EUROPEAN
COMMISSION
Brussels, 24.3.2022
C(2022) 1788 final
COMMISSION DECISION
of 24.3.2022
on working time and hybrid working
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COMMISSION DECISION
of 24.3.2022
on working time and hybrid working
THE EUROPEAN COMMISSION,
Having regard to the Treaty on the Functioning of the European Union,
Having regard to the Staff Regulations of Officials of the European Union (the ‘Staff
Regulations’) and the Conditions of Employment of Other Servants of the European Union
(the ‘CEOS’), laid down by Council Regulation (EEC, Euratom, ECSC) No 259/681, and in
particular Article 1e(1) and (2) and Article 55 of the Staff Regulations and Articles 10, 16, 80
and 91 of the CEOS,
After consulting the Central Staff Committee,
Whereas:
(1)
The Commission promotes a modern, digital and flexible working environment, to
protect staff’s health and wellbeing, enhance efficiency and improve work-life
balance. For those purposes, it is necessary to adapt the rules on working time and set
out a new legal framework facilitating ‘hybrid working’, that is to say a combination
of working at the office and teleworking, where both modalities are considered
equivalent.
(2)
Teleworking would also contribute to reducing CO2 emissions arising from staff
commuting and the resulting congestion, particularly for those who drive to work, and
would therefore contribute towards supporting the Commission’s efforts, under the
European Green Deal2, to become climate neutral by 2050.
(3)
The shift towards large-scale teleworking, as a result of the outbreak of the COVID-19
pandemic in 2020, as implemented at short notice, proved that the Commission is able
to function effectively also in such circumstances. Moreover, it demonstrated that
teleworking is an essential tool for ensuring business continuity in times of crisis.
Drawing on the experience acquired from that shift, it is necessary to adopt a new
decision, which should also take into account the modernisation of the working
environment and the new Human Resources Strategy of the Commission.
(4)
Hybrid working together with more flexible rules on working time will bring along a
higher degree of autonomy for staff, as well as a greater sense of responsibility. For
line managers, that will imply taking an objectives-based and results-oriented
approach and developing an efficient remote management based on a culture of trust.
Their methods should be adapted to the management of teams that use teleworking on
a regular basis, in order to ensure proper work organisation and integration of team
members. In that respect, the Directorate-General for Human Resources and Security
(‘DG HR’) should provide adequate guidance, training and material resources as well
as streamline good practices throughout the institution.
1
OJ L 56, 4.3.1968, p. 1.
2
COM(2019) 640 final.
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(5)
Directors-General and Heads of Service should have the possibility to give
instructions to the line managers within their Directorate-General or Service on how to
exercise the discretion afforded to them by this Decision.
(6)
To protect staff’s health and well-being, line managers should ensure that the tasks
they assign to staff can be reasonably considered as manageable within their working
time schedule, taking into account peak periods.
(7)
A right to disconnect should be provided for, taking into account the European
Parliament resolution of 21 January 2021 with recommendations to the Commission
on the right to disconnect3.
(8)
Except in cases of force majeure, teleworking should be performed on a voluntary
basis.
(9)
The implementation of teleworking arrangements should take into account psycho-
social risks such as those linked to digital overload, a blurred line between
professional and private lives or social isolation. Accompanying measures should
therefore ensure good working conditions and, where relevant, provide targeted
training and guidance.
(10)
Hybrid working should be implemented in a way that preserves an adequate
welcoming of newcomers, transmission of knowledge and know-how, as well as
effective teamworking in a multi-cultural context and informal collaborative
exchanges as a source of creativity.
(11)
Commission staff mostly carry out knowledge-based activities, which are in principle
compatible with teleworking. However, tasks that require physical presence, such as
receiving the public, working as a driver, catering, physical mail distribution, on-site
technical and logistical support for conferences and meetings, child care and certain
medical services, are incompatible with telework. The rules on teleworking laid down
in this Decision should therefore not apply to staff carrying out tasks which require
physical presence.
