ADMIN/RH(2014)15E (updated March 2023)
Summary of conditions of employment – all categories
This note is for information purposes only;
it is not contractually binding on the Council of Europe
since conditions of employment are subject to change over time
1. Appointment
§ For grades A1-A5, L grades, B grades, C grades:
Candidates recruited following an external procedure will be subject to a one-year probationary period, during which they will be employed on the basis of a fixed-term contract. Either side may terminate this contract at one month's notice. Provided his/her work is considered to be satisfactory, the staff member will thereafter normally be offered appointment for a further fixed term, once or several times, for a total duration of service not exceeding four years. Thereafter, the fixed-term contract shall be converted into an open-ended appointment subject to the fulfilment of conditions established by the Secretary General.
For candidates recruited under Junior Professional Programmes or as part of a Turnover Workforce Scheme, the total duration of appointment shall not exceed four years.
§ For grades A6/A7:
In accordance with Article 4140 of the Staff Regulations, external candidates shall initially be appointed for a fixed-term period of one year. The appointment may be extended for one or more periods each not exceeding five years.
According to Article 5100, a serving staff member shall be initially appointed for a trial period of one year. If at the end of the trial period, the Secretary General decides not to confirm the staff member’s appointment, they shall be assigned to a job at the grade held prior to such appointment. If the Secretary General decides to confirm the appointment, the staff member shall be promoted retroactively and appointed for a further four years.
For certain employments at grade A6/A7, special appointments procedures apply.
2. Salaries and allowances for jobs in France (as of 1 January 2024)[1]
|
Grade: |
Monthly rate in Euros, unmarried staff |
|
A1: |
5536.15 |
|
A2: |
7074.03 |
|
A3: |
8728.96 |
|
A4: |
10143.52 |
|
A5: |
11746.69 |
|
A6: |
13882.77 |
|
A7: |
15196.32 |
|
LT1- LI1: |
5856.99 |
|
LT2: |
7190.10 |
|
LT3- LI3: |
8944.65 |
|
LT4 - LI4: |
9431.16 |
|
L5: |
10726.75 |
|
B1: |
3139.13 |
|
B2: |
3576.82 |
|
B3: |
4107.07 |
|
B4: |
4687.89 |
|
B5: |
5445.70 |
|
B6: |
6329.04 |
|
C1: |
2802.80 |
|
C2: |
3097.30 |
|
C3: |
3400.03 |
|
C4: |
3746.04 |
|
C5: |
4132.94 |
|
C6: |
4581.26 |
In addition, the following allowances are payable, where appropriate and under certain conditions[2]:
i. expatriation allowance of 10%, degressive after 5 years;
ii. supplement for dependent child (€ 423,09 per child per month) and, where appropriate, an expatriation allowance of € 118,76 per child per month;
iii. basic family allowance (€ 423,09 per month) doubled for staff receiving the expatriation allowance.
The salaries and allowances are exempt from income tax in all the member states.
3. Salaries and allowances for jobs outside France (n/a to grades A6/A7)
The basic salary of staff employed outside France is determined according to the salary scales applicable in the country of appointment, as specified in the vacancy notice. The basic salaries of staff members based in a country for which such scales do not exist is determined on the basis of the salary scale of the Co-ordinated Organisations applicable to France. An adjustment taking account of living costs and conditions in the staff member’s place of employment will also be applied to his/her basic salary.
For staff recruited locally in accordance with Rule 1234, the basic salary is determined according to the scales applicable. In countries for which such scales do not exist, a United Nations salary scale is applied.
4. Pension
Compulsory contributions to the pension scheme (employee contribution 10.6% of basic salary) secure entitlement on termination of employment, if less than 10 years of service, to a leaving allowance equal to 2 times employee’s rate of contribution as applied to his or her last annual salary, multiplied by the number of reckonable years of service. For staff having spent more than 10 years with the Organisation, the pension will amount to 1.75% of the last basic salary for each year of service.
5. Social Insurance
Employees are covered by a private insurance scheme (covering accident, sickness, temporary incapacity, invalidity and death) which entails contributions of approximately 3% of gross salary.
6. Leave
Staff members are entitled to 32 days of annual leave, expatriate staff have additional 4 days of leave (with passage paid every second year) and possible travelling time per annum.
7. Removals and Settling in
Staff members recruited from a distance exceeding 100 km from their place of duty, are entitled to payment of their removals and reimbursement of their travel expenses at the beginning and at the end of their employment. They are also entitled to a settling-in allowance upon taking up their duties. These entitlements are subject to certain conditions.
8. Schooling
For information on international education, you can consult the website of the “Ville de Strasbourg”.
9. Working conditions for family members who are not citizens of an EU/EEA member
Your dependants will have the right to a “titre de séjour spécial” (special residence permit), valid for as long as you work for the Organisation. The “special residence permit” allows the holder to enter France and to circulate freely on its territory. However, it does not grant any right to work in France. Should one of your dependants decide to apply for a work permit, his/her application will be examined by the French authorities according to the standard administrative procedures, depending on his/her nationality. In many cases, French law requires that such applications be submitted from one’s country of origin. Please contact us should you require any further information in this respect.