Cao Verzekeringsbedrijf 2022 2023 - Eng Nov 2022 002

СOLLECTIVE
AGREEMENT
for the Insurance Industry 2022 – 2023
1 January 2022 – 31December 2023

Collective Agreement for the
Insurance Industry
1 January 2022 – 31 December 2023

Contents
Foreword 6
Chapter 1 – General provisions 8
1.1. Terms 8
1.2. Scope 10
1.2.1. Employer 10
1.2.2. Employee 11
1.3. Collective Agreement and individual employment contract 11
1.4. Law and Collective Agreement 11
1.5. Duration and interim adjustment of the Collective Agreement 11
1.6. Joint Collective Agreement Committee 11
1.7. Transitional Provisions 12
Chapter 2 – Employment contract 13
2.1.1. The employment contract 13
2.1.2. Temporary contract 13
2.1.3. Temporary workers (1) 13
2.1.4. Temporary workers (2) 13
2.2. Termination of employment contract 13
2.2.1. Notice periods 13
2.2.2. End of employment contract on retirement 14
2.3. Code of Conduct 14
2.4. Trustee 14
2.5. Conscientious objections 14
2.6. Suspension 14
Chapter 3 – Income 15
3.1. Salary group classification 15
3.1.1. Classification criteria 15
3.1.2. Classification system 15
3.1.3. Transitional arrangements when introducing a new classification system or a new
remuneration system 16
3.1.4. Taskforce job classification and pay package system 17
3.2. Salary scales and salary increase 17
3.2.1. Salary scales 17
3.2.2. General salary increase 18
3.2.3. Introduction variable remuneration 18
3.2.4. Transparency of income 18
3.3. Annual payment 18
3.4. Additional payments and compensations 18
3.4.1. Holiday allowance 18
3.4.2. Compensation for working on Saturdays 19
3.4.3. Additional work compensation 19
3.4.4. Overtime pay 19
3.4.5. Shift work compensation 20
Chapter 4 – Employment, working hours and leave 21
4.1. Working hours 21
4.1.1. Annual working hours 21
4.1.2. Shorter and longer working hours 21
4.1.3. Transitional arrangement for working hours of older employees 21
4.2. Working hours 21
4.2.1. Working hours framework 21
Collective Agreement for the Insurance Industry 2022-2023 24 May 2022 | Pag. 2
4.2.2. Time and Place Independent Work arrangements (TPOW) 22
4.2.3. Additional work 22
4.2.4. Overtime 23
4.2.5. Shift work 23
4.3. Holidays and public holidays 24
4.3.1. Holidays 24
4.3.2. Holidays and incapacity for work 24
4.3.3. Public holidays 24
4.4. Leave 24
4.4.1. Special leave 24
4.4.2. Work and care leave 25
Chapter 5 – Pension 27
5.1. Basic pension scheme 27
5.1.1. Average pay scheme 27
5.1.2. CDC or IDC scheme 27
5.1.3. Former FOV members and pension 27
5.1.4. Pension provider 27
5.1.5. Costs 28
5.1.6. Dispensation 28
5.1.7. Conversion 28
5.1.8. Study on pensions 28
5.2. The CDC scheme 29
5.2.1. Premium 29
5.2.2. Adjustment of accrual rate 29
5.2.3. Communications 29
5.3. The IDC scheme 29
5.3.1. Premium grades 30
5.3.2. Communications 30
5.4. Transitional Provisions 30
5.4.1. Change in concept of basic pension scheme 30
5.4.2. Change in basic pension scheme starting on 1 January 2018 30
5.4.3. Transitional pre-pension scheme 30
5.4.4. Topping-up arrangement Collective Agreement 2003-2004 31
Chapter 6 – Social policy, sustainable employability and employment 32
6.1. Social policy 32
6.1.1. General 32
6.1.2. Principles 32
6.1.3. One labour market for all working persons 32
6.2. Principles of sustainable employability 33
6.3. Strategic human resource planning and training 34
6.3.1. Strategic human resource planning 34
6.3.2. Personal training plan 34
6.3.3. Training facilities 34
6.3.4. Miscellaneous provisions 34
6.4. Individual employability 35
6.4.1. Employee responsibilities 35
6.4.2. Personal development plan 35
6.4.3. Career change 36
6.4.4. Sustainable employability budget 36
6.4.5. Vitality scheme 36
6.4.6. Preparing for upcoming retirement 38
6.4.7. Early retirement 38
6.4.8. Dual learning 38
6.4.9. Employment Projects Protocol 39
6.4.10. Joint activities 39
6.4.11. Workload indicator 39
6.4.12. Career change scheme 39
6.4.13. Learning account 39
6.5. Diversity, inclusion and countering sexual harassment 40
6.5.1. General 40
6.5.2. Countering sexual harassment and other undesirable conduct 40
6.6. Employment 40
6.6.1. Employment in the individual company 40
6.6.2. Employment in the industry 41
6.6.3. Special arrangements 41
Chapter 7 – Flexible terms of employment 42
7.1. Choice system 42
7.2. Principles 42
7.3. Exchange of terms of employment 42
7.4. Additional criteria 42
Chapter 8 – Working conditions and illness 44
8.1. General 44
8.2. Working conditions 44
8.2.1. Occupational health and safety catalogue 44
8.3. Continued salary payment in the event of illness 44
8.3.1. General 44
8.3.2. Continued salary payment 44
8.3.3. Salary and pension accrual 45
8.3.4. Other conditions 45
Chapter 9 – Other terms of employment 47
9.1. Removal allowance 47
9.2. Benefit in case of death 47
9.3. WW and WGA supplements 47
9.4. Algemene nabestaandenwet (Anw – General Surviving Dependants Act); 47
Chapter 10 – Facilities for trade unions 48
10.1. General 48
10.2. Facilities 48
10.3. Legal protection 49
