Report on periodic consultation and results of the Rabobank collective labor agreement vote

September 30 2025

On Tuesday, September 23, 2025, there was a periodic consultation between Rabobank, De Unie and the other unions. This was the first consultation after the collective bargaining agreement negotiations concluded on September 3, 2025.

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In this post you will read:

A report of the periodic consultation
The most frequently asked questions about the results of the member consultation
Developments in pension files

Minutes of the periodic consultation of 23 September

The following topics were on the agenda:

Results of member consultation on the final offer of the Rabobank collective labor agreement
Daily Banking Update
Findings FEC W&R
Availability services
Internal dispute resolution procedures

Outcome of member consultation

All three trade unions have announced the outcome of the member consultation. De Unie has emphasized the importance of working together with other trade unions. A large proportion of the members of De Unie (34%) voted against. This group of members is also important for De Unie. Because we can achieve more by working together as professional organizations, De Unie We reached out to the other unions. However, they refused to cooperate further. We also insisted on joint communication in which the parties jointly and transparently explain the situation following the vote. Unfortunately, the other unions refused to cooperate in this either.

Frequently Asked Questions

Also members of De Unie We've called and emailed a lot because we had questions. You can read the answers to the most frequently asked questions here. here.

Daily banking update

We regularly consult with Maarten Kolkman during our periodic meetings. These meetings stem from complaints from members who work according to rosters. Members working at DBZ, in particular, complain disproportionately often about the restrictions on taking leave. Improvements are being steadily implemented. Working according to rosters will always be restrictive for employees. Whether employees find scheduling problematic often depends on local circumstances. De Unie wants to invest more time to gain a clear understanding of how we can solve local problems. That is why De Unie a sounding board group for members who work at DBZ and who want to participate in discussions about expanding the possibility of taking leave.

Would you like to participate? Register by sending an email to: inge.de.vries@unie.nl

Findings FEC W&R

Following complaints from several members working at FEC W&R, De Unie A survey was conducted among employees working at FEC W&R. In response to our call, many employees came forward and provided information anonymously. When a large group of employees provides similar information, it's a clear indication. Rabobank might dismiss a report from one or two members as an isolated incident, but when dozens of employees report the same thing, there's a pattern that needs to be taken seriously. De Unie has submitted an initial global report; at Rabobank's request, a written report is being prepared. Employee anonymity must, of course, be guaranteed. The informants strongly insist on this.

More information is still welcome, the more FEC W&R employees share their story De Unie tell, the more robust our report becomes.

Availability service

During the collective labor agreement negotiations, De Unie and Rabobank were unable to reach an agreement on improving the on-call service compensation. However, it was agreed to further investigate this topic together. The topic will be regularly discussed during the periodic consultations in the coming period.

Internal dispute resolution

Rabobank has various dispute resolution procedures. If you have a dispute with your manager, the first step is to try to resolve it together. The Service Center De Unie has many coaching sessions with members who want to prepare well for the conversation with their manager.

If you can't reach an amicable solution, you can try to find a solution through internal dispute resolution. There are three channels, depending on the background of the dispute. Rabobank distinguishes the following aspects:

Disputes about employment conditions/circumstances
Unwanted conduct, sexual harassment, abuse of power
Fraud reports

You can find more information about this on Rabohub. Of course, as a member of De Unie, asking for help with this.

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Retirement

The transition plan was established in 2024. This transition plan governs the transition of your pension scheme (both the CDC scheme and the 2023 scheme) to a new pension scheme under the Wtp (Future Pensions Act). The pension fund is currently developing the implementation plan. This implementation plan must align with the transition plan of the social partners.

The pension fund has asked the social partners to also arrange for transition to a low funding ratio. The transition plan provides for transition to a funding ratio of 105% or higher. The current funding ratio fluctuates around 120%. The social partners are currently investigating whether and how transition to a low funding ratio can be arranged.

