De Unie, in your interest

Your collective labor agreement and industry

ING Bank: The new collective labor agreement. What do we focus on?

October 09, 2020

De Unie is committed to a new collective labor agreement that does justice to the interests of the parties involved. This commitment is characterized by a combination of basic principles and concrete measures in the field of terms of employment, working conditions and labor relations within ING Bank.

To arrive at this commitment, we made inquiries at de Uniemembers of ING and combined these proceeds with the Perspective Memorandum 2020 to the themes and commitment below. Since we do not yet know the results of the four working groups from the research phase, we can still change proposals or submit new ones.

Terms of employment and employment relationships

With the following five points, we believe that employees feel appreciated for the production they have delivered and will deliver in special circumstances. These are:

  • De Unie requests 3,5% wage margin for a one-year collective labor agreement, to be filled in with a structural wage increase (adjustment for inflation plus profit, production and personal development) and / or reduction of the standard working week with retention of salary and an incidental corona benefit.
  • To strengthen entrepreneurship and increase involvement, argues De Unie for the provision of ING shares to ING employees. In this way, the interests of the shareholder and employees run more parallel.
  • A fixed fee for ING employees working from home of at least 2 euros per day (Nibud).
  • Judge; employees and management give each other continuous 360-degree feedback and a 360-degree assessment at least once a year. The development agreements, goals and challenging ambition and the relationships between them are redetermined in terms of value.
  • ING and the trade unions have developed a nice set of terms of employment and employment relationships. De Unie proposes to use a joint campaign to increase awareness and appreciation of the package among (potential) employees.


Employees thrive in a culture where employees are given time and appreciation for developing their personal craftsmanship and doing business with their talents. Their employability increases the value delivered to the customer at ING or in another job market. De Unie therefore makes the following proposals:

  • Each employee has two hours per week for personal development and to learn from and with each other in a team.
  • ING offers every employee a development path that is established via the IDP. In addition to 'hard' modules with which knowledge can be (upgraded), attention is also paid to 'soft' behavioral skills per employee target group and age category.
  • The development of personal craftsmanship is recorded in the IDP, widely deployed within ING and valued in terms of personal salary growth.
  • If an employee (temporarily) takes up a different position, he or she will not only receive a (digital) confirmation, but also an incentive to stimulate job rotation.
  • The individual training budget will be 1500 euros per employee as standard. ING aims to have a completed IDP with every ING employee by December 2021.
  • To be fit to reach retirement age, argues De Unie for the use of a so-called 80-90-100 scheme, where employees work 80%, receive 90% salary and have 100% pension accrual.
  • To recharge the battery for a longer period of time, suggests De Unie a 'sabbatical' for. The scheme is for every employee. Years of service, continued payment of salary and accrual of leave are parts of the scheme to be completed.
  • Following on from Help @ ING De Unie a career switch scheme for. Employees who want to reorient themselves to, for example, a job in education, care or society are given two years to work on their reorientation for half the working time. Continued payment of wages and surrender of extra-statutory leave, sabbatical and / or other emoluments are part of the scheme to be determined. This development path is included in the IDP.

Working Conditions

By giving employees more control, they can determine optimal working conditions and be productive. That is why we propose the following:

  • ING facilitates employees to work from home or at an ING location in accordance with the Working Conditions Act. This means that physical working conditions such as heat, safety and health are guaranteed. Practically it concerns the workplace, office chair, computer, separate height-adjustable screen with keyboard and mouse. If both workplaces are not possible, an alternative will be determined in mutual consultation.
  • In consultation with the team and manager, employees choose a workplace and pattern per period (quarter) or combine these depending on the work.
  • ING grants paid leave to recognized informal carers or an allowance for informal care provided by an informal care organization selected by the employee.
  • Working with colleagues and promoting interconnectedness is a precondition for productivity and happiness at work and with the lack of a source of dropout. ING guarantees this by reserving a structural budget for personal and team coaching. This can be one of the interpretations of the weekly personal development in a team.

Trade union work

The points below enable us to represent the interests of its (potential) members. This enables ING to be and remain an attractive employer.

  • ING makes an amount available for a CSR purpose. We use this amount for the activities of the Personal & Involved foundation (
  • The facilities for promoting the work of trade unions will be continued.
  • ING pays the AWVN standard for the work of the trade unions.

These themes and principles are not exhaustive. We can make additions and / or changes to this commitment letter during the negotiations.

If you have any questions regarding this message, please contact us by e-mail or call 06-5252 2074.



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