation per year — but the budget ceiling means USHU must fight smart, not just loud.

Join us now : https://www.ushu.eu/membership