Updated on 10 October 2026.

This article provides approximate net salaries at EIGE, the European Gender Equality Institute, located in Vilnius, Lithuania.

Introduction

Navigating salary expectations for EU institutions and decentralised agencies can be challenging. Most vacancy notices published by the European Institute for Gender Equality (EIGE) advertise only the basic gross salary, leaving prospective applicants in the dark about their actual monthly take-home pay.

In practice, your actual bank deposit in Vilnius differs substantially from the advertised basic grade. Your final net remuneration is shaped by two offsetting dynamics: statutory additions (such as the 16% expatriation allowance, household allowance, and child benefits) and the local Correction Coefficient, which adjusts purchasing power relative to Brussels.

Because Lithuania’s Correction Coefficient currently stands at 87.4%, unadjusted Brussels figures are weighted by 0.874. However, because EU civil servants are exempt from national income taxes and pay progressive Community tax with family allowances, net take-home pay at EIGE remains competitive within the Baltic region.

This comprehensive guide breaks down the latest statutory salary grids for all four staff categories at EIGE—Administrators (AD), Assistants (AST), Secretaries and Clerks (AST/SC), and Contract Agents (FG I–IV). It outlines exactly how the European Commission calculates take-home pay across four typical household scenarios and provides verified details on relocation, schooling, and statutory benefits.

About EIGE

EIGE is an EU agency dealing with issues related to gender equality. It works on promotion of gender equality through collecting and producing resources on gender mainstreaming and other tools and instruments. EIGE is most widely known for its production of the Gender Equality Index. Check out the EIGE factsheet if consider working there or are preparing for an interview.

Like all decentralised EU agencies, EIGE operates under the single legal framework of the EU Staff Regulations and the Conditions of Employment of Other Servants (CEOS). Staff belong to the same statutory grading scales as officials in Brussels, Luxembourg, or Frankfurt.

The fundamental difference lies in geographic weighting. Under Article 64 of the Staff Regulations, a Correction Coefficient is applied to all remuneration to ensure equal purchasing power regardless of your duty station.

How to Understand the Four Personal Scenarios

Because personal circumstances fundamentally alter statutory entitlements, the calculations below outline four common profiles:

• Situation 01: Single local, no children. An employee holding Lithuanian nationality (or an expat who has resided in Lithuania for over five years prior to recruitment). They receive no expatriation or household allowances.
• Situation 02: Married local, two children. A Lithuanian national with a registered spouse/partner and two dependent children. They qualify for the household allowance and child allowances, but no expatriation allowance.
• Situation 03: Single expat, no children. A non-Lithuanian EU national moving to Vilnius. They receive the statutory 16% expatriation allowance on top of basic pay.
• Situation 04: Married expat, two children. An expatriate EU national relocating with a spouse/partner and two dependent children. They qualify for the full benefits package: household allowance, two dependent child allowances, and the 16% expatriation allowance calculated on the combined sum of basic pay and family allowances.

eige net pay Calculation

Administrators Remuneration Across 4 Scenarios (AD 5, Step 1)

To demonstrate how every allowance and deduction interacts in practice, the breakdown below models an Administrator at grade AD 5, Step 1 with a nominal basic salary of €5,973.44.

The table shows both the unadjusted baseline components (Brussels 100% equivalent) and the final net take-home remuneration deposited into your bank account after applying the 87.4% Lithuanian Correction Coefficient:

N.B. These calculations are indicative and based on statutory rules. Only EIGE’s Human Resources unit can calculate your exact individual figure upon reviewing formal supporting documentation (marriage certificates, children’s school status, and previous residence history).

Administrator (AD) Salaries at EIGE

Administrators manage gender equality research projects, legal assessments, communications, and institutional cooperation at EIGE.

The table below reflects the current monthly basic salary (Step 1) and the estimated monthly net take-home remuneration in Vilnius after applying all statutory deductions, allowances, and the 87.4% Correction Coefficient.

Assistant (AST) Salaries at EIGE

Assistants at EIGE carry out essential operational, administrative, budgetary, and technical duties. Grades range from entry-level AST 1 up to senior executive coordinators at AST 11.

Secretaries and Clerks (AST/SC) Salaries at EIGE

The AST/SC function group covers secretarial support, office administration, and document management. New recruits enter primarily at AST/SC 1 (0–3 years of experience) or AST/SC 2 (over 4 years of experience).

According to the most recent consolidated annual activity report (CAAR), EIGE does not employ any secretaries and clerks.