10.4. Trade union leave 49
10.5. Trade union contribution 49
10.6. Encouraging trade union work 49
Chapter 11 – Specific terms of employment for field staff 50
11.1. Employment contract and working hours 50
11.2. Remuneration 50
11.3. Holidays 50
11.4. Flexible terms of employment 50
11.5. Supplement in the event of incapacity for work 51
11.6. Benefit in case of death 51
11.7 Transitional arrangements for working hours of older employees 51
11.8. Transitional holiday arrangement 51
11.9. Pensionable salary 51
Annex 1.6. Regulations of the Joint Collective Agreement Committee 52
Annex 3.2.1. Salary scales 54
Salary scales on and after 1 February 2022 54
Youth salary scales on and after 1 February 2022 54
Salary scales on and after 1 January 2023 55
Youth salary scales on and after 1 January 2023 55
Annex 4.1.3. Transitional arrangement for working hours of older employees 56
Annex 4.2.2. Model scheme on Time and Place Independent Work (TPOW) 57
Annex 4.3.1. Transitional holiday arrangement 58
Annex 5.1.1. Average pay scheme 59
Annex 5.1.6. Pensions Dispensation Committee Regulations 62
Annex 5.2. The CDC scheme 64
Annex 5.3. The IDC scheme 67
Annex 6.4.12. Career change scheme 71
Annex 11.7. Transitional arrangement for working hours of older field staff 73
Annex 11.8. Transitional holiday arrangement for field staff 74
Foreword
This Collective Agreement for the Insurance Industry for 2022 and 2023 (the ‘Agreement’) builds on
the changes introduced in the past. It is a modern Agreement that focuses on sustainable
employability and employees experiencing greater control over their work. 2021 was, just like 2020, a
special year in many respects. The SARS 2-Covid-19 virus once again had a great impact on our
society and thus also on working conditions in the insurance industry. The virus has resulted in many
changes, also in working life, and some will be permanent. In addition, we will have to accept that we
now live and work in a society that is constantly changing, will continue to change and faces various
complex issues.
What is new in this Agreement are leave provisions that facilitate employees in the event of mourning,
the birth of a child for whom you care but are not the biological parent, and in the event of gender
reassignment. Statutory parental leave is also guaranteed at 70% of the salary if the statutory
regulation does not reach this level.
The parties to the Agreement (the ‘Parties’) aim for a workforce that is diverse in composition and
an organisational culture that is inclusive, as well as equal pay and equal opportunities in respect of
recruitment and promotion. Attention also needs to be given to a safe and social workplace, where
sexual harassment and other unwanted conduct are prevented and tackled.
In 2022, the Parties will continue to elaborate on important themes in various working groups, such as
preparing the revision of the job classification and pay package system, the pension agreement, the
occupational health and safety catalogue, including the Workload Indicator and a coherent
employability policy. In this context, the Parties agreed to continue and re-finance joint activities that
are useful to the insurance industry once the current employment funds have been used up.
As the entire insurance industry, we will have a new Social Agenda in the spring of 2022, which will
also embrace the ideas of the Work Code. The Work Code aims for a more equal valuation and
treatment of working persons with a flexible contract and those with an employment contract. The
Work Code was developed by employers and trade unions in the financial sector and has been fully
endorsed by the Parties to the Agreement and resulted in a number of practical plans.
Model scheme containing provisions on Time and Place Independent Work have now been added to
the Collective Agreement. This may help employers put into place more and better work/home
arrangements if they had not yet done so. An early retirement option is made available in addition to
the statutory Early Retirement Scheme. Quantitative parameters have been included in the
Agreement to make the arrangement more transparent and practical. The Parties have also agreed to
continue to work with the PAWW Foundation; in this context, our proactive focus will be on the
supplementary benefit after two years of unemployment or salary-related WGA.
The Parties believe that this modern Collective Agreement will contribute significantly to making our
industry more attractive.
The Hague, 10 February 2022
Signature
On behalf of the Dutch Association of Insurers, On behalf of the trade unions:
employment conditions sector, located in The Hague:
J.P.P. Barth, FNV Finance, member of

President of the Sector Board for Employment Conditions FNV, located in Utrecht
G.J.A. van Hees, Director Services
R. Weurding, general director of the Dutch Association of De Unie, located in Culemborg

Insurers R. Castelein, President
E.H.A. Geurts, Director
CNV Vakmensen, located in Utrecht

