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The last mile of the ING collective labor agreement negotiations

ING Bank's collective labor agreement expired on 1 January 2019. We are negotiating with ING for a new collective labor agreement. We hold de Uniemembers kept informed of the negotiations. read here the previous newsletter.

Final phase

Thank you for the many responses to the request for the figure for the negotiations so far. It helps me, Gerlinde and Yoap to represent the interests in these negotiations. We are in the final phase. This week must show whether this is completed with a result. We seem to agree on a large number of points and we are already working on texts. Below is a selection of the points that we are still negotiating about. So the last mile.


Previously, the trade unions have differentiated their joint commitment from 5,0% to 3,6% structural wage increase as of 1 January 2019, 1% incidentally for the annual social collective benefit (MCU) and 0,4% value for wellbeing. ING has now responded with a counter offer. ING structurally offers 2,25% as of September 1, 2019, 0,2% for the MCU and 0,2% for wellbeing.

ING is now also including the periodic and one-off payments for end-of-scale persons in this discussion. According to ING, if we want to further fill the MCU, this should be funded from this. That does not seem such a good exchange to us, because it means that money becomes a one-off structurally.

The unions will now make a counter offer on this wage offer from ING. The future will tell us whether we will get out of this next week. We seem to agree on replacing the evaluation increase by a fixed periodic increase, but the amount has yet to be determined.

4 × 9

ING is questioning the possibility of working 4 × 9 hours. This is to the dissatisfaction of several hundred employees, who individually and collectively indicate with actions that they find this non-negotiable. They need that one day off to recover, care for their loved ones and develop in their own time. With 4 × 9 hours of work, these employees can dedicate themselves to the customer, ING and be privately and socially active. I wholeheartedly support them. Now ING ...

Time and workload

The reward and appreciation survey shows that employees put time first. We then noticed that it is difficult to tackle this point with one generic collective labor agreement measure for everyone. More seems possible in customization and consultation with the manager and colleagues. The idea is to give this subject more content in an agile way in the coming period, in which (members of) the trade unions will be closely involved. Together we can further develop concrete initiatives, in which the trade unions are at the helm and ING provides capacity. We will set up a kind of innovation fund for this. What we are actually making available for this is still an open negotiating point.


We have not yet decided on two points with ING. The first point is the addition of the 13th month to the wages of temporary workers. The second point concerns ING's position with regard to the platform economy. Does ING also want to recognize and acknowledge the disadvantages of this?

Incapacity for work / disability

The loose end here is the income position of employees with an incapacity for work percentage of 0 to 35%. How can we improve their income security?

Coming negotiation days

On February 19th and 20th we will continue to negotiate to reach a deal. If that works, I'll bring de Uniemembers quickly. If it doesn't work, we don't have any new days scheduled after this.


Yoap Brugmann, Gerlinde Korterink and I are always curious about an opinion on the negotiations. In front of de Uniemembers we do these negotiations. As a member of De Unie there is influence on the course and outcome of the negotiations. Let us know an opinion! Forward this newsletter to interested colleagues. Who knows, they also want to join De Unie.


For questions and / or comments about this newsletter, send an e-mail to or call 06-5252 2074. Looking forward to hearing from you!