(12)
All staff should be treated equally, regardless of their working arrangements, and have
access to equivalent means of working. Notably, this refers to workload, performance
indicators, entitlements to training and career prospects. Respect for the principle of
equality should include all diversity aspects, in particular disability, gender and age.
(13)
Teleworking should, in principle, be carried out at the place of employment, in
accordance with Article 20 of the Staff Regulations, which requires that staff reside
either in the place where they are employed or at no greater distance therefrom as is
compatible with the proper performance of their duties.
(14)
DG HR should monitor the ratio of teleworking and working at the office, with special
focus on the use of teleworking per gender. When monitoring that ratio, where
relevant, DG HR should analyse the options to encourage the equal use of teleworking
by men and women.
(15)
DG HR should pay special attention to the implementation of teleworking
arrangements and their impact on staff with a disability, notably with regard to
3
P9_TA(2021)0021.
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necessary equipment and reasonable accommodations in accordance with Article 8 of
Commission Decision C(2004) 13184.
(16)
Where relevant, staff representatives should be involved in any reflection on the
lessons learned and the implementation of this Decision.
(17)
It is necessary to establish a joint committee that assists DG HR in monitoring the
effective implementation and compliance with this Decision. The joint committee may
issue recommendations to DG HR in case it detects inconsistencies and/or unequal
treatment in the implementation of this Decision.
(18)
The Commission should evaluate this decision after 18 months at the latest and make
appropriate adjustments, where necessary.
(19)
Commission Decisions C(2014) 2502 final5 and C(2015) 9151 final6 should therefore
be repealed.
(20)
This Decision takes into account the standards set in Union legislation in the area of
health and safety at work, in particular by Directive 2003/88/EC of the European
Parliament and of the Council7.
(21)
The Joint Committee on Equal Opportunities (COPEC), the Joint Committee on
Prevention and Protection at Work in Brussels and the security and hygiene
committees in Luxembourg, Ispra-Sevilla, Geel, Karlsruhe and Petten were consulted,
HAS DECIDED AS FOLLOWS:
CHAPTER I
SCOPE AND IMPLEMENTATION
Article 1
Scope
1.
This Decision shall apply to all Commission staff covered by the Staff Regulations or
by the CEOS, with the exception of special advisers. It shall also apply to seconded
national experts (‘SNEs’) and local staff working in the Commission’s
Representations in the Member States.
2.
This Decision shall not apply to Commission officials, temporary agents, contract
agents, SNEs and local staff working in EU Delegations. Their working time
arrangements shall be determined by the European External Action Service in close
cooperation with the Commission, in accordance with Decision C(2021) 91268.
4
Commission Decision C(2004) 1318 of 7.4.2004 implementing Article 1d(4) of the Staff Regulations.
5
Commission Decision C(2014) 2502 final of 15.4.2014 on Working Time.
6
Commission Decision C(2015) 9151 final of 17.12.2015 on the implementation of telework in
Commission Departments.
7
Directive 2003/88/EC of the European Parliament and of the Council of 4 November 2003 concerning
certain aspects of the organisation of working time (OJ L 299, 18.11.2003, p. 9).
8
Commission Decision C(2021) 9126 final of 15 December 2021 on the exercise of powers conferred by
the Staff Regulations on the appointing authority (AA) and by the Conditions of Employment of Other
Servants on the authority authorised to conclude contracts of employment (AACE).
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Article 2
Implementation
1.
DG HR shall adopt Guidelines indicating criteria, procedures and good practices to
achieve the objectives of this Decision and set up monitoring tools. The staff
representatives shall be consulted on the Guidelines before their adoption.
2.
Directors-General and Heads of Service shall ensure the implementation of this
Decision within their Directorate-General or Service, in accordance with the
principles provided by this Decision and the Guidelines referred to in paragraph 1.
3.
Where this Decision and the Guidelines referred to in paragraph 1 offer to line
managers margins of discretion for their implementation, Directors-General and
Heads of Service may give instructions to the line managers within their Directorate-
General or Service on how to exercise that discretion.