Contract Agent (CA) Salaries at EIGE

A substantial portion of EIGE staff are employed as Contract Agents under Article 3a of the CEOS (in contrast to the European Commission and other Brussels-based EU institutions that employ contract agents under Article 3b, contract agents at EIGE can attain an indefinite contract in most cases).

Contract Agents are organised into four Function Groups (FG I to FG IV) depending on the complexity of duties and required educational background:

• FG IV (Grades 13–18): Policy officers, researchers, data analysts, and administrative managers.
• FG III (Grades 8–12): Financial assistants, IT support officers, and executive project assistants.
• FG II (Grades 4–7): Secretarial staff, office clerks, and general logistics support.
• FG I (Grades 1–3): Manual and practical administrative services.

Below are typical entry benchmarks across the function groups:

Note: In Contract Agent roles, prior relevant professional experience directly dictates whether you start in Grade 13 (under 5 years) or Grade 14 (between 5 and 17 years) in FG IV, or Grade 8 versus Grade 9 in FG III.

Allowances and other benefits for EU institutions staff

Several allowances and other benefits can quite significantly boost an EU official’s income. This largely depends on whether the person is an expat and has a spouse and/or children. When considering a job at an EU institution, people too often do not take these benefits into account. Important – these benefits are available to Administrators in grades AD 5-16, Assistants in grades AST 1-11, Secretaries and Clerks in grades AST/SC 1-6, and Contract Agents in grades FG I-IV.

• Travel costs on taking up duties. Reimbursement of travel costs for the official and eligible family members from the place of recruitment to the place of employment.
• Daily subsistence allowance. Paid during your initial onboarding period if you must change your residence to take up duties at your place of employment. Staff entitled to the household allowance (staff with a spouse or/and dependents) receive €55.40 per calendar day for up to 10 months (probation period plus one month). Staff without household allowance receive €44.68 per calendar day for 120 days.
• Installation allowance and coverage of removal costs (one-time payments). A lump sum granted upon completing your probationary period when moving your domicile. Single staff receive one month’s basic salary (with a statutory floor of €1,577.18 for officials and temporary agents, and €937.77 for contract agents). Staff relocating with family receive two months’ basic salary (minimum €1,577.18).
• Expatriation allowance or Foreign Residence allowance. Paid to officials who are not nationals of their host country and have not habitually resided or carried out their main occupation there during the five years ending six months before entering the service. It equals 16% of the sum of basic salary, household allowance, and dependent child allowances (subject to a statutory minimum of €714.89 per month). Expats who are not entitled to the expatriation allowance get a foreign residence allowance that equals 4% of the basic salary amount (subject to a statutory minimum of €178.65 per month).
• Household allowance. Calculated as a flat base of €241.21 plus 2% of basic salary for married staff, registered non-marital partners, or single parents with dependent children.
• Dependent child allowance. A flat payment of €527.06 per month per child, granted automatically up to age 18, or up to age 26 while the child is in full-time educational or vocational training.
• European School enrollment for children or Education allowance. Children of EU institutions staff enjoy free tuition at local European Schools. Where no European School is available and university attendance, staff receive a statutory Education Allowance or a Pre-school Allowance. The Education Allowance amount is up to a ceiling of €357.62, and is doubled if there is no European School near the institution’s headquarters. The Pre-school Allowance amount is €128.76 per month. Both allowances are subject to the correction coefficient.
• Healthcare costs reimbursement to a level of 80-85% through the EU’s Joint Sickness Insurance Scheme (JSIS) for the employee and any direct family members and dependents. 100% reimbursement of costs in case of a serious illness.
• Accident insurance.
• Annual travel grant. An annual flat-rate payment assisting expatriate staff and family members with travel to their official place of origin.
• Birth & adoption grant. A flat-rate grant of €198.31 paid upon the birth or adoption of a child.
• Parental leave allowance. Statutory leave grant of €1,289.65 per month (or €1,719.56 per month for single parents) during approved parental leave.
• Unemployment allowance.
• Removal expenses when leaving your home country and again when leaving your EU institution.
• EU pension, survivors and orphan’s pensions, invalidity allowance.
• Lump sum payments in case of permanent invalidity or death.
• Lump sum funeral expenses. Costs incurred upon the death of an official, their spouse, or dependent child are reimbursed up to a statutory ceiling of €3,365.18. If death occurs while on official mission, the costs of repatriating the body to the official’s place of origin are fully covered by the institution.
• Invalidity & Survivor Pensions: Comprehensive life, disability, and death social security/coverage. In case of accidental death related to duties, a lump sum of 5 times the annual basic salary is paid to eligible beneficiaries, with invalidity and orphan pensions ensuring partial income continuation.