An addition to the transition plan will be made by De Unie be put to the vote of the members.

Contact

Do you have any questions regarding this message? Please contact the representative Inge de Vries. This can be done by sending an email to: inge.de.vries@unie.nl

Frequently asked questions about the results

Why was a collective labor agreement established if the members of only one trade union voted yes, aren't at least two trade unions voting in favor needed?

A collective labour agreement can be legally concluded between an employer and one trade union. De Unie has, as in previous years, behaved constructively during these negotiations. De Unie Rabobank always strives for a collective bargaining agreement that all three unions can agree to. Therefore, we collaborate with the other unions before and during collective bargaining negotiations. We also work to ensure that issues that other unions consider important are included in the collective bargaining agreement. Rabobank has previously concluded collective bargaining agreements with two unions. However, there is no agreement or requirement that at least two unions must sign.

Why has De Unie didn't wait to sign?

The vote on the final offer ran until Monday, September 22nd. Prior to the regular consultations, in which the results would be announced, there was a consultation between the unions. During those consultations, it emerged that members of both other unions had voted against the offer. Subsequently, De Unie We offered to collaborate and adopt a common position, thereby giving the other unions the space to consider possible next steps. To our surprise, the other unions indicated they had no interest in this.

Has De Unie mainly members who are paid in salary scales 9 through SKB?

De Unie has members in all functions, in all age categories, working at (almost) all locations, both men and women are members of De UnieThe vote wasn't conducted according to salary scales. You can't say that members in scales 4 through 8 voted against and the other members voted in favor. That's not the case.

Why has De Unie the final offer was not submitted negatively, like the other trade unions?

Negotiations were held from mid-March to early September. During this period, Rabobank's wage offer was increased from 0 to 6% for an 18-month collective bargaining agreement. This was achieved through the efforts made during the negotiations and the taking of action, which members responded to. On September 3rd, the parties were close to reaching a negotiated result. For a trade union, submitting a negative final offer means telling its members that the final offer is so bad as to be unacceptable. And that actions, such as work stoppages and strikes, are justified to enforce a good collective bargaining agreement. Objectively speaking, the final offer wasn't that bad; it also contained positive elements. Therefore, De Unie the final offer was not presented negatively but neutrally; ultimately, our members decide. If the final offer had been rejected by the members of De Unie then had De Unie Of course, strong actions were organised.

Does this collective labor agreement apply to all Rabobank employees or only to the members of De Unie?

A collective labor agreement (CLA) can be legally concluded between an employer and a single trade union. The employer is bound by the CLA and must therefore apply it to all employees. It is important, however, that the CLA is registered with the Ministry of Social Affairs and Employment (SZW).

Why is a distinction made between employees in different scales?

The correction of the wage structure is Rabobank's wish; it was stated in Rabobank's proposal letter.

It's important to emphasize that your salary increase and scale increase are different concepts. All employees (who are paid within their salary scale) will receive a 4% salary increase on January 1, 2026, and a 2% increase on June 1, 2026. Simultaneously, the scales will be increased by the same percentage, so your position within the scale will remain unchanged.

In addition, the maximum (and minimum) for several salary scales will be increased. This change will have no immediate consequences, except for employees whose salary falls below the new minimum scale level due to this increase. Their salaries will be raised to the new minimum scale level. Employees paid at the maximum of the scale will receive a GROW increase, which they would otherwise not have been able to receive. By increasing the maximum, room for growth has been created. De Unie During the negotiations, Rabobank strongly advocated for employees in scales up to and including 8, as we realize this distinction can be frustrating for employees. Therefore, Rabobank has agreed to two 2,5% payments for employees at the end of their scale, who therefore do not receive a GROW increase.

I have another question about the final offer

Here you'll find answers to the most frequently asked questions about the final offer, along with the results of the member consultation. We also have a more extensive overview of all questions we have been asked about the final offer itself and of course the answers to them.