4.
Line managers shall decide on individual working arrangements for their staff
regarding the working time and hybrid working arrangements in accordance with this
Decision and, where applicable, instructions received pursuant to paragraph 3. Such
arrangements shall be in conformity with the interests of the service, taking into
account the staff’s specific responsibilities and constraints.
CHAPTER II
WORKING TIME
Article 3
Working time and flexitime arrangements
1.
A staff member’s normal working time shall be set at 40 hours per week, spread over
five working days, from Monday to Friday. A full working day shall be 8 hours,
while a half working day shall be 4 hours. Such hours shall apply
pro rata for staff
authorised to work part-time.
2.
The default working-time arrangement for Commission staff shall be flexitime,
which allows staff to:
(a)
vary the time at which they start and end their working day;
(b)
offset or recuperate additional hours worked, in accordance with the conditions
laid down in Article 6, where eligible.
3.
Directorates-General and Services with specific service requirements may, after
consulting DG HR and the Staff Committee, adjust or complement the working-time
provisions with respect to the entire service.
4.
Due to particular service requirements linked to the nature of their duties and after
consulting DG HR and the Staff Committee, Directorates-General and Services may
decide to exclude certain groups of staff from applying flexitime as referred to in
paragraph 2, by setting fixed working hours or different working hours than those
laid down in Article 5. Any decisions to that effect, already in force before the entry
into force of this Decision, may continue to apply.
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5.
In cases of urgency linked to
force majeure, decisions concerning the working hours
or flexitime referred to in paragraphs 3 and 4 may be adopted before consultation of
the Staff Committee.
Article 4
Basic principles
1.
Line managers, in consultation with staff members, shall ensure that the overall work
assigned to their staff is in principle manageable in a standard 40-hour working
week, while having regard to peak periods during the year. This paragraph shall
apply
pro rata to staff working part-time.
2.
The number of daily working hours may in principle not exceed a total of 10 hours,
including for staff working part-time.
3.
Where excess hours are imposed by service needs, staff may offset those extra hours
by working less hours the following days, weeks or months or by taking a full or half
day of recuperation in accordance with Article 6.
4.
An IT tool shall be made available to staff to record their working hours. Registered
working hours shall correspond to the time actually spent working.
5.
Line managers and staff members shall clarify beforehand their expectations as
regards the implementation of Article 5(1) and of Article 6, paragraphs (4) to (6), and
shall endeavour to reach an agreement on those expectations.
6.
Line managers shall ensure that their staff members respect the applicable rules.
While line managers may delegate the execution of administrative tasks related to the
implementation of this Decision, they shall remain responsible for verifying that the
hours recorded correspond to the time actually spent working.
The evaluation of consistency between hours registered and work performed shall be
output based. Where line managers notice discrepancies between the number of
hours registered and the tasks assigned and corresponding output, they shall discuss
those discrepancies with the staff member concerned before validating the monthly
timesheet. They shall reject registered hours not corresponding plausibly to time
actually spent working.
7.
Line managers and staff members may turn to their HR Business Correspondent for
guidance on the implementation of the working time and flexitime arrangements set
out in this Chapter. HR Business Correspondents shall be supported by DG HR in
interpreting and implementing the rules in a consistent manner.
Article 5
Daily working hours
1.
Staff shall work mainly between 8.00 and 19.00.
Within the time frame set out in the first subparagraph, staff should be available for
interaction with other colleagues from 9.30 to 12.00 and from 15.00 to 16.30 (16.00
on Wednesdays and Fridays). By way of derogation, staff may, in agreement with
their line manager, decide to set other hours during which they shall be available for
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interaction with other colleagues, within the time frame set out in the first
subparagraph.
For the remainder of the hours, staff shall have the flexibility to choose how to
spread their working time daily, in agreement with the line manager, in line with the
needs of the service. Staff may choose to work outside the time frame referred to in
the first subparagraph of this Article, in agreement with the line manager. In such
case, they shall focus on tasks that do not require immediate interaction with other
colleagues.
