On 11 November 2025, the WTG and we reached a preliminary negotiating result regarding the new collective labour agreement 2025-2027. On 9 December, this was slightly adjusted and subsequently definitively ratified by the WTG on 8 January 2026. We are delighted that we have reached a negotiating result. Click here for the full text of the negotiated outcome.
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What preceded
The first collective labour agreement meeting took place on 3 June. After that, we met four more times to negotiate the new collective labour agreement, and we reached a provisional negotiation result on 11 November. The final negotiation result was established on 9 December.
On 8 January 2026, the WTG informed us that their members have agreed to the final negotiation result of 9 December 2025. We are now putting this result to a vote for you and all employees in the sector. (The other unions are also submitting this negotiation result to their members for a vote).
Our commitment is/was based on the extensive staff survey of May 2025 (you can find the results of this survey here to find.
Our commitment you can here Re-read.
What is De Unie’s view on the outcome of the 2026/2027 negotiations?
In addition to valuable agreements on Job Families/Job Grading, a la carte collective labour agreement, Reservists, and Pensions, we have, for the most part, negotiated on the desired income increases and the vitality budget; in our opinion, the most important topics.
Income
In our offer letter, we indicated that for purchasing powerKeep at least 2.9% per year is required, but also that we have a small amount of purchasing powerimprovement Want to arrange a meeting. So only for purchasing powerKeep A total of at least 6% will be required in 2026 and 2027 combined.
The negotiations at this point were, especially at the beginning, very difficult. Employers anticipate that 2026 will be a financially challenging year for many companies in the sector. The reality is indeed that we have been confronted with more reorganisations (and sometimes even company closures) in the sector recently than before. A considerable number of companies in the sector are suffering from the stagnation in the construction sector and the automotive industry.
Because it is expected that the sector will improve somewhat again in 2027, we have entered into discussions and negotiations concerning a collective labour agreement with a longer term. Within a collective labour agreement with a longer term, it appeared (more) feasible to make agreements regarding reasonable salary increases. We have now reached agreements for a new collective labour agreement that runs until 31 December 2027 inclusive.
For 2026, we have agreed on a pay rise of 3% with effect from 1 April 2026. For the year 2027, in line with a more positive business outlook, we have been able to secure better terms: 1.75% on 1 January 2027 and € 70 on 1 July 2027. All the increases mentioned are permanent.
Of course, it's a shame that the increases aren't all happening on 1 January. That's what we would have preferred, of course.
However, if you had to choose between (a) higher pay rises that take effect a bit later or (b) pay rises that take effect sooner but are lower, the former (a) is always more favourable in the long run.
If you look at what the wages have increased to at the end of the last collective labour agreement increase (1 July 2027), we arrive at the following wage increases:
- A salary currently standing at € 2,500 will increase by 7.6%
- A salary currently standing at € 3,500 will increase by 6.8%
- A salary currently standing at € 4,500 will increase by 6.4%
- A salary currently standing at € 5,500 will increase by 6.1%
The conclusion is that, for staff on a salary of € 5,500 or less, there is not only a maintenance of purchasing power (which in any case requires 6%) but also a slight increase in purchasing power.
Wellbeing budget
We have agreed on new arrangements regarding the vitality budget. The scheme is being simplified to reduce the administrative burden. The amount of the vitality budget will remain at € 200 per year, but the option to save over three years (€ 600) will be discontinued.
On the other hand, in principle there will be more scope for how the € 200,- can be spent. It will no longer be limited to LekkerBezig, but can also be spent on activities “that have an impact on the employee’s mental and/or physical well-being” offered by other providers. This broad wording means there are more causes on which the employee can spend the € 200,-.
Conclusion
As you can glean between the lines, we are moderately positive about the result we have achieved.
Voting is open until January 20th
In the coming days, employees in the Technical Wholesale trade will receive a link to cast their vote on the negotiation outcome (entirely anonymously and confidentially). This can be done until 20 January 2026. To participate in this vote, you do not need to be a member of a trade union. The vote will be managed by the independent research agency InnerVoice. Based on the outcome, De Unie will decide whether this negotiation result can be accepted.
You can now via this link Request a voting link to cast your vote.
Click here for our industry page Technical Wholesaler.
Contact
If you have any further questions regarding this message, please contact representative Jan Admiraal by email jan.admiraal@unie.nl
