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The agreement in principle in the CLA Metalektro explained in more detail

As we de Uniemembers on Friday, February 1, 2019, a result has been reached in the negotiations on the Metalektro collective agreement. We have de Unie-members already informed the same day in outline. Now we will discuss the result in more detail and the text of the protocol can be read below.



The following wage increases have been agreed over a term of 30 months (effective June 1, 2018):

  • As of February 1, 2019 3,5%
  • As of August 1, 2019 € 58, -
  • As of January 1, 2020 € 116, -

All amounts are gross and structural, no one-off payments have been agreed. This means that the employee can look forward to a substantial wage increase within 1 year. Employers have the option to deviate from these wage increases for employees to whom the collective labor agreement for senior personnel applies. The employee must then have an annual salary that (up to and including January 31, 2019) is higher than € 96.486 gross.

De Unie would have liked to make better agreements for the Senior Staff, but that turned out not to be possible. Partly in view of the fact that employers wanted to abolish the entire collective labor agreement for Senior Personnel at the start of the negotiations, we nevertheless had to accept this limit for this collective labor agreement and we are pleased that the amount will increase in line with the collective labor agreement increases. However, changes to this agreement in future collective labor agreements will continue to have our attention. The salary increase can be offset against the unilateral salary increase, possibly granted by the employer, at the end of 2018.

The Generation Pact

The Generation Pact ensures that older employees have the opportunity to work less and retire in a healthy way, while at the same time giving young people the opportunity to enroll. Because the hours that become available as a result of the shorter working weeks of the elderly are filled by transfer students with a (permanent) employment contract.

Two variants have been agreed:

  • 80% -90% -100% (80% work, 90% salary, 100% pension accrual). For this variant, employees who regularly work shifts from the age of 60 are entitled to participate. Employees who do not work in regular shifts are entitled to participate from the age of 62.
  • 70% -85% -100% (70% work, 85% salary, 100% pension accrual). This variant applies to employees from the age of 62 on the condition that the employer agrees to the participation (double voluntary action).

The following applies to both variants: if the employee makes use of the Generation Pact, the employee still receives half of the number of senior daysIf the employee no longer has senior days (because he or she only started working in the sector after 2009), then the employee does not have to surrender any leave days.

For employees with an annual salary above € 70.000, they can participate in both variants from the age of 63 on the basis of double voluntary action. The employer is not obliged to agree to the request.


Still can de Uniemembers their vakbonddeclare the contribution to the employer (for the years that a collective labor agreement applies). Until now, the employer could refuse this (a study day was taken instead). However, in the new CLA, the employer is obliged, if a Union member so requests, the vakbondsettle the contribution. In addition, if the employer is a member of the FME, the entire amount paid in 2019 vakbondreimburse contributions (for those who were members on January 1, 2019).

Sustainable employability, training and development

Employees are entitled to 1 day per year to work on their sustainable employability (training, development, health), this day is in addition to the existing right to training days.
Extensive agreements have also been made about training, 5x better (occupational health and safety), career coaching, financial advice, personal training budget, development vouchers, mentorship and the stimulation of industrial (branch) schools. read right here more about this in the text of the agreement in principle.

Relationships in the sector

After 3 CLAs in a row that were not concluded without a struggle, the parties (the FME and the vakbondand) that in the coming period, hard work must also be done to restore trust and the relationship between the parties. De Unie endorses this conclusion and is happy to contribute to it.

What finds De Unie?

As described earlier in this report, we had particularly hoped to be able to make better agreements for Senior Staff and would have preferred to see percentage wage increases rather than nominal increases. But all in all, we, as negotiators, are satisfied with the result achieved. Apart from wages, several good agreements have been made on issues such as sustainable employability and a generation pact. We can leave behind us a campaign of months long and with it disagreements between employers and employees. Thanks to the people who supported us in this.

On February 18, 2019, we, as negotiators, will enter into talks with the National Board of Metal (the national group of executives) and we will propose to them to consider the result achieved as an agreement in principle. This would mean that we agree with a positive opinion de Uniemembers can submit to the vote. Received shortly after February 18, 2019 de Uniemembers then a voting form.

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