2.
The time frame referred to in the first subparagraph of paragraph 1 shall not be
considered as stand-by duty. Staff may not be expected to be reachable outside the
working time agreed pursuant to paragraph 1, except in duly justified situations as
defined under paragraph 6.
3.
Staff shall be encouraged to take regular breaks, especially when working in front of
a screen. They shall take a minimum of one break of at least 20 minutes per working
day9.
4.
Line managers shall respect the principles of trust-based management, which entail a
high level of autonomy for staff and no unnecessary control. However, they may
unilaterally determine the working hours of staff members who fail to comply with
the responsibilities attached to this level of autonomy.
5.
Line managers shall ensure adequate planning of the daily and weekly work, to
ensure service continuity, and show flexibility for staff’s personal commitments and
breaks.
6.
Line managers and other staff may not contact staff or request them to work from
19.00 to 8.00 (‘disconnection period’), except in any of the following cases:
(a)
emergency;
(b)
preagreement;
(c)
where the nature of the work or tasks require availability during such hours.
Information and/or emails received by the staff member which do not require their
immediate reaction or are not specifically addressed to them shall not be considered
to be a contact referred to in the first subparagraph.
The same right to disconnect shall apply at weekends, on public holidays and during
the staff’s annual leave or other types of leave.
Article 6
Offsetting and recuperating working hours
1.
Where staff members have worked more than their normal working time, as referred
to in Article 3(1), they shall be credited with the corresponding amount of time
(‘credit’). Where staff members worked less than the normal working time, they shall
9
Interpretative Communication C(2017) 2601 on Directive 2003/88/EC of the European Parliament and
of the Council concerning certain aspects of the organisation of working time (OJ C 165, 24.5.2017, p.
1).
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be debited with the corresponding amount of time (‘debit’). The IT tool referred to in
Article 4(3) shall be used to record and display their ‘credit’ or ‘debit’ hours.
2.
The number of credit hours may in principle not exceed 2 hours for a given working
day. However, where the needs of the service so require, in particular during peak
periods, more than 2 daily working hours may exceptionally be counted as credit
hours.
3.
The balance of credit and debit hours shall be calculated at the end of each calendar
month.
Any credit balance shall be carried over to the next month.
A debit balance shall not exceed 20 hours. It shall be carried over to the next month.
By way of exception, a debit balance exceeding 20 hours at the end of the month
may be carried over to the next month where, because of service reasons, sick leave
or
force majeure, the staff member concerned was prevented from adjusting the
balance appropriately.
4.
As a general rule, a monthly credit balance shall be offset by subsequent shorter
working time compared to the daily average of 8 hours. A debit balance shall be
offset by a longer working time during the following six calendar months at the
latest.
5.
Where the balance is in credit, staff eligible pursuant to Article 55(4) of the Staff
Regulations may request recuperation of the hours in credit. Only half days or full
days may be recuperated. No more than two full days or four half days may be taken
as recuperation each calendar month.
Staff members to whom the second paragraph of Article 44 of the Staff Regulations
applies shall not be eligible for recuperation.
6.
Where a staff member requests recuperation, the line manager, having due regard to
the principles of trust-based management, shall approve the request where both of the
following conditions are met:
(a)
a credit balance is justified by the staff member’s work;
(b)
the request is compatible with the interests of the service.
Article 7
Specific situations
1.
Absences for annual leave, special leave and sick leave shall be accounted for on the
basis of a normal working day of 8 hours in the case of a full day and 4 hours in the
case of a half day. This paragraph shall apply
pro rata to staff working part-time.
2.
Working hours during a mission shall be accounted in the same manner as normal
working hours.
Travelling time for a mission shall be counted and registered as working time,
including when taking place on a weekend or on a public holiday.
Where a mission finishes with an overnight flight and a morning return to the place
of work, a compensation of half a day of leave shall be granted on the day of return.
