5-yearly Review - Diversity measures

Diversity measures - implementation 1 January 2016


  • Modernise policies and social benefits
  • Improve social benefit equality between different types of legal unions
  • Take families’ expectations into account
  • Enhance professional/personal life balance

Measures & key features (click on title for further details).

  • Full recognition of registered Partnerships
    • Equal benefits for married and partnered couples during employment or association contract.
    • Equal provisions regarding pension benefits, including survivor’s pension, for employed members of personnel.
  • Parental Leave review
    • Maximum duration extended from 3 to 4 months.
    • Unpaid but child, family and infant allowances paid and health insurance coverage funded by the Organization.
  • Maternity Leave review
    • Part-time work possible during the last weeks of the prenatal period.
    • Increased health protection for fellows on maternity leave at the end of their contract. 
  • Paternity Leave review
    • Duration extended from 6 to 10 working days, and from 10 to 15 days under certain conditions.
  • Increased Flexibility for New Parents
    • Guaranteed access (if requested) to part-time work (min. 80%; max. 6 months).
  • SLS Flexibility
    • Reduction of the cost of the first SLS slice from 1.5% to 1% and of the second slice from 2.5% to 2%.
    • Increased flexibility in the change / cancellation of subscription notice period.
  • LTSLS Flexibility
    • Possibility to use the long-term saved leave not only at the end of the contract but also for specific needs throughout the career (e.g. o care for a close relative suffering from a serious illness, or for professional development).
  • Leave Donation
    • Possibility to donate leave days for compassionate reasons (under strict conditions).
  • Teleworking Flexibility
    • Exceptional second day of teleworking under certain conditions (health condition, family circumstances).
    • Introduction of teleworking for fellows.
    • Possibility of occasional teleworking if approved by the hierarchy.
    • Possibility of teleworking from another location than home.
  • Dual Career / Ease of Social Integration
  • Installation and re-installation indemnity
    • Equal treatment for installation irrespective of spouse/registered partner moving to local area.

All related amendments to SRR, Administrative circulars and Operational circulars as required, are in progress.

Updated on: 03/12/2015