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De Unie remains committed to employment conditions that do justice to the efforts of all ING employees. De Unie will again stand up for your collective labor agreement in the next negotiations.

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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 asks ING to close this gap by January 1, 2025. De Unie wants wages to then – unlike in previous years – simply keep pace with economic developments. De Unie therefore requests 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).

Looking for the facts? Read here. the honest story.

A collective labor agreement with sincere appreciation for your development

Another important topic is 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 wants normal individual wage growth again: everyone must receive at least 3% of the scale maximum annually. This way you reach the scale end in a reasonable period of 13 years. Above that, there may be room for extra individual reward, for example for exceptionally good performance. This must only be done in a more transparent way than is currently the case.

View here. the comparison of the individual salary increase at ING with other financial service providers.

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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 must be reversed. There is no excuse to send employees into the woods with a historic decline in purchasing power, while shareholders are getting more than ever. In order to further strengthen the feeling of fair sharing, the Union is calling for an appropriate profit-sharing scheme, in addition to closing the purchasing power gap and normalising individual wage growth.

Read the interview with Niels de Wit on the website of tennis club De Drieban here. more about the comparison between profit and wages at ING