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Where leave cannot be taken immediately upon return, a half day of leave shall be
taken in due course following the return from the mission.
3.
Any other work-related activity such as training or tasks related to personnel
administration in the Commission shall be accounted as working time, provided that
the line manager agrees and that the activity takes place in the interests of the service
or is required by the needs of the service.
4.
Participation to trade unions activities shall be dealt with in accordance with the
Framework Agreement of 18 December 2008 governing relations between the
Commission and the representative Trade Unions and Staff Associations. Statutory
representation shall be counted as working time.
CHAPTER III – HYBRID WORKING
Article 8
Definition and basic principles
1.
For the purposes of this Decision, ‘hybrid working’ means a combination of
teleworking and working at the office.
2.
Teleworking means carrying out work remotely with the help of digital tools.
Teleworking shall only be allowed for tasks that, by their nature, can be adequately
performed remotely.
3.
DG HR shall set up a register of types of tasks incompatible with teleworking.
4.
Working at the office and teleworking shall be considered as equivalent ways of
working.
Article 9
Hybrid working arrangements
1.
All staff whose tasks are compatible with teleworking may perform part of their
working time remotely, by reaching an arrangement with their line manager on a
trust basis, which takes into account the interests of the service and the wellbeing of
staff.
The arrangement shall, in principle, be formalised. However, by common agreement
between the line manager and the staff member, such arrangement may be informal.
All arrangements, regardless of their form, shall be subject to the rules laid down in
this Article.
2.
Staff members shall in principle be entitled to a stable arrangement as laid down in
paragraphs 6 and 7. However, subject to the agreement of their line manager, staff
members may exceptionally telework during another time slot or other time slots
than the one previously agreed or be granted an
ad hoc additional time slot of
teleworking, provided that, as a result, staff members do not telework more than 60%
of their weekly working time.
3.
Except in the cases referred to in Article 12, teleworking shall be performed on a
voluntary basis and staff shall have the right to come to the office every day without
prior authorisation, including when they are authorised to telework.
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4.
Staff members shall register in advance whether they will be teleworking or working
at the office using the dedicated IT tool in accordance with this Decision and with the
rules set out by DG HR. The tool shall cater for flexibility for staff members and for
planning.
5.
In accordance with the principles of a trust-based working culture, staff shall ensure
that the time slots of presence at the office and the time slots of telework conform to
what was agreed with their line manager. In cases where such principles are not
respected by the staff member, the line manager may increase monitoring.
6.
Staff members who wish to telework up to 20% of their weekly working time shall
inform their line manager of their intention to telework and the corresponding time
slot or time slots. Such teleworking arrangements shall be granted for a renewable
period of six or twelve months, or for the duration of the contract, whichever is
shorter. For duly justified services reasons, line managers may instruct staff to
telework on another time slot or other time slots than the one or ones previously
agreed.
7.
Staff members who wish to telework more than 20% and up to 60% of their weekly
working time shall have to agree on a working arrangement to that effect with their
line manager, which shall set out the chosen teleworking days. Such teleworking
arrangements shall be granted for a renewable six-month period. For duly justified
reasons, line managers may refuse totally or partially the request to telework for
more than 20% and/or may ask staff to telework on another time slot or other time
slots than the one or ones previously agreed.
8.
The teleworking arrangements referred to in paragraphs 6 and 7 may be modified at
the request of the staff member or of the line manager after hearing the staff member
concerned. The modified arrangement shall enter into force after a period of one
month.
9.
Where the line manager considers that it is necessary in the interests of the service, a
staff member may be authorised to telework more than 60% during the week.
10.
Staff members with temporary health issues impacting their mobility but who are
still able to telework may request to telework for the whole duration of their health
issue.
Mobility issues shall be certified by a doctor and notified to the Commission’s
medical officer, who may proceed with any appropriate verification.
11.
Line managers shall ensure that the presence of staff at the office is spread as evenly
as possible during the whole working week.
12.
