Summary of conditions of employment – grades A1 to A5
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.
Candidates recruited following an external procedure will be subject to a two-year probationary period, during which they will be employed on the basis of a fixed-term contract. Either side may terminate this contract at two months’ notice. Provided his/her work is considered to be satisfactory, the staff member will thereafter normally be offered a renewable fixed-term contract or an indefinite-term contract if clearly stated in the vacancy notice.
2. Salaries and allowances for jobs in France (Gross, as of 1 January 2014)1
Grade A1: monthly rate, unmarried staff 4 387.86 €
monthly rate, plus household allowance for dependent spouse and/or children 4 651.13 €
Grade A2: monthly rate, unmarried staff 5 606.76 €
monthly rate, plus household allowance for dependent spouse and/or children 5 943.17 €
Grade A3: monthly rate, unmarried staff 6 918.43 €
monthly rate, plus household allowance for dependent spouse and/or children 7 333.54 €
Grade A4: monthly rate, unmarried staff 8 039.59 €
monthly rate, plus household allowance for dependent spouse and/or children 8 521.97 €
Grade A5: monthly rate, unmarried staff 9 310.23 €
monthly rate, plus household allowance for dependent spouse and/or children 9 868.84 €
In addition, the following allowances are payable, where appropriate:
i. expatriation allowance of 10%, degressive after 5 years;
ii. dependent children's allowance (current rate 316.96 € per child per month) and, where appropriate, an expatriation supplement of 88.73 € per child.
The salaries and allowances are exempt from income tax in all the member states.
3. Salaries and allowances for jobs outside France
The basic salary of staff employed outside France is determined according to the scales applicable in the country of appointment, as specified in the vacancy notice. A summary table of these scales is appended hereto2. 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 Belgium. 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. The percentage may range from 0 to 30% of the basic salary applied.
Compulsory contributions to the pension scheme (employee contribution 9.1% of basic salary) secure entitlement on termination of employment, if less than 10 years 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.
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 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.
For information on international education, you can consult the website of the “Ville de Strasbourg” (see link below).
9. Working conditions for family members
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.
1 The figures given are those applicable to staff serving at the headquarters in Strasbourg.