De Unie remains committed to employment conditions that do justice to the efforts of all ING employees. De Unie again made a strong case for your collective labor agreement in the ongoing negotiations.
De Unie is committed to a fair collective labor agreement for all ING colleagues
A fair collective labor agreement with wage growth compared to other collective labor agreements
Due to high inflation, the average ING employee now earns, in real terms, 14 percent less than three years ago. A decline of more than one and a half months' salary. Other companies have largely recovered this loss of purchasing power, but ING has not. Compared to the average collective labor agreement, the salary at ING has fallen by 11 percent. De Unie asked ING to close this gap as of January 1, 2025. De Unie wanted wages to then – unlike in previous years – simply keep pace with economic developments. De Unie therefore requested a collective wage increase of 2025% as of July 5, to compensate for inflation and real wage growth in 2025 (based on ING's economic outlook and CPB expectations).
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Free membership during Union Month
Together with the bank, we organize a Union Month every year. In 2024, that was in November. During Union Month, the bank gives employees the opportunity to become a free member of De Unie. The bank recognizes the importance of professional representation of its employees in the creation of the employment conditions package. In 2025 there will be another opportunity to become a free member of De Unie. The month has not yet been determined.
A collective labor agreement with sincere appreciation for your development
Another important topic was the individual salary increase. The salary increase within your salary scale is the appreciation for your increasing knowledge and experience. In the current collective labor agreement you get 1 or 2 percent per year. These percentages are nowhere else so low. Reaching the end of the scale is currently a utopia at ING. If you start at the bottom, it takes more than 30 years! The gap with wages elsewhere is therefore getting bigger every year. De Unie wanted a normal individual wage growth again: everyone must receive at least 3% of the scale maximum annually. In this way you would reach the scale end in a reasonable period of 13 years.
Click here the comparison of the individual salary increase at ING with other financial service providers.
Stop the imbalance between shareholders, customers and employees
There has been a long-standing imbalance between employee remuneration and shareholder profits/dividends. ING's profit has increased by more than 2018% compared to 50. The profit distribution to shareholders has even increased by 150% in this period. Shareholders are getting an ever-increasing share of the pie, at the expense of employees and customers. This trend had to be reversed. There was no excuse to send employees into the woods with a historic decline in purchasing power, while shareholders would receive more than ever. In order to further reinforce the feeling of fair sharing, the Union, in addition to closing the purchasing power gap and normalising individual wage growth, asked for an appropriate profit-sharing scheme.
Read here more about the comparison between profits and wages at ING.