# Disability and employment in EU institutions

- Link: https://euemployment.eu/disability-and-employment-in-the-european-commission/
- Published: 2024-02-28T20:27:04+01:00
- Author: Ben

According to a 2021 [survey](https://ec.europa.eu/info/about-european-commission/organisational-structure/people-first-modernising-european-commission/people-first-diversity-and-inclusion_en),**
4.4% of [European Commission](https://euemployment.eu/glossary/european-commission/)
and EEAS staff have reported that they have a [disability](https://euemployment.eu/glossary/disability/),**
and another** 6.4% respondents indicated that they care for a family member with
a [disability](https://euemployment.eu/glossary/disability/)**. If you are a member
of the above group, this article might help you to evaluate whether to apply for
a job at an EU institution.

## Why to work for EU institutions?

The [European Commission](https://euemployment.eu/glossary/european-commission/),
the [European Parliament](https://euemployment.eu/glossary/european-parliament/),
EU agencies and other institutions of the European Union are one of the best possible
employers for you if you are a person:

 * with a **[disability](https://euemployment.eu/glossary/disability/)** or
 * with a **disabled child**, or
 * with **another dependent person who has a [disability](https://euemployment.eu/glossary/disability/)**(
   spouse, parent, etc.),

Read this article to find out why!

## EPSO and disability

The European Personnel Selection Office ([EPSO](https://euemployment.eu/glossary/epso/))
is increasingly encouraging persons with any kind of [disability](https://euemployment.eu/glossary/disability/)
to apply for jobs at EU institutions. This is because of two reasons – respect for
human rights, but also to attract the most qualified professionals to careers in
EU institutions.

EPSO video about disability-related and other adjustments during selection procedures

## What level of disability is accepted by EU institutions?

The Staff Regulation defines [disability](https://euemployment.eu/glossary/disability/)
as “**long-term physical, mental, intellectual or sensory impairment which, in interaction
with various barriers, may hinder his full and effective participation in society
on an equal basis with others**.”

The type of [disability](https://euemployment.eu/glossary/disability/) acceptable
for a vacancy depends on the particular job. The main principle is that a person
is supposed to be able to perform the required tasks with “**[reasonable accommodation](https://euemployment.eu/glossary/reasonable-accommodation/)**”.
For example, if you have a physical handicap, you might not qualify as a security
guard or building maintenance, but you would be fully eligible for most office “
white collar” jobs. If you have a hearing aid, you might not be a sound technician
at the [European Parliament](https://euemployment.eu/glossary/european-parliament/)
but might again work at most other jobs.

## What is meant by ‘reasonable accommodation’

**“Reasonable accommodation” is understood as any measure to accommodate a disabled
person that are not imposing a disproportionate burden on the employer.** This is
usually understood as adjusting the working space, however, the Staff Regulation
gives the employers much more flexibility beyond this. Here are some examples of
what might constitute ‘reasonable accommodation’:

 * _Accessible premises_: main entrances, doors, doorsteps, lavatories, canteens,
   etc.
 * _Appropriate workspace_: adjustable height table, appropriate seating, etc.
 * _ICT measures_: appropriate hardware (keyboards, mice) and software (screen readers,
   ability to adjust screen contrast and colour scheme, policy that allows installing
   necessary software, etc.).
 * _Working time adjustments_: possibility to work part-time, irregular hours, extra
   breaks, taking time for medical visits, etc.
 * _Availability of leave _due to medical reasons.
 * _Other accommodations_: employer-financed taxi/transportation services to/from
   work, business class air travel during missions.

This is not an exclusive list of [reasonable accommodation](https://euemployment.eu/glossary/reasonable-accommodation/)
measures. An EU institution’s management can often take a decision to make adjustments
required by an individual employee.

## European Commission medical examination

Article 28 of the Staff Conditions requires, among other things, the candidate is
physically fit to perform his/her duties. This fitness is evaluated during a “medical
examination” mentioned in Article 33.

**Read the complete article on the [European Commission medical examination](https://euemployment.eu/european-commission-medical-examination/),
however, below are the main relevant points.**

You should disclose all relevant health information during the [medical examination](https://euemployment.eu/glossary/medical-examination/).
The point of the [medical examination](https://euemployment.eu/glossary/medical-examination/)
is not to disqualify you from competition for a particular vacancy, but to assess
whether you are able to perform the required tasks and what accommodations are necessary
for you to be able to effectively work.