P. Fortuin, President
T. Westerink, Board Member
Declare that they have entered into the following Collective Agreement with effect from 1 January
2022.
Chapter 1 – General provisions
This chapter sets out concepts and a number of general provisions.
1.1. Terms
Working hours per week The annual number of working hours, converted per week, is on
average 38 hours a week.
Incapacitated for work Not being able to work due to physical or mental disability, i.e. not
being able to do the agreed work during the agreed working hours or
not being able to do suitable work.
Field staff member An employee with whom it has been contractually agreed that the
former Collective Agreement for Field Staff or the provisions in
Chapter 11 apply.
Collective Agreement The Collective Agreement for the Insurance Industry.
Sustainable employability Remaining suitable (competent, educated), healthy and vital
(energetic) for work.
Public holidays New Year's Day, Good Friday, Easter Monday, Ascension Day, Whit
Monday, Christmas Day and Boxing Day, King's Day, Liberation Day
(5 May; once every five years in the anniversary year (2020, etc.)).
Flex employee The person who performs work for the employer but does not have a
permanent or temporary contract.
Full-time employee An employee whose individual working hours are equal to the annual
working hours.
Usual working hours Mondays to Fridays between 7:00 and 21:00, and Saturdays between
8:00 and 17:00.
Individual working hours The working hours agreed with the employee.
Annual working hours The working hours of 1,976 hours a year.
Child The own child, stepchild, foster child or adopted child of the employee
or of the employee's partner, or the child actually looked after by the
employee or his partner.
Monthly salary The gross monthly salary agreed between the employer and the
employee on the basis of the salary scale allocated to the employee
based on the position and on the working hours agreed with the
employee.
Additional work The hours the part-time workers, on the instructions of the employer,
work outside the working hours applicable to them up to the full-time
working hours of 38 hours a week.
Works Council The employer’s Works Council (OR), set up under the Dutch Works
Councils Act (WOR).
Parent The own parent, stepparent, foster parent or actual guardian of the
employee or of the employee's partner.
Overtime The time worked by the employee, on the instructions of the
employer, in excess of the working hours of 38 hours a week.
Parties The employers' organisation on behalf of the employers and the trade
unions on behalf of the employees.
Partner The person with whom the employee has a partner relationship
established by marriage, registered partnership or a cohabitation
agreement drawn up by a civil-law notary.
Part-time employee An employee whose individual working hours that are shorter than the
annual working hours and shorter than the weekly working hours.
Shift work Work performed according to a certain rotation system by two or more
groups of employees.
PVT (“Personeelsvertegenwoordiging”) The employer’s staff
representative body, set up under the WOR.
Temporary contract Fixed-term employment contract.
TPOW Time and Place Independent Work, i.e.: working independent of the
usual working hours and the place of employment.
Place of employment The workplace designated by the employer as the place where or from
which the employee predominantly works.
Temporary worker The person who has entered into a temporary employment contract
with a temporary employment agency for the purpose of working for
the employer.
Hourly pay The gross hourly pay for full-time employees is the fixed annual salary
divided by the annual working hours. The hourly salary for part-time
employees is calculated by converting the fixed annual salary into part-
time.
Trade Unions FNV Finance, located in Utrecht; CNV Vakmensen, located in
Utrecht; De Unie, located in Culemborg.
Variable income Variable income components granted to field staff under any
denomination that depend on targets and/or performance.
Permanent contract Employment contract for an indefinite period.
Fixed annual salary The gross salary actually earned by the full-time employee on an
annual basis, based on annual working hours, excluding annual
benefits, holiday allowance and any other supplements.
Representative of a trade An employee who has an administrative or representative function
union within the trade union and who has been registered in writing with the
employer by the trade union.
Wazo Work and Care Act (Wet arbeid en zorg).

