The second negotiation with UWV is over. We started with an explanation by the director of financial and economic affairs, Ivo Kooijman. The topic of job evaluation was then discussed. In the afternoon, further discussions were held about the collective labor agreement proposals made by the parties. The employer has repeated its own proposals, supplemented with a few responses to proposals made by De Unie submitted on behalf of the members. The employer has also made a concrete proposal regarding wages and duration. You can read more about the content of the day below.
The employer's offer
They propose a collective labor agreement with a term of 20 months
- It expires on December 31, 2025
With the next pay increase
- Minimum wage to €16 per hour
- 3,7% as of July 1, 2024
- 2% as of July 1, 2025
In addition to the previous concrete points, they also propose an addition to:
- The 5 weeks of paid maternity leave
- The 9 weeks of paid parental leave
The UWV wants to supplement both to 100% of the salary.
With regard to travel expenses, the employer offers:
- Increase bicycle/walking allowance by 2 cents per kilometer to 23 cents per kilometer
- Increase car allowance by 1 cent to 18 cents per kilometer, as of 1-1-2025
- Use travel balance as a system for all travel declarations
They connect this offer to the other proposals they have made and see it as one complete whole. This means, among other things, that switching to a new job evaluation system is inextricably linked to this. The employer also indicates that this offer is on the generous side given UWV's financial situation.
The explanation of the financial situation of the UWV
We received an explanation from Ivo Kooijman, Director of Financial and Economic Affairs. He explained how UWV financing is achieved. He indicates that the organization's financial space is limited. The offer for this collective labor agreement is related to this limited financial space.
The conversation about job evaluation
The employer has explained how they want to switch to a different job evaluation system. De Unie has always indicated that the current problem must be solved first. We have taken the opportunity to explain what is going on among members regarding this subject. Many members contribute De Unie indicate that their job description does not correspond to the assigned work. The UWV prefers to see the transition to the new system as a solution to the current problems. We have indicated that we do not think this is wise. We will discuss this again with each other in the coming negotiations.
What about our other proposals?
On many proposals that De Unie submitted, your employer has not responded substantively. UWV has indicated that no response means that the proposal has been rejected at this point in the negotiations. However, we have made important proposals put forward by members. In our opinion, the topics we have proposed, including workload, RVU training and workation, should be discussed. We added a point in the consultation that we also want to include continuing to work after retirement age.
What now?
We are preparing for a substantive response to the UWV's proposal. As far as we are concerned, it is clear that we are not there yet. We are also curious about what members think of the current proposal. Please let us know by contacting us using the details below.
Retirement
We would also like to keep you informed about the pension negotiations. The parties to the collective labor agreement have drawn up a plan aimed at transitioning to a new arrangement as of January 1, 2026. At the beginning of this month it became apparent that it is necessary to make a new plan for various reasons. If there is more news, we will of course inform the members.
Contact
Do you have questions about this message or do you have information that you are using De Unie want to share? Please contact the advocates, Inge de Vries or Mandy Raaijmakers. This can be done by sending an email to inge.de.vries@unie.nl or to mandy.raijmakers@unie.nl