During the [European Commission](https://euemployment.eu/glossary/european-commission/)
[medical examination](https://euemployment.eu/glossary/medical-examination/), it
will also be established if you have any “**serious illness**”. If such illnesses
are established, this will entitle you to reimbursement of some healthcare services
and medicines at a 100% rate instead of the regular 80-85% rate from **[JSIS](https://euemployment.eu/glossary/joint-sickness-insurance-scheme-jsis/)**,
the [European Commission](https://euemployment.eu/glossary/european-commission/)
healthcare insurance scheme for employees of EU institutions.

One major disadvantage of having a prior [disability](https://euemployment.eu/glossary/disability/)
or a similar health condition when qualifying for a job in EU institutions is that
it might **restrict your eligibility to some social security benefits for** **five
years** from the initial employment date. The following benefits might be affected:

 * Insurance against the risk of death and of invalidity occurring during employment
 * Entitlement to an early pension due to an occupational safety hazard
 * Survivor’s pension for one’s spouse and orphan’s pension for a child

In practical terms this means that if you will die during the first five years of
employment at an EU institution and a causal link will be established with your 
prior serious health condition, your family might not be entitled to a rather generous
social security payment and a survivor’s pension for spouse and/or underage children.

Also, if your prior [disability](https://euemployment.eu/glossary/disability/) gets
worse during the first five years of employment, the EU institution you’re employed
at will not bear the same responsibility as it would for employees without a pre-
existing [disability](https://euemployment.eu/glossary/disability/) at the date 
of initial employment.

## Parents of children with disabilities and JSIS

A career in any EU institution can be a **great financial support to any parent 
with a disabled child** or other dependent relative. This is because all dependent
family members are automatically covered by [JSIS](https://euemployment.eu/glossary/joint-sickness-insurance-scheme-jsis/).

From the first day of your employment, you and your dependents can get 80-85% of
most healthcare costs and medicines reimbursed. In case of a “serious illness”, 
also one related to a pre-existing [disability](https://euemployment.eu/glossary/disability/)
or a similar serious health condition, healthcare services and medicines related
to treating this condition are reimbursed at a 100% rate.

At the time of the selection procedure and during the [medical examination](https://euemployment.eu/glossary/medical-examination/)
you are neither asked, nor required to disclose information about the state of health
of your family members.

## Conclusion

I would like to add from my own experience that the above is not just a theoretical
description. While I don’t know of many former colleagues with disabilities, I had
one colleague with quite a severe physical [disability](https://euemployment.eu/glossary/disability/).
It was excellent to observe how management of the institution had a tailored plan
to accommodate the person’s needs so that the colleague could contribute to our 
common work at full capacity.

I would like to fully endorse that any person with a [disability](https://euemployment.eu/glossary/disability/)
considers a career in an EU institution that’s the best fit to their interests and
skillset.

### Legal excerpts

Relevant articles from the [Staff Regulations](https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=CELEX%3A01962R0031-20220101):