Employer The employer in the insurance industry to which, based on the scope
of application (see 1.2.1.), this Collective Agreement applies.
Employers' organisation The Dutch Association of Insurers (Verbond van Verzekeraars),
Employment Conditions sector based in The Hague.
Employee The person who has an employment contract with the employer, with
the exception of the persons mentioned in 1.2.2.
WOR Works Councils Act (Wet op de ondernemingsraden).
1.2. Scope
This Collective Agreement applies to the employer and the employee as described in articles 1.2.1. and
1.2.2.
1.2.1. Employer
A. Employer in the insurance industry
Every employer in the insurance industry, including reinsurers and funeral insurance companies with
in-kind benefits, who, through an official seat or branch in the Netherlands, conducts the business of
entering into and settling insurance contracts at its own expense and under its own name, and who
has employees in the Netherlands, with the exception of:
− Achmea B.V. in Zeist and its subsidiaries,
− insurance companies belonging to AEGON N.V. of The Hague,
− insurance companies belonging to Atradius of Amsterdam,
− insurance companies belonging to N.N. Group N.V. of The Hague,
− insurance companies owned by VIVAT N.V. of Amstelveen,
− insurance companies belonging to A.S.R. of Utrecht,
− healthcare insurers applying the Collective Agreement for the Healthcare Insurers,
− employees employed by a funeral provisions insurer working solely or primarily in the
Collective Agreement for the Funeral Sector
B. Other employers
Any employer who employs employees who work in an organisation that exclusively or mainly carries
out insurance activities as referred to in point A:
1. under the authority of an insurance company as referred to in point A, or
2. its holding company belonging to the same group as the insurance company as referred to in
point A.
The terms of employment in the Collective Agreement do not apply to the employer and employees
of a banking institution who perform work for an insurance company, to which the Banking Collective
Agreement applies or to which its own collective agreement relevant to that sector applies that has
been signed by at least one of the trade unions that is a party to the Collective Agreement for the
Insurance Industry.
Dispensation
In special cases, the Parties may grant dispensation to an employer so as not to fall within the scope of
the Collective Agreement.
In case of a dispensation request, the Parties to the Agreement will in any case apply the following
assessment criteria:
− The reasons for requesting dispensation must be sufficiently well-founded; well-founded
reasons exist when the situation in the company seeking dispensation differs from what is
customary in the industry;
− The employees’ terms of employment must be sufficiently guaranteed;
− The terms and conditions of employment proposed by the employer must not be in
conflict with statutory provisions;
− The employer has its own legally valid collective agreement, signed by at least one of the
trade unions affiliated to the Collective Agreement for the Insurance Industry.
To qualify for dispensation, all these criteria must be met as a minimum.
If the employer and/or one or more subsidiaries no longer meet at least one of the above criteria,
the dispensation will come to an end.
The application for dispensation must be submitted to the Joint Committee, see Annex 1.6.
1.2.2. Employee
The Collective Agreement applies to employees who hold a job with an insurance company
that falls within the scope of Article 1.2.1.
Exceptions
The Collective Agreement does not apply to:
− Directors of a company and the most senior decision-making officers of the company
who are directly involved in the company’s policy,
− Holiday workers and interns.
Senior officers
For employees whose function is classified above the salary groups referred to in Article 3.1. the
provisions of Articles 3.2.1., 3.4.2., 3.4.3., 3.4.4., 4.2.3. and 4.2.4. do not apply.
1.3. Collective Agreement and individual employment contract

The employer and the employee may deviate from the Collective Agreement in writing in a way
that is favourable to the employee. When this concerns a group or category of employees, this
deviation requires prior consultation of the employer with the trade unions.
The employer is obliged to comply with the provisions of this Collective Agreement.
An individual employment contract or a company-specific arrangement determined by the employer

may not contain any provisions contrary to the Collective Agreement. Such provisions are null and
void.
The employer ensures that every new employee can familiarise themselves in an accessible
manner with the contents of the Collective Agreement and with any additional regulations of the
employer.
1.4. Law and Collective Agreement

Dutch laws and regulations and the Collective Agreement apply, unless this Collective Agreement
provides otherwise and this provision is legally valid.
1.5. Duration and interim adjustment of the Collective Agreement

The Collective Agreement has been agreed for a period of two years, it starts on 1 January 2022
and ends on 31 December 2023.
If, during the term of the agreement, changes in laws or regulations require the Parties to do
so, they will consult with each other and may amend the Collective Agreement.
1.6. Joint Collective Agreement Committee

If an employer and an employee have a difference of opinion about the interpretation or application
of the Collective Agreement, they may submit the dispute to the Joint Collective Agreement
Committee. If a party to a collective agreement believes that the Collective Agreement is not being
interpreted or applied correctly, it may also refer the matter to the Joint Collective Agreement
Committee.
The decision of the Joint Collective Agreement Committee is binding on the Parties if both Parties
so request.
The Joint Collective Agreement Committee also handles requests for dispensation in respect of a
collective agreement provision, in so far as that provision offers the opportunity to do so, see
Article 1.2.1. An exception to this is a request for dispensation concerning pension. A separate
arrangement applies to this, see Article 5.1.6. The decision of the committee on a dispensation
request is binding.
For the composition and working methods of the committee, see Annex 1.6.
1.7. Transitional Provisions

The provisions of this Collective Agreement apply starting on 1 January 2022. At the time this
Collective Agreement enters into effect, any more favourable provisions of previous Collective
Agreements will lapse with effect from this date and the provisions of this Collective Agreement will
apply, unless explicitly stated otherwise. Individual entitlements that do not arise from a previous
Collective Agreement will continue to have effect.
Individual rights to more favourable terms of employment than those provided for in this Collective
Agreement will be maintained.
The Parties have not made any agreements on any more favourable pension arrangements than
those set out in Chapter 5.
Chapter 2 – Employment contract
This chapter regulates the entry into and the termination of the individual employment contract
with the employee, regulates the relationship between employee and employer, and regulates
the rules of conduct.
2.1. Individual employment contract

2.1.1. The employment contract
An individual employment contract is generally entered into for an indefinite period of time (permanent
contract).
A fixed-term employment contract (temporary contract) is possible. As a general rule, a temporary

contract will not exceed one year and may be extended once by a maximum period of one year.
The Parties start from the basic premise that the work is carried out as much as possible by
employees with permanent or temporary contracts and that the deployment of flex workers is limited
in number and time.
2.1.2. Temporary contract

