The case concerned how an EU Delegation to a third country X dealt with allegations by a locally recruited staff member that she had been the victim of harassment.

As local staff, and unlike EU officials, temporary or contractual agents, the complainant did not have the option of submitting a formal complaint, as provided for under the EU’s Staff Regulations.

The Ombudsman inquired into how the European External Action Service (EEAS) dealt with the complainant’s allegations of harassment. She identified three shortcomings. To avoid similar problems arising in future, the Ombudsman made the three following suggestions for improvement to the EEAS:

Harassment at work is a very serious issue and all EU institutions should thoroughly follow up on any allegations of harassment made by any member of staff, regardless of their status. Given the high number of locally recruited staff working in EU Delegations and the fact that an update to the rules applying to them is not expected to enter into force until 2020, the European External Action Service should address the lack of a formal mechanism for local staff to submit harassment complaints as rapidly as possible.

EU Delegations should cooperate fully with the EEAS Mediation Service, by taking the initiative to offer any necessary assistance in harassment cases.

The EEAS should remind EU Delegation management staff that, where necessary, they should document exchanges with individuals who make harassment allegations.