 * **DEFINITIONS OF [DISABILITY](https://euemployment.eu/glossary/disability/) AND
   REASONABLE ACCOMODATION** | Article 1c:
    - […] a person has a **[disability](https://euemployment.eu/glossary/disability/)
      if he has a long-term physical, mental, intellectual or sensory impairment
      which, in interaction with various barriers, may hinder his full and effective
      participation in society** on an equal basis with others.
    - A person with a [disability](https://euemployment.eu/glossary/disability/)
      meets the conditions laid down in point (e) of Article 28 [being ‘fit for 
      service’] if he can perform the essential functions of the job when **[reasonable accommodation](https://euemployment.eu/glossary/reasonable-accommodation/)**
      is made. ‘Reasonable accommodation’, in relation to the essential functions
      of the job, shall mean **appropriate measures, where needed, to enable a person
      with a [disability](https://euemployment.eu/glossary/disability/) to have 
      access to, participate in, or advance in employment, or to undergo training,
      unless such measures would impose a disproportionate burden on the employer**.
 *  - [**Affirmative action** is allowed] The principle of equal treatment shall
      not prevent the appointing authorities of the institutions from maintaining
      or adopting measures providing for specific advantages in order to make it
      easier for persons with disabilities to pursue a vocational activity or in
      order to prevent or compensate for disadvantages in their professional careers.
 * **BIRTH- OR ADOPTION-RELATED LEAVE** | Article 6:
    - Birth of a disabled or seriously ill child: 20 days, to be taken during the
      14 weeks following the birth;
 *  - Adoption of a child: 20 weeks, rising to 24 weeks in the case of the adoption
      of a disabled child.
 * **[EUROPEAN COMMISSION](https://euemployment.eu/glossary/european-commission/)
   [MEDICAL EXAMINATION](https://euemployment.eu/glossary/medical-examination/)**
   | Article 33:
    - Before appointment, a successful candidate shall be **medically examined**
      by one of the institution’s medical officers in order that the institution
      may be satisfied that he fulfils the requirements of Article 28 (e) [be physically
      fit to perform duties].
    - Where a **negative medical opinion** is given as a result of the [medical examination](https://euemployment.eu/glossary/medical-examination/)
      provided for in the first paragraph, the candidate may, within 20 days of 
      being notified of this opinion by the institution, request that his case be
      submitted for the opinion of a medical committee composed of three doctors
      chosen by the appointing authority from among the institutions’ medical officers.
      The medical officer responsible for the initial negative opinion shall be 
      heard by the medical committee. The candidate may refer the opinion of a doctor
      of his choice to the medical committee. Where the opinion of the medical committee
      confirms the conclusions of the [medical examination](https://euemployment.eu/glossary/medical-examination/)
      provided for in the first paragraph, the candidate shall pay 50 % of the fees
      and of the incidental costs.
 * **SPECIAL LEAVE TO CARE FOR A DEPENDENT RELATIVE** | Article 40:
    - the **leave [to care for a disabled dependent]** may be extended without limits,
      provided that, at the time of each extension, the conditions which warranted
      the grant of the leave continue to be fulfilled [this applies to caring for
      child considered as a dependant, to assist his spouse, a relative in the ascending
      line, a relative in the descending line, or to assist a brother or a sister
      in the case of medically certified serious illness or disability].
 *  - During leave, an [official](https://euemployment.eu/glossary/official/) shall
      not be entitled to advancement to a higher [step](https://euemployment.eu/glossary/grade/)
      or [promotion](https://euemployment.eu/glossary/reclassification/) in [grade](https://euemployment.eu/glossary/grade/);
      his membership of the social security scheme provided for in Article 72 and
      73 and cover for risks under that scheme shall be suspended.
 * **PARENTAL LEAVE** | Article 42a:
    - An [official](https://euemployment.eu/glossary/official/) shall be entitled
      to up to six months of **parental leave** without [basic salary](https://euemployment.eu/glossary/basic-salary/)
      for every child, to be taken during the first twelve years after the birth
      or adoption of the child. The duration of the leave may be doubled for single
      parents recognised under general implementing provisions adopted by the appointing
      authority of each institution and for parents of dependent children with a
      [disability](https://euemployment.eu/glossary/disability/) or a severe illness
      recognised by the institution’s medical officer. The minimum leave taken at
      any one time shall not be less than one month.
 * **PART TIME WORK** | Article 55a:
    - An [official](https://euemployment.eu/glossary/official/) may request **authorisation
      to work part time**. The Appointing Authority may grant such authorisation
      if this is compatible with the interests of the service.   The [official](https://euemployment.eu/glossary/official/)
      shall be entitled to authorisation in the following cases: (e) to care for
      a seriously ill or disabled spouse, relative in the ascending line, relative
      in the descending line, brother or sister. Where such entitlement to authorisation
      is exercised to care for a seriously ill or disabled spouse, relative in the
      ascending line, relative in the descending line, brother or sister, or to 
      take part in further training, the total of all such periods shall not exceed
      five years over the official’s career.
 * **CHILD ALLOWANCE** | Article 67:
    - The dependent **child allowance may be doubled**, by special reasoned decision
      of the appointing authority based on medical documents establishing that the
      child concerned has a [disability](https://euemployment.eu/glossary/disability/)
      or a long-term illness which involves the [official](https://euemployment.eu/glossary/official/)
      in heavy expenditure.
 * **PENSIONS** | Article 76a:
    - A surviving spouse who has a serious or protracted illness or who is disabled
      may receive **financial aid increasing the pension** from the appointing authorities
      of the institutions for the duration of the illness or [disability](https://euemployment.eu/glossary/disability/)
      on the basis of an examination of the social and medical circumstances of 
      the person concerned. Rules implementing this Article shall be fixed by common
      accord between the institutions, after consulting the [Staff Regulations](https://euemployment.eu/glossary/staff-regulations/)
      Committee.

_Video: (c) [epso](https://euemployment.eu/glossary/epso/).europa.eu_