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Metalektro: there is a negotiation result!

collective labor agreement for metallurgy De Unie

There is a negotiation result for a new Collective Labor Agreement Metalektro. No 10-month strike this time, but “only” 2 rounds of negotiations. The investment in mutual relationships, the strategic agenda, and the exceptional circumstances, they all provided sufficient urgency and importance to get it out quickly and well. As an example of how social partners in our country can meet the shared challenges of you, your colleagues and the companies. 

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It's not bad, but it's not hallelujah either. It just depends from which side you look at it. In recent history, no higher result has been achieved for the Metalektro in terms of wage increases, but at 9% it is structural and 1.080 euros one-off over 18 months, no full inflation correction is expected.

The main features of the negotiation result

Term and salary
The collective labor agreement has a term of 18 months from December 1, 2022 to May 31, 2024. During this period, you will receive a structural wage increase of 5,5 percent as of December 1, 2022. You will then receive another 1 percent on January 2024, 3,5. % on top of. In addition, EUR 60 per month will be deducted from your pension premium and paid out to you. The employer compensates that 60 euros less pension premium. This pension slider ensures that you do not end up in the special (read: higher) tax rate, which means that you have more net of that 60 euros.

Working hours
We have agreed that mandatory overtime is a thing of the past. Overtime can no longer be imposed on you and your colleagues. Your employer can still ask you to voluntarily work overtime. Mandatory overtime is only possible in the event of a calamity. This is the case when there is an unplanned and unforeseen situation.

Until now, it turned out to be quite difficult to arrange a temporary four-day working week. We have agreed that this can only be refused by your employer for serious reasons.

We will also investigate new working time arrangements for a better work-life balance.

Inclusion and diversity
We have agreed that in the table for short-term absenteeism (in Article 4.4) wherever a family connection is mentioned (eg child, father, mother, brother, sister, etc.) the word step is added in brackets. This does justice to the changing family relationships in society and our sector.

Indexation amounts
We have agreed that all amounts that form a threshold in the collective labor agreement will be indexed with the aforementioned wage increases. This means that the RVU salary limit will go to EUR 4.220 as of December 1, 2022. The EUR 70.000 limit for the right to participate in the Generation Pact will be EUR 1 as of December 2022, 73.850. In addition, we have extended the Generation Pact until December 31, 2028.

Collective Labor Agreement for Senior Staff
We are now finally really getting started on incorporating the collective labor agreement for senior staff in the basic collective labor agreement. Have before May 31, 2024 vakbondand employers determined how we make the HP collective labor agreement part of the basic collective labor agreement. In the meantime, we will increase the salary limit of the HP collective labor agreement (article 3.2) to EUR 113.333 as of December 1, 2022.

Sustainable employability
The commitment of the sustainable employability day will be continued and clarified. In addition, we are extending the project financially fit until May 31, 2024. The availability of career coaches and training vouchers will continue until December 31, 2025. We have agreed that you and your colleagues are entitled to an annual interview about your career, development and training and sustainable employability. .

An arrangement for every company
We have agreed that every employer must have a (reasonable) arrangement for working from home and a reimbursement for commuting costs. In addition, every employer must also have a (reasonable) internship compensation scheme. Of course only when there are interns.

The current pension scheme and financing (BUO) will be extended unchanged. In the first quarter of 2023, De Unie in consultation with employers and other unions about the new pension to be introduced no later than 1 January 2027. There will be an exploration into the right to a pension/RVU after 45 years of work. The outcome of this exploration must be ready before 1 January 2023. This allows us to include the outcome in our discussions about the new pension.

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What now?

The full You can read the negotiation result here. The members of De Unie can vote on this result until Friday, October 7, 2022, 15.00 p.m.

If you have any questions or comments, please contact