On Tuesday 20 May we sat down with Achmea again for the new collective labour agreement. This was the fourth and last planned meeting. The aim was to reach a result. Unfortunately, that did not work. However, the meeting did make clear where the differences of opinion lie between De Unie and Achmea. In this message we will provide more explanation and we would like to hear your response.
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The conversations so far
During the negotiations, many topics were discussed: elderly arrangements (such as the RVU), travel expenses, repayment of DUO debts, 5 May as a day off, etc. Substantive discussions were held on many of these topics and it seems possible to reach agreements.
At the themes salary and pension has been much less successful. And it is precisely these topics that emerged in our survey as the most important for employees — which is of course not surprising.
What is 'on the table' with regard to wages and pensions?
The starting point so far has always been a new collective labor agreement with a term of 2 years
To this end, trade unions have made a joint proposal to Achmea:
- 5% increase in wages as of 1-1-2026
- 5% as of 1-1-2027
- and as of July 1, 7 (effective date of the new WTP pension scheme) a premium-free pension for employees.
Achmea's latest counter-proposal is as follows:
- 2,5% as of January 1, 2026
- 1% as of July 1, 2026
- 2% as of January 1, 2027
- 1,6% as of July 1, 2027
- and as of July 1, 2027 (effective date of the new WTP pension scheme) an increase in the employee contribution from 3,25% to 5,25% of the pension base.
What does this proposal mean in concrete terms?
Retirement
Due to the fiscal capping of the new WTP pension scheme, Achmea's pension costs will decrease substantially — at the same employee contribution. Compared to the past 11 years, this is a decrease of around 9%.
In addition, Achmea will not pay a compensation premium (10% of the pension base per year for 3 years) for abolishing the average system. This is financed from the pension fund's assets. However, Achmea will benefit in the future from a constant premium for an ageing population, which will lead to even lower and more predictable costs. The interest rate risk (a higher premium is required at a lower interest rate) will also be borne by the employee.
Loon
Achmea's wage offer amounts to a total increase of 5,5% over two years. We include the 1,6% wage increase as of July 1, 2027 here NOT ALLOWED along, because this is intended as 'compensation' for the 2% increase in the employee contribution for pension.
Why no agreement?
The transition to the new WTP pension scheme means that Achmea, in addition to the shift of risk to employees, structurally spends less on pension costs. Compared to recent years, this amounts to several tens of millions per year. And even if Achmea were to abolish the employee contribution altogether, there would still be a considerable premium advantage for Achmea. We therefore do not understand why Achmea is proposing to abolish the employee contribution. to increase.
In addition, the wage offer is not in line with the general wage development in the Netherlands. The average wage increase is currently around 4% per year, while Achmea's proposal amounts to 2,75% per year, with the increases also not taking effect at the start of the new collective labor agreement, but a few months later.
What does Achmea say?
Of course we have presented these points to Achmea. The positive thing is that there is no discussion about the analysis and the figures. But unfortunately that is where the good news for employees ends.
Achmea indicates that it is striving for a more market-conform (read: more modest) pension scheme and believes that the wage offer will at least ensure that purchasing power is maintained. According to Achmea, this approach is necessary to strengthen the competitive position and to control the costs of labor — something that they also believe is important for maintaining employment.
What now?
Based on the current proposals, it is for us NOT ALLOWED possible to reach an agreement. We expect that this proposal will not be acceptable to many employees. And without the agreement of a (preferably large) majority of employees, there is no new collective labor agreement as far as we are concerned.
It has been agreed that Achmea itself will inform the employees in the coming days and explain their position. After that, we will consult with each other again. Two new consultation dates have been planned for this: on 10 and 17 June.
What do you think?
Although there is no result or final offer yet, we would like to know what you think of the situation. Do you generally understand Achmea's approach — or not?
Contact Us
Do you have any questions or would you like to discuss something with the advocate Huug Brinkers? Please contact him via huug.brinkers@unie.nl or call 06-5252 2077. For individual advice you can contact the Service Center department on 0345-851 963, via email sc@unie.nl or the chat function www.unie.nl.