Line managers may decide that, on a specific time slots during the working week the
whole unit, sector or team is required to be present at the office to facilitate team
building, internal planning or organisation and brainstorming, as well as informal
exchanges between colleagues. In such cases, those time slots shall be communicated
to staff in advance, except in case of emergency.
13.
Where the proper functioning of the service would otherwise be compromised, line
managers may require staff members to work at the office for the entire relevant
period, on grounds related to the interests of the service. Such a decision shall not
entail nor require the modification of teleworking arrangements.
14.
Line managers shall ensure fairness and equal treatment in the implementation of this
Article, to ensure that all staff can benefit from teleworking arrangements.
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15.
Directorates-General and Services shall ensure that teleworking arrangements are
applied in a fair and equal way across the service.
Article 10
Place of telework
1.
Without prejudice to Article 11, telework shall be performed at the place of
employment or at no greater distance therefrom as is compatible with the proper
performance of the duties, in accordance with Article 20 of the Staff Regulations.
Staff shall telework from a place allowing them to physically come to the office
within a reasonable time without being dependent on the hazard of transportation, in
case of an unforeseen service need.
This paragraph shall not prevent staff members, working in Luxembourg or other
places of employment which are in a similar geographical situation vis-à-vis
neighbouring Member States, from residing outside the Member State of the place of
employment.
2.
Teleworking staff shall ensure they have a reliable broadband connection and an
appropriate working environment. Staff shall be expected to ensure compliance with
data security and cybersecurity and respect applicable confidentiality standards.
Where technical issues linked to connectivity or to their home office environment
prevent them from adequately performing their duties, staff shall return to the office
at their own expense within a reasonable time.
Article 11
Telework outside the place of employment
1.
All staff may telework outside the place of employment referred to in Article 10(1)
for up to 10 working days per calendar year, upon their request and subject to the
agreement of their line manager.
Directors-General and Heads of Service shall supervise the implementation of the
first subparagraph and ensure that it is applied consistently. Directorates-General and
Services shall provide DG HR annually with aggregate data on the application of the
first subparagraph.
2.
In exceptional circumstances, such as duly documented imperative family reasons,
an authorisation to telework outside the place of employment referred to in Article
10(1) may be granted by DG HR for up to one month, after consulting the staff’s line
manager. The authorisation may be renewed under the same conditions.
3.
Where, in accordance with Article 5 of Annex V to the Staff Regulations and
Articles 16 and 91 of the CEOS, staff members are recalled to duty for service
reasons while on annual leave or have their leave cancelled, their line managers may
authorise them to telework outside the place of employment for a number of days in
addition to the 10 working days referred to in paragraph 1.
4.
Staff teleworking outside the place of employment shall ensure that they have a
suitable broadband connection and a home office environment allowing them to
adequately perform their duties. Where they cannot perform their duties adequately,
staff shall either take annual leave where compatible with the interests of the service,
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or return to the office or to the place of telework within the meaning of Article 10(1)
at their own expense within 48 hours. The time during which staff could not perform
their duties due to technical issues shall be debited to the staff’s working hours.
5.
Staff authorised to telework outside the place of employment shall communicate
their temporary address to the administration before the start of such teleworking
period.
Article 12
Force majeure and other special cases
1.
At the request of a Directorate-General or Service and after consulting the Staff
Committee, DG HR may, for duly justified reasons, authorise telework for an
extensive and uninterrupted period of time for all or part of a service or department.
2.
In cases of
force majeure, DG HR may, after consulting the Secretariat-General and
the Legal Service and informing the staff representation, require staff members to
telework for extensive and uninterrupted periods, until further notice. The timeline
for consultation shall be commensurate to the nature and extent of the circumstances
constituting
force majeure.
Article 13
Equipment, technical support and connectivity
1.
Directorates-General and Services, in collaboration with the Directorate-General for
Informatics (‘DG DIGIT’), shall provide all teleworking staff with at least a laptop
computer. The laptop computer shall be used both at the office and when
teleworking.
2.