A temporary contract ends automatically by operation of law when the period specified in this
contract has elapsed.
In case of temporary contracts of at least six months' duration, the employer will inform the employee
in writing, no later than one month before the expiry date of the contract, of any continuation of the
contract and of the conditions under which the contract will then be continued.
2.1.3. Temporary workers (1)

The annual working hours for temporary workers is no more than the annual working hours, see
Article 1.1.
In addition to the hirer's remuneration on the basis of the ABU Collective Agreement for Temporary
Workers or the NBBU Collective Agreement for Temporary Workers, all bonuses and supplements
apply to temporary workers who are employed by user organisations in similar positions as
employees, including the annual bonus, if any (see Article 3.3.).
Temporary workers are given equal opportunities and the same status/position as employees in the
user organisation when applying for and taking up permanent positions. In the event of a
reorganisation, employees in the employer's service are given priority over temporary workers.
2.1.4. Temporary workers (2)

Employers need to make sure that temporary work agencies of the hired temporary workers act in
accordance with the provisions on pay, supplements and benefits mentioned in Article 2.1.3.
2.2. Termination of employment contract

2.2.1. Notice periods
The notice periods are in accordance with the statutory regulation of Article 7:672 of the Dutch Civil
Code.
An employer and employee may agree in writing on a longer notice period than the statutory period.
This longer notice period then applies to both the employer and the employee. However, if the
employment contract has lasted five years or more, the employer must at all times apply at least the
statutory term of notice.
2.2.2. End of employment contract on retirement

The employment contract ends automatically by operation of law without the need for prior notice when
the employee has reached the commencement date of their chosen retirement pension or, at the latest,
on the day on which the employee reaches the age on which they become entitled to general old-age
pension (Aow).
2.3. Code of Conduct

The Parties attach great importance to what the”Code of Conduct for Insurers” means to their own
employees. This code lays down the basic standards of a corporate social responsibility policy. The
Code of Conduct is available online at www.verzekeraars.nl.
The Parties recommend that all existing and new employees be regularly informed about this.
2.4. Trustee
The employer who employs at least ten employees must appoint an internal or external confidential
adviser who, in case of an internal confidential adviser, can perform the work as a confidential adviser in
addition to their own job.
The confidential adviser must be qualified based on training approved by the professional organisation
LVV or equivalent qualifications.
The Parties recommend that the employer who employs fewer than ten employees also appoints an
internal or external confidential adviser.
2.5. Conscientious objections

An employee who has justified conscientious objections to performing specific work may consult
with the employer about this and ask the employer to be exempted from this work.
2.6. Suspension
The employer may only suspend the employee if there is a suspicion of such a serious offence that,
after investigation, could lead to immediate dismissal under Article 7:678 of the Dutch Civil Code.
This suspension on full pay lasts a maximum of 14 days.
If the suspicion that led to suspension proves to be incorrect, the employer must fully rehabilitate
the employee and communicate this fact orally and in writing. The content and the manner of
rehabilitation will take place in consultation with the employee.
Chapter 3 – Income
This chapter contains the salary regulations and regulates the supplements to the salary.
3.1. Salary group classification

Positions are classified into salary groups according to the nature of the work to be performed, either
by using the classification criteria in the Collective Agreement, see Article 3.1.1., or by using a
classification system, see Article 3.1.2.
If the salary group of an employee changes, they will receive written confirmation of this from the
employer. This confirmation states the new salary group or whether the employee has been
classified above the groups referred to in Article 3.1.1.. It also mentions the new salary.
3.1.1. Classification criteria

An undertaking with less than 100 employees and no classification system as described in Article
3.1.2. must classify employees up to and including job category 4 according to the nature of the
work to be performed as follows:
Group J
Newly appointed employees under 21 years of age can be categorised into group J.
Group 1
Employees who perform work that consists exclusively of simple, routine tasks/activities of the same
nature, for which no or no specific professional knowledge is required.
Group 2
Employees performing work of a less routine nature, which is subject to stricter requirements of
accuracy and certain requirements of professional knowledge, or employees doing office work for which
practical experience is necessary.
Group 3
Employees who carry out work that – under supervision – is performed more independently and/or
who are being supervised to a limited degree.
Group 4
Employees who perform work for which extensive and/or specialised professional and commercial
knowledge is required and who are being supervised to a greater degree.
3.1.2. Classification system

The classification system applies to all employees covered by the Collective Agreement.
Companies with at least 100 employees are required to have a job classification system in place to
determine the maximum pay for each job. The provisions of this Article apply to the system.
For companies with fewer than 100 employees and without a classification system, the classification
criteria laid down in Article 3.1.1. apply. Where such organisations choose to use a job classification
system, they must also comply with the procedures of this Article.
Advantages of the classification system
The classification of jobs using a classification system is necessary to determine which salary group
and therefore which salary applies to the employees.
In addition, it provides an understanding of the organisational structure and clarifies tasks, powers,
and responsibilities in their interrelationship. As a result, targeted training activities can also be
carried out.
In addition, a classification system helps during recruitment and selection, in the career and
promotion policy, and in the assessment of employees.
Classification system requirements

