On Tuesday 20 May, we met with Achmea once again to discuss the new collective labour agreement. This was the fourth and final scheduled meeting. The aim was therefore to reach an agreement. Unfortunately, we were unable to do so. However, the meeting did clarify where the differences in opinion lie between De Unie and Achmea. In this post, we provide further explanation and would love to hear your feedback.
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The conversations so far
During the negotiations, many topics were covered: early retirement schemes (such as the RVU), travel expenses, paying off student loans (DUO debts), 5 May as a day off, and so on. Substantive discussions have been held on many of these topics and it seems possible to reach agreements.
By the themes pay and pension did that turn out much less successful. And precisely these topics emerged in our survey as the most important for employees — which is of course not surprising.
What is on the table regarding pay and pensions?
The starting point has consistently been a new collective labour agreement with a duration of 2 years
To that end, trade unions have made a joint proposal to Achmea:
- 5% wage increase with effect from 1 January 2026
- 5% as at 1 January 2027
- and as of 1 July 2027 (effective date of the new Future Pensions Act scheme), a pension for employees that is exempt from contributions.
Achmea's latest counterproposal is as follows:
- 2.51 TP4T as at 1 January 2026
- 1% as at 1 July 2026
- 2% as at 1 January 2027
- 1.61 TP4T as at 1 July 2027
- and, with effect from 1 July 2027 (the commencement date of the new WTP pension scheme), an increase in the employee’s contribution from 3.25% to 5.25% of the pensionable earnings.
What does this proposal mean in practical terms?
Pension
Due to the tax cap on the new WTP pension scheme — assuming employee contributions remain unchanged — Achmea’s pension costs will fall substantially. Compared with the past 11 years, this represents a reduction of around 9%.
Furthermore, Achmea does not pay a compensation contribution (amounting to 3% of the pension base per year for 10 years) for the abolition of the average-based system. This is because it is financed from the pension fund’s assets. However, Achmea will benefit in the future from a stable contribution rate in the face of an ageing population, leading to even lower and more predictable costs. Furthermore, the interest rate risk (where lower interest rates require a higher contribution) will be borne by the employee.
Goon
Achmea’s pay offer amounts to a total increase of 5.5% over two years. We have included the pay rise of 1.6% with effect from 1 July 2027 in this calculation not as well, because this is intended as ‘compensation’ for the 2% increase in the employee’s pension contribution.
Why no agreement?
The transition to the new Future Pensions Act (WTP) scheme means that, aside from the shift of risk to employees, Achmea will structurally spend less on pension costs. Compared to recent years, this amounts to several tens of millions per year. And even if Achmea were to scrap the employee contribution entirely, a substantial premium advantage would still remain for Achmea. We therefore do not understand why Achmea is specifically proposing to increase.
Furthermore, the pay offer is not in line with general pay trends in the Netherlands. The average pay rise is currently around 4% per year, whilst Achmea’s proposal amounts to 2.75% per year, with the increases not taking effect at the start of the new collective agreement but several months later.
What does Achmea say?
Naturally, we have put these points to Achmea. The positive thing is that there is no dispute about the analysis and the figures. But unfortunately, that is where the good news for employees ends.
Achmea indicates that it is aiming for a more market-conform (read: less generous) pension scheme and believes that the pay offer at least ensures the maintenance of purchasing power. According to Achmea, this approach is necessary to strengthen its competitive position and to control labour costs — something it believes is also important for job retention.
What now?
Based on the current proposals, it is for us not possible to reach an agreement. We expect that this proposal will be unacceptable to many employees. And without the agreement of a (preferably large) majority of the employees, as far as we are concerned there will be no new collective labour agreement.
It has been agreed that over the coming days Achmea itself will also inform employees and provide an explanation regarding their position. Afterwards, we will consult with each other again. Two new meeting dates have been scheduled for this: on 10 and 17 June.
What do you think?
Although there is not yet any question of a result or final offer, we would already like to know what you think of the situation. Do you generally understand Achmea's approach — or not at all?
Contact
Do you have any questions or would you like to discuss something with representative Huug Brinkers? If so, please contact him via huug.brinkers@unie.nl or call 06-5252 2077. For individual advice, you can contact the Service Centre department on 0345-851 963, by email sc@unie.nl or the chat function on www.unie.nl.
