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1Fix the driver behind crashes, sound loss and screen glitches2Clear out junk files and repair common Windows errors3Scan for outdated or missing drivers - takes under a minuteThe Council of the European Union adopted a reform of EU social-security coordination rules on 28 September 2026. It changes when some cross-border work must be notified and when an attestation of the applicable social-security law must be requested. It also revises rules on unemployment, family and long-term care benefits, among other areas. Adoption does not mean every provision is already applicable: the regulation’s entry into force depends on publication in the Official Journal, and some provisions may apply later.
What the A1 rules reform changes
The new regulation amends two existing laws: Regulation (EC) No 883/2004, which sets the coordination rules, and Regulation (EC) No 987/2009, which sets procedures for applying them. The Council adopted the amending regulation on 28 September 2026; the final legislative text is dated 9 September 2026 and identified as PE-CONS 29/26.
For people and employers, the practical focus is cross-border work. The reform provides for advance information to the competent institution and a request for an attestation identifying the applicable legislation in covered cases. That attestation is commonly associated with the A1 document. The changes also clarify how applicable legislation is determined for people working in two or more member states and how an employer’s registered office or place of business is identified.
The reform does not create one EU social-security system. As the Council explains, social-security systems remain a member-state responsibility; EU rules coordinate those systems for cross-border situations.
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Do you need to notify authorities before a worker is posted?
Under the adopted rules, advance notification and an attestation request are central requirements for covered postings, subject to specified exceptions. The Council’s summary describes a narrow exception for business trips and for activity lasting no more than three consecutive days of work within a period of 30 consecutive days. The exception does not apply to construction activities.
| Situation | What the Council’s summary says | Practical reading |
|---|---|---|
| Covered posting, outside an exception | Advance notification and an attestation request are required under the adopted approach. | Check the applicable provision and the competent institution’s procedure before the work begins. |
| Business trip or activity of no more than three consecutive workdays within 30 consecutive days | An exception is described, but it does not apply to construction. | Do not treat every short trip as exempt without confirming that the activity and circumstances fit the legal exception. |
| Construction activity | The short-activity exceptions do not apply. | Advance notification and attestation requirements remain relevant even when the activity is brief. |
These requirements concern social-security coordination and should not be confused with other obligations that may apply to a posted worker, such as employment, tax, immigration or workplace-reporting rules. The adopted summary does not establish that those separate obligations are waived.
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- 【Note】- NOT WORK in UK/Ireland/Scotland. Please confirm the socket type with the hotel before traveling. This is not a voltage converter; This power adapter US to Europe is only compatible for 100V to 250V wide voltage device, especially your hair dryer, straightener, electric toothbrush or razor need to support 100V to 250V dual voltage, otherwise you may need a power voltage converter. Please DO NOT forcefully plug or unplug to avoid twisting or tilting the plug
How the rules differ for employees, self-employed people and multi-state workers
Employees sent temporarily to another member state
The adopted text introduces a minimum prior-affiliation requirement for employees who are sent to another member state. The Council’s summary does not state a universal numeric threshold for this employee requirement, so a particular minimum period should not be inferred from the high-level description. The relevant provision and the worker’s circumstances need to be checked.
Self-employed people temporarily working abroad
The text includes a three-month activity condition for certain self-employed postings. This is a distinct condition and should not be substituted for, or treated as the numeric version of, the employee prior-affiliation requirement.
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People who regularly work in two or more member states
The reform clarifies how to determine which country’s legislation applies, including how to identify an employer’s registered office or place of business. It also provides for online access to requests to determine applicable legislation once the relevant procedures are established. The Council’s overview does not establish when every national authority will have those procedures ready.
Other benefit rules included in the reform
The A1-related changes are only part of the package. The Council identifies five areas: unemployment benefits, long-term care benefits, access to welfare benefits for economically inactive people, family benefits, and the legislation applicable to posted workers and people working in multiple member states.
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Unemployment benefits
The updated rules provide for exporting unemployment benefits for six months while seeking work in another member state. The competent state may extend the export period up to the end of the person’s entitlement. The Council also describes an uninterrupted 22-week activity condition relevant to unemployment benefits in a cross-border situation. These provisions operate alongside national eligibility rules; they do not mean that every claimant automatically qualifies for benefits or an extension.
Family, long-term care and welfare benefits
The adopted package also revises coordination in these areas, including access to welfare benefits for economically inactive movers. The Council’s summary identifies the topics but does not, by itself, establish how a particular person’s national benefit eligibility or amount will change. Those outcomes depend on the applicable national rules and individual circumstances.
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When do the new rules take effect?
The Council’s 28 September 2026 adoption announcement says the regulation enters into force on the first day of the month following its publication in the Official Journal of the European Union. The publication date has not been established here, so a calendar entry-into-force date cannot be stated. Entry into force is also distinct from the date on which a particular provision starts to apply; the regulation provides for later application dates for some provisions.
Accordingly, adoption confirms that the legislation was approved, but it is not enough on its own to determine whether a requirement applies to a specific posting or benefit claim today. Employers, workers and claimants should consult the enacted text for the provision and its application date, and check the competent national institution’s procedure.
Which countries are covered?
The Council describes the coordination framework as applying across EU countries and identifies Iceland, Liechtenstein, Norway and Switzerland in the relevant scope. The United Kingdom follows separate arrangements, including the Withdrawal Agreement and the social-security protocol to the EU-UK Trade and Cooperation Agreement. Do not assume that a rule for an EU-country posting applies unchanged to work involving the UK.
What to check before a cross-border work assignment
- Identify the work pattern. Establish whether the person is being posted temporarily, is self-employed, or regularly works in two or more states.
- Check the activity and sector. For a possible short-activity exception, verify the business-trip or workday conditions and whether the work is in construction.
- Confirm the applicable provision and dates. Check the Official Journal text for entry into force and any later application date relevant to the case.
- Ask the competent institution about procedure. National notification and attestation processes may differ, and the Council’s summary does not establish country-by-country readiness for online requests.
- Assess benefit eligibility separately. For unemployment, family, long-term care or welfare benefits, confirm the national eligibility conditions as well as the coordination rule.
For a specific employment or benefits decision, the final legislative text and the competent institution are more useful than relying on the label “A1 rules” alone: the reform covers multiple coordination issues, and the correct rule depends on the worker’s status, activity and countries involved.
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