The system and its implementation must meet the following requirements:
− The employer and the employee discuss the content of the job.
− The employer determines the content of the jobs.
− The employer describes the content of the jobs in a way that fits the classification system.
− Jobs are classified by a job grading system, a system of comparative classification or a
combination of two or more of these systems.
− The classification system is public, solid, and consistent in terms of results and has the
approval of the Works Council.
− The employer ensures that employees are informed about the description of the content of
their job and about the classification system chosen.
− When the content of a job changes materially, the classification of the job is reviewed.
Complaints procedure
If an employee disagrees with their job classification, they report this to their employer. The employer
and employee then have to consult with each other and try to solve the difference of opinion.
If this consultation does not solve the difference of opinion, the employee can appeal to an internal
complaint handling committee to be set up by the employer, or to a complaint procedure. The
complaint handling body should be composed of proportional representatives of both the employer
and the employees.
The body issues a written opinion to the employer and sends a copy to the employee concerned.
On the basis of this opinion, the employer takes a final decision on the job classification. If that
decision deviates from the unanimous opinion of the committee, the employer must explain the
decision in writing.
The employer and the Works Council may also jointly decide to start external appeal proceedings.
3.1.3. Transitional arrangements when introducing a new classification

system or a new remuneration system
If an enterprise wishes to adopt a classification system or change an existing system, this must not
result in any loss of income for the employee. The same applies if the employer wishes to introduce
a different remuneration system.
For this reason, the employer must adopt transitional measures that guarantee income and also
include agreements on any loss of salary prospects.
The following provisions apply to the introduction or change of a classification system and to the
introduction of a new remuneration system:
1. Salary consequences if current salary is above new maximum
If an employee has a salary that exceeds the maximum salary of their new salary group after the
introduction or change of a classification system or remuneration system, the following applies.
The new salary is the maximum salary of the new, lower scale. The part of the salary that
exceeds this maximum will be converted into a nominal personal allowance. This allowance does
not qualify for the general salary increase that is arranged in Article 3.2.2. This applies to the
introduction of or a change to a classification or remuneration system after 1 January 2020.
The employer may, in consultation with the Works Council or PVT, arrange that the
aforementioned allowance does qualify for the general salary increase as provided for in
Article 3.2.2.
The introduction or change of a classification or remuneration system implemented before

1 January 2020 is subject to the salary guarantee scheme; this means that the employee who has
been classified in a new, lower scale retains their salary and remains entitled to general salary
increases regulated in Article 3.2.2.
On any personal supplement or salary guarantee of the employee as a result of a change of
position, classification system or remuneration system implemented before 1 January 2020, the
general salary increase regulated in Article 3.2.2. also continues to apply.
2. Guaranteed salary development perspective

The guaranteed salary development perspective applies when an employee still has room for
salary growth in their salary group but has no or less room for salary growth because the
maximum salary of their new salary group is lower after the introduction or after a change of
classification or remuneration system.
The guaranteed salary development perspective means that for at least another two years, the
employee continues to receive the increase they would receive according to the old individual
salary scale applicable to them.
If, as a result, the employee's salary would exceed the maximum of their new, lower salary
scale, the scheme referred to under 1 applies.
3.1.4. Taskforce job classification and pay package system

During the term of the Collective Agreement, a task force will be set up to develop a new, modern job
classification system and subsequently an accompanying suitable pay package system. The job
classification system to be developed will replace Article 3.1.1. The pay package system to be
developed must be in line with the newly developed job classification system and replaces Article
3.2.1. and Annex 3.2.1. Annex III to the 2018-2019 Collective Agreement for Office Staff has been
deleted.
The working group also advises on a scheme to be introduced on the consequences of financial
decline in one’s job and how to deal with labour market allowances.
3.2. Salary scales and salary increase

3.2.1. Salary scales
For the salary scales, see Annex 3.2.1. The salary amounts are the fixed annual salary for full-time
employees. For part-time employees, the amounts apply on a pro rata basis.
The employer is obliged to use these salary scales when the jobs are classified according to the criteria
referred to in Article 3.1.1.
Employees receive at least the minimum salary corresponding to their salary group and years of
experience. Years of experience before the age of 21 do not count in this respect.
Employees in scale J receive at least the salary corresponding to their age.
A salary above the maximum average salary is possible for individual employees aged 21 or older
on the basis of years of experience, provided that the total of the salaries for each group does not
exceed the sum of the average maximum for each group.
3.2.2. General salary increase

The salary scales applicable on 31 January 2022 and the salaries applicable on 31 January 2022 will be
structurally increased by 2.75% on 1 February 2022.
The salary scales applicable on 31 December 2022 and the salaries applicable on 31 December 2022
will be structurally increased by 2.75% on 1 January 2023.
Salaries for employees under 21 years of age to whom a youth scale applies are determined on the
basis of age. The change is implemented in the payment period in which the employee's birthday
falls.
3.2.3. Introduction variable remuneration