The Commission shall provide staff with adequate IT tools required for both work at
the office and telework. These tools shall enable staff to benefit fully from the
opportunities of both working modalities, including virtual and hybrid meetings, in
order to maintain staff motivation and efficiency. DG HR and DG DIGIT shall
support staff with additional equipment, depending also on their job profile, subject
to budgetary availability10.
3.
Specific needs of staff with disability on telework shall be catered for in accordance
with the reasonable accommodation conditions set out by Article 8 of Commission
Decision C(2004) 131811.
4.
Where appropriate, DG HR may adopt a decision providing for a lump sum covering
certain costs of teleworking staff, subject to budgetary availability.
10
This may for example include a keyboard, a mouse, a webcam, a headset/USB phone, a screen and an
ergonomic chair.
11
Commission Decision C(2004) 1318 of 7.4.2004 implementing Article 1d(4) of the Staff Regulations.
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Article 14
Health and safety
1.
The Commission shall provide teleworking staff with information on occupational
health and safety, ergonomics, document security, use of IT equipment, precautions
to be taken against damage and theft and any other subject relating to telework.
2.
Managers shall follow trainings concerning the specificities of managing teleworking
staff, including leading a team and building team spirit, monitoring performance and
motivation of each team member as well as the possible risks and dangers of digital
overload and digital burnout.
3.
Staff on telework shall be covered by the insurance against accident and occupational
disease provided by Article 73 of the Staff Regulations to the same extent as staff
working at the office.
4.
Teleworking staff shall take reasonable preventive measures to avoid physical risks
in their teleworking space. The Commission shall organise regular and adequate
prevention campaigns on health and safety when teleworking.
Article 15
Appointing authority
For the implementation of this Chapter, Directors-General and Heads of Service shall be the
appointing authority responsible in their respective Directorate-General or Service. They shall
sub-delegate that power to the line managers.
CHAPTER IV
FINAL PROVISIONS
Article 16
Joint Committee on Hybrid Working
1.
A Joint Committee on Hybrid Working is hereby established.
2.
The role, composition and working arrangements of the Joint Committee on Hybrid
Working are laid down in the Annex.
3.
The role of the Joint Committee on Hybrid Working shall be reviewed at the latest by
30 September 2023.
Article 17
Monitoring and evaluation
1.
DG HR shall be responsible for monitoring the effective implementation and
compliance with this Decision within the Commission and shall ensure that it is
applied consistently by:
(a)
regular contacts with the HR Business Correspondents;
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(b)
consultation of the COPEC, the Joint Committee on Prevention and Protection
at Work, the security and hygiene committees, and the Joint Committee on
Hybrid Working;
(c)
issuing the Guidelines referred to in Article 2(1).
2.
DG HR shall perform an evaluation of the implementation of this Decision by 30
September 2023. On the basis of that evaluation, the Commission shall assess
whether adjustments to this Decisions are required, after concertation with the trade
unions.
3.
DG HR shall monitor the use of hybrid working, including as regards gender. Where
relevant, it shall analyse the options to encourage the equal use of teleworking by
men and women.
Article 18
Repeal and consequences of repeal
1.
Decisions C(2014) 2502 final and C(2015) 9151 final are repealed.
2.
All existing structural teleworking agreements concluded on the basis of Decision
C(2015) 9151 final shall end on the date of entry into force of this Decision.
3.
Pursuant to Article 4(1) of Commission Decision C(2005) 266512, the Joint
Committees on Part-time Work established by Article 8 of Commission Decision
C(2015) 972013 in the different places of employment in the Commission are hereby
dissolved.
Article 19
Entry into force
This Decision shall enter into force on 01 April 2022.
Done at Brussels, 24.3.2022
For the Commission
Johannes HAHN
Member of the Commission
12
Commission Decision C(2005) 2665 of 14.03.2005 on improving social dialogue in the Commission
through joint committees.
13
Commission Decision C(2015) 9720 of 8.1.2016 on Article 55a of the Staff Regulations and Annex IVa
thereto concerning part-time work.
EN
13
EN
