Today, May 7, 2026, Achmea announced a major reorganization within the company's distribution organization. It affects Centraal Beheer, Interpolis, Achmea DIM, and the departments of Zilveren Kruis. In total, approximately 2300 to 2400 employees are 'in scope,' and this is expected to result in a net reduction of 350 FTEs. Because natural attrition, a hiring freeze, and the 'flexible workforce' are also being taken into account, it is not yet clear at this time how many forced redundancies this proposed reorganization will lead to.
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Position of trade unions
De Unie has been informed by Achmea regarding the main points. For the time being, this concerns a proposed decision. This means that the employee representation body has not yet issued an opinion. They have that right under the Works Councils Act. In doing so, the focus is primarily on utility and necessity.
Within Achmea, the role of the trade unions is to make agreements regarding the mitigation of the social consequences. These agreements are laid down in the social plan. The current social plan will expire shortly. We are already in discussions with Achmea regarding a new social plan.
Discussions on social plan
In previous updates, we have already informed members about the current state of affairs. We have reached agreement on many topics (unchanged extension), but not yet on two important subjects. These concern pension compensation and travel time criteria for company relocation. The following explains this.
Tightening of Pension Compensation proposal
During the discussions on this subject, we asked Achmea on several occasions whether, and if so, which reorganizations are to be expected in the coming period. Most recently, too. Achmea indicated that it did not know. An answer that we already found peculiar at the time, but certainly so in light of the reorganization now announced.
After all, we cannot imagine that the reorganization now announced was not already known.
In the discussions to date, we have consistently maintained the position that employees who would lose their jobs before the transition date should be fully compensated, within the current tax possibilities, for future pension losses resulting from the introduction of the 'flat premium'. Just like the employees who are still employed on the transition date.
It will come as no surprise to the members that De Unie is unpleasantly surprised by the reorganization now announced. Will there be more? It has become clear that we cannot rely on Achmea's previous response. Therefore, we have decided to further refine our position on this subject.
The simplest solution to prevent pension damage is to before the transition date not to force employees to dismissAnd that is what we will propose to Achmea.
Travel time criteria for business relocation
A conversation with the Central Works Council revealed that Achmea indicated during the discussion of the request for advice regarding the closure of the head office in Zeist that it was not expected that agreements on this subject in the new social plan would change. Nevertheless, Achmea felt it necessary to present various amendment proposals during the consultations with the trade unions. These proposals would lead to more employees potentially being required to move to another location, even if this results in significantly longer travel times.
For De Unie This is unacceptable. After all, an agreement is an agreement. We will therefore not agree to the proposed changes and will stick to the existing agreements.
Discomfort
De Unie is unpleasantly surprised by Achmea's stance. The failure to disclose agreements with the Works Council and the earlier evasive answer to our question as to whether any planned reorganizations were already known are causing considerable inconvenience.
Therefore, we have decided not to proceed with the further social plan negotiations and today's periodic consultation. We want to take some time to reflect, inform our members, and be available for any questions. New dates will be scheduled in the coming days.
Please note!
Partly due to the announced reorganization, many employees will be in a state of uncertainty in the coming period. Will I keep my job or not? And if I get the chance for a new job in the meantime, should I wait and see how the situation at Achmea develops or not?
In any case, take the compensation issue into account when making this assessment. The fact is that when you Achmea before the transition date if you leave (scheduled for July 1, 2027), you will not be eligible for the (one-off) compensation at Achmea. To qualify, you must be employed by Achmea. And that compensation can amount to tens of thousands of euros.
Also take a close look at the situation at a potential new employer. You might be eligible for some form of compensation there, but that is far from certain.
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More than ever, it is important to be a member of a modern and contemporary trade union as De UnieNot only to strengthen our position at the negotiating table, but also for personal and expert advice.
Also employees of Achmea who are not yet members and become members now (Complete membership), can count on our advice and support immediately regarding this announced reorganization. So no waiting time or anything like that, but direct, good service. You can find more info at www.unie.nl/word-lid
Are you a (new) member and do you have questions? Then send a message to huug.brinkers@unie.nl.
