Working at EDA


The Agency is an “outward-facing” organisation, constantly interacting with its shareholders, the participating Member States, as well as with a wide range of stakeholders. It works in an integrated way, with multi-disciplinary teams representing all the Agency’s functional areas, to realise the objectives of its annual Work Programme and its rolling three-year Work Plan.

Its business processes are flexible and oriented towards achieving results.

Staff at all levels need to demonstrate:

  • the corresponding qualities of flexibility, innovation, and team-working;
  • to work effectively with shareholders and stakeholder groups, formal and informal; 
  • and to operate without the need of detailed direction.

EDA is staffed by Temporary AgentsContract Agents and Seconded National Experts.

As an equal opportunity employer, the Agency selects its staff without any distinction on grounds of nationality, age, race, gender, political, philosophical or religious conviction or sexual orientation and regardless of disabilities, marital status or other family situation.



Candidates for Temporary Agent positions are recruited in the first step of the grade advertised in the vacancy notice on which they were selected. Depending on the years of professional experience, they may be awarded an additional step. Candidates for Contract Agent positions are recruited in the Function Group advertised in the vacancy notice on which they were selected. Based on the years of professional experience they will be awarded their grade in the Function Group. Contract Agents are recruited in the first step of their allocated grade. 

The basic salaries in step 1 for each of the grades are featured in the hereafter salary grids. Taxes, social security contributions and allowances are calculated on the basis of the basic salary of staff.



Members of staff of the EDA may be entitled to different allowances:

  • Family allowances: depending on family circumstances, staff may be entitled to the following family allowances: household allowance, dependent child allowance, education allowance, birth grants and tax abattment for dependent children.
  • Other allowances: Expatriation allowance (16% of basic salary), foreign residence allowance (4% of basic salary), various allowances for standby duty and other.
  • Travel: Apart from travel and removal costs on taking up duties, between or from places of employment, travel costs can also be allowed for employees to their place of origin each year.
  • Pension: Employees are entitled to the payment of a severance grant or the transfer of the actuarial equivalent of their retirement pension rights in accordance with certain provisions.

Annual leave

Annual leave starts at 24 days per year. Extra leave is granted according to several criteria (distance between place of work and place of origin, etc.). In addition, staff may benefit from special leave provisions. Subject to applicable conditions, staff are also entitled to family, parental leave the possibility of part-time work.

 Important disclaimer: all of the rules and figures presented in this website are for information purposes only. Rights can only be derived from the Staff Regulations and corresponding implementing rules. The exact financial conditions of employment may be determined only case by case.


Anna Kielbowicz 
"I enjoy the team spirit among the Agency’s international staff working together to strengthen Europe’s capabilities."

Anna, Assistant to the Deputy Chief Executive

Laurent Donnet
"EDA encourages initiative. I work autonomously with good guidance from my Director and support from the Member States."
Laurent, Programme Manager Airlift and Air-to-Air Refuelling


Participating Member States

  • Belgium
  • Bulgaria
  • Czech
  • Germany
  • Estonia
  • Ireland
  • Greece
  • Spain
  • France
  • Croatia
  • Italy
  • Cyprus
  • Latvia
  • Lithuania
  • Luxembourg
  • Hungary
  • Malta
  • Netherlands
  • Austria
  • Poland
  • Portugal
  • Romania
  • Slovenia
  • Slovakia
  • Finland
  • Sweden
  • UK