When introducing more variable remuneration components, employers are recommended to
extend the pensionable salary with the variable remuneration components.
3.2.4. Transparency of income

Insurers recognise that a gradual move towards greater openness of income for each category of
personnel within the company is desirable. Insurers are prepared to focus their policy on this
transparency. They recommend that recognizability of individual data be avoided.
3.3. Annual payment

The employee who has been employed the whole year in the previous financial year receives an annual
payment, unless in the opinion of the employer the operating results do not allow this. The annual
payment is 1/12 of the fixed annual salary.
In the event of early commencement of employment, early retirement, part-time employees or when
part of the financial year has been worked, this payment is pro rata.
If the employee is entitled to any staff, profit-sharing or other bonus the annual payment is set off
against this. This annual payment is deemed to be part of it.
3.4. Additional payments and compensations

3.4.1. Holiday allowance
The employer has an annual holiday allowance scheme. The holiday allowance is 8% of the fixed
annual salary that applies in the month of payment.
For employees aged 21 and older, the holiday allowance is always at least the amount of the statutory
minimum holiday allowance. This minimum is pro rata for part-time employees. For employees under
the age of 21, a deduction in accordance with the percentages that apply to the statutory minimum
youth salary is applied to determine the minimum holiday allowance. See Article 16(2) of the Minimum
Wage and Minimum Holiday Allowance Act.
If the employment has lasted shorter than the calendar year, the holiday allowance is paid pro rata.
If the employee leaves the employment in the course of the calendar year and has received
more holiday allowance than entitled before their departure, the difference is settled upon the
employee’s departure.
3.4.2. Compensation for working on Saturdays
This entitlement applies to working on Saturdays within the usual working hours (see Article 1.1.).
The employee receives compensation for working on Saturdays equal to the hourly salary (see Article
1.1.) plus an allowance of 30% of the hourly salary.
The compensation for working on Saturdays is part of the salary and is therefore the basis for the
amount of the salary payment in case of illness (see Article 8.3.).
If holidays are taken, the salary including compensation or, in the event of incapacity for work, the
benefit under Article 7:629 of the Dutch Civil Code and Article 8.3. of this Collective Agreement, as
applicable before the holidays, leave, or incapacity for work, will continue to be paid. To determine the
amount of the compensation, the average compensation over the three months at hand, or if this is not
a representative period, a longer period similar to the elaboration of Article 7:610b of the Dutch Civil
Code is used.
3.4.3. Additional work compensation

The amount of compensation for additional work is the hourly pay (see Article 1.1.) and a supplement
for:
− The employer's share of the pension contribution
− Holiday entitlement
− Holiday allowance
− Other fixed salary components
3.4.4. Overtime pay

For the amount of compensation for overtime, see Table 3.4.4.
Table 3.4.4. – Overtime compensation

Additional hours, worked on: Compensation
Monday to Friday between 07:00 and 21:00 Hourly pay + 25% hourly pay
Monday to Friday between 00:00 and 07:00 and between Hourly pay + 55% hourly pay
21:00 and 24:00
Saturdays between 08:00 and 17:00) Hourly pay + 55% hourly pay
Saturdays between 00:00 and 08:00 and between 17:00 and Hourly pay + 100% hourly pay
24:00.
Sundays and public holidays Hourly pay + 100% hourly pay
The overtime compensation includes 8% holiday allowance.
For the hourly pay, see Article 1.1.
The minimum hourly salary compensation for overtime is based on the hourly salary derived from
the fixed annual salary for employees with 0 years of experience in Collective Agreement salary
group 1.
The hourly salary or minimum hourly salary is increased by 12% because a different hourly salary
calculation was applied in the Collective Agreement of April 1998 – April 2000.
Leisure time
Unless there are special operating conditions, the employee may choose to compensate overtime with
free time. This free time must be taken in the next quarter. The overtime compensation (see Table
3.4.4.) will then not be paid in cash or paid in converted free time.
3.4.5. Shift work compensation
Employees working in shifts receive compensation consisting of a shift work allowance, a reduction in
normal working hours or a combination of the two.
When holidays are taken, the salary, including the shift work allowance, continues to be paid.
The shift work allowance is also the basis for the amount of the continued salary payment for
incapacity for work or, in the event of incapacity for work, the payment under Article 7:629 of the Dutch
Civil Code and Article 8.3., as it applied at the time before the holiday, leave, or incapacity for work.
To determine the amount of the shift work allowance, the average shift work allowance over the three
months at hand, or if this is not a representative period, a longer period similar to the specifications of
Article 7:610b of the Dutch Civil Code is used.
Phase-out plan
A phase-out scheme is applied to employees who work shift work and who, for organisational or health
reasons, are placed in a job which does not involve shift work and who lose income as a result.
The phase-out scheme applies for a period equal to the time that the employee has worked in shifts,
with a maximum of four years. For the purpose of calculation, fractions of months are rounded up to
whole months. The phasing-out is carried out in monthly periods.
If, during the period that the employee has worked in shifts, the shift work allowance has changed,
the basis for the calculation of the phase-out scheme is the average shift work allowance over the
last 13 weeks.
Stopping shift work at your own request

