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Collective labor agreement for health insurers

Negotiations for the collective labor agreement have been completed. De Unie has achieved a negotiation outcome that we are happy to meet de Uniemembers want to submit. 

We were able to make good agreements in the meeting of September 19, 2019. You can get the full negotiation result here  read. I will explain the most important agreements below in this message.


The new CLA has a term of 15 months from 1 July 2019 to 30 September 2020. As promised, employees will receive a structural wage increase retroactively. As of 1 July 2019, the salary will be increased by 3,0%. And an increase of 1% will follow from 2020 July 0,75.


Partly because of the extremely low interest rates and the recommendations of the parameters committee (Dijsselbloem), the pension issue was an important theme at the negotiating table. The premium for the pension will be higher, the SBZ will increase the premium by 3,6%. This should lead to a premium increase for employers (3/4 part of the premium increase) and employees (1/4 part of the premium increase). We have looked for a different solution because De Unie would rather not agree on a structural salary increase, which is then largely canceled out by an increase in the pension premium. We have therefore decided to take the employee's share of the premium increase from another fund. Every year we pay an extra premium of 2,85% of the wage bill to the SPA. This money is intended to finance the indexation of the new pension accrual. This has worked well in recent years, the pension entitlements could at least partially be indexed each year. However, due to the extremely low interest rates, much less indexation can be achieved. We use the 2,85% in a different way for this CLA. 2,85% of the 1,85% supplement is used to absorb the premium increase. In current practice with the low interest rates, this 1,85% of the wage bill would mean approximately 0,4% indexation. In this way we can keep the employee contribution unchanged - despite the higher pension costs for 2020. As a result, the SBZ will be less able to index.

Sabbatical arrangement

As of January 1, 2020, employees will have the option to request a sabbatical. The sabbatical lasts a minimum of 2 and a maximum of 3 months. During the sabbatical, the pension accrual continues and 40% of the salary continues to be paid. Employees are allowed to take a sabbatical once every 1 years. Employees who are 7 years before the state pension age cannot take the sabbatical period consecutively. For example, they can work 10 day less per week on sabbatical leave. In this way we support employees to better coordinate work and private life. But also if you notice that the work becomes too hard for you as you get older. And you want to take it a bit easier.

Employee development

Employees are encouraged to obtain an MBO4 diploma. The costs of this are reimbursed by the employer. The study leave scheme will also be expanded. A new initiative is to investigate within the Sector Fund for Health Insurers how employers can offer support to employees who want to continue their career in the healthcare sector.

There is more….

Agreements have also been made about:

  • A fee for having a financial photo taken
  • The certification of confidential advisers
  • Informal care
  • Termination of employment in the event of incapacity for work

To vote

De Uniemembers have received an invitation to vote. De Unie is satisfied with the negotiation result. But ultimately determine de Uniemembers or this result can be converted into a collective labor agreement.


are there any questions regarding this message or about the collective labor agreement negotiations? Is there any information to deal with De Unie to share? Send an email to: or call 06-5252 2091.