In this message, advocacy representative Emanuel Geurts informs you about the second round of collective labour agreement negotiations for a new collective labour agreement for the Insurance Companies. On Monday, March 30, 2026, we discussed AI, sustainable employability, the generational pact, pensions, and wages & duration.
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Salary & duration
Feedback received from our members indicates that, in light of global developments, they are increasingly concerned about their purchasing power. Inflation is rising, and the membership considers employers' wage offers too low and the proposed contract duration too long. De Unie is willing to negotiate, but margins are shrinking due to current developments. It would move the negotiation process forward if the employers made a new offer regarding wages and duration. In response, the employers indicated that they will examine whether the percentage and duration are appropriate in this time of geopolitical unrest. To be continued, then…
Retirement
We had three tough pension issues on the agenda. With the help of two advisors from Montae & Partners, we got to work on them.
The first point concerned pension accrual during illness. It is common practice in the market that as long as you are employed (while sick), you continue to receive salary increases. However, this is not explicitly mentioned in our collective labour agreement. The parties to the agreement have agreed to amend the text of the agreement on this point so that it is included.
Another point regarding pensions is the indexation of the franchise. The CLA franchise increases annually in line with developments from one year prior. Salaries develop in line with this year's increase. This can lead to a cyclical pattern, with the franchise sometimes rising and sometimes falling. Normally, the pension base increases every year because the franchise is linked to the statutory minimum wage. Trade unions propose to employers that the CLA franchise be equated to the minimum statutory franchise. The employers will return to us on this matter during the next round of negotiations.
The final pension point concerned the indexation of pensionable income in the event of disability. The collective labour agreement currently contains an article that is unworkable. We want employees to have an old-age pension that retains its purchasing power if they become disabled. The only issue is that pensionable income is not indexed by any provider. With the help of Montae, the social partners have sought an alternative to ensure a better disability pension is paid out. This can be achieved through a WGA gap insurance policy that supplements up to 70% of the last earned salary, up to the maximum daily wage. And a WIA excess scheme that supplements up to 70% of the maximum salary. Both schemes come with a price tag. The employers are investigating this and will provide a response on April 13.
Generation pact
The members of De Unie They want a generational pact arrangement included in the collective labour agreement (CLA) and not as a discussion option per company with the Works Council. Experience shows that employers discuss it but then do not implement it. The employers' delegation argues that it is a minimum CLA and that the employers must arrange this themselves.
AI & sustainable employability
Although these are two different topics, the conversation flowed into one another. The collective labour agreement parties agree on the necessity for employees to develop (and continue to develop), partly in light of the (future) application of AI in the sector. In this regard, the employers wish to work with the existing collective labour agreement provisions and, together with the trade unions, draw up a guideline to give concrete substance to a development plan, including regarding AI. We consider this too non-committal and want progress in the area of training and development (of AI) to be monitored. The employers will present a concrete proposal for the next meeting.
Feedback and follow-up
The advocate is curious to know what you think about the content of this message. The advocate would like to receive your response before April 13 via emanuel.geurts@unie.nlNaturally, he will treat the feedback confidentially. The fourth collective labor agreement meeting is scheduled for May 13 and the fifth for May 27, 2026.
Contact
Would you like to share something with us about this message? You can reach our advocate Emanuel Geurts via emanuel.geurts@unie.nl and by telephone on 06-5252 2074. Do you have an individual question or do you need advice? Please contact our Service Center via sc@unie.nl or by telephone on 0345-851 963. We are happy to help you!