If an employee requests to stop working in shifts and there are no organisational or health reasons, the
employer will do its very best to look with the employee for a job that does not involve shift work.
Chapter 4 – Employment, working hours and leave
This chapter contains the regulations on working hours, holidays and leave.
4.1. Working hours

4.1.1. Annual working hours
The annual number of working hours are the working hours of a full-time employee, which is 1976
hours.
The full-time employee may agree with the employer to work 104 hours more or less on an annual
basis. The work-related Collective Agreement conditions (salary, holiday allowance, annual payment,
pension and, in the event of reduction, holiday entitlements) will then be adjusted proportionally.
Company-specific schemes in force will not be adjusted to the changed working hours.
4.1.2. Shorter and longer working hours

Shorter working hours than the annual working hours are possible. For part-time employees, the terms
of employment apply on a pro-rata basis, unless otherwise stated in the relevant employment condition.
If the full-time or part-time employee makes a request to reduce the agreed working hours or if a part-
time employee makes a request to increase the working hours, other than as provided for in Aryticle
4.1.1., the provisions of the Flexible Working Act apply.
The provisions in Article 4.2.1. apply when determining the working hours for shorter and longer
employment.
4.1.3. Transitional arrangement for working hours of older employees

Employees born before 1 January 1955 and employed on 1 January 2010 are subject to the
transitional measures set out in Annex 4.1.3.
4.2. Working hours

4.2.1. Working hours framework
The working hours framework applies to the usual working hours, see Article 1.1.
With the consent of the Works Council or PVT, it is possible to make further agreements on working
hours for full-time and part-time employees within the usual working hours and within the legal
frameworks.
Individual arrangements on working hours are made in consultation between the employee
and the employer.
When making individual arrangements on working hours, good customer service, the proper
functioning of the organisation, and the preservation of employment are key. Wherever possible, the
employer takes the wishes of the employee into account when determining the working hours and the
individual preferences of the employee will be honoured. If this is not possible or useful from an
organisational point of view, this will be discussed with the employee, allowing them to focus on other
preferences. Hours that are not worked are scheduled as identifiable free time.
When making individual arrangements on working hours and schedules, the employer must take
into account any care responsibilities of the employee.
The employee can be compulsorily scheduled for a maximum of one Saturday every three weeks,
unless the employee has been specially hired to work on Saturdays. For compensation for working on
Saturdays, see Article 3.4.2.
4.2.2. Time and Place Independent Work arrangements (TPOW)

When a company structurally uses time and place flexible working (TPOW) arrangements as a
working method, the following preconditions – taking into account a proper balance between the
customer’s interest, the organisation and the employee – apply:
− Working independent of time and place is neither a right nor an obligation but the possibility
to work in a flexible manner in terms of working hours or the place of work.
− The employee and employer make agreements about:
o The extent and frequency in which an employee works independent of time and place;
o The mutual geographical accessibility;
o The location where the work is to be performed and any working hours that fall
outside the regular office hours.
− The provisions of the working hours framework (see Article 4.2.1.) continue to apply;
− The overtime regulation (see Article 4.2.4.), the overtime compensation (see Article 3.4.4.)
and the compensation for working on Saturdays (see Article 3.4.2.) do not apply if employees
transfer the working hours at their own initiative to a period outside the working hours
framework;
− Sufficient attention needs to be paid to the organisation of the work, the balance between
work and home, taking breaks, coping with work pressure, the social cohesion within the
organisation, and the sustainable employability policy;
− The employer emphatically points out to employees who work independent from time and
place the requirements of the occupational health and safety standards set in respect of the
workplace if they work from a location other than the business location itself. The layout of
the (home)workplace subject to the occupational health and safety standards is part of the
employer’s care obligation and responsibility. Employees will do everything they can to meet
the occupational health and safety standards.
When introducing TPOW arrangements, a scheme will be drawn up in consultation with the Works
Council or PVT, which must meet the following conditions:
− The provision of compensation or means to lay out the workspace and the working from
home. Examples are daily allowances, compensation for laying out the workplace at home,
telephone and/or internet connection and commuting allowances;
− Instruction about the layout of the workspace based on the statutory occupational health and
safety standards;
− Communication or IT facilities that are provided;
− Addressing the issue of the tax aspects surrounding TPOW;
− Describing exemplary situations in which TPOW is not applied;
− Describing exemplary situations in which employees can be obliged to work at the office on
days that are scheduled as ‘homeworking’ days;
− Describing exemplary situations in which the arrangements are not applied;
− Provisions on the evaluation and adjustment of the arrangements.
The above conditions for a TPOW scheme have been worked out in a model scheme, which can be
used by the employer. For the model scheme, see Annex 4.2.2.
4.2.3. Additional work

For additional work, see Article 1.1.
From 1 May 2018 the Collective Agreement has an additional work provision. Additional work is work
commissioned by the employer that is performed over and above the working hours agreed on with
the employee up to the maximum working hours a week (38 hours).
For additional work compensation, see Article 3.4.3.
4.2.4. Overtime
For overtime, see Article 1.1. Work that is required on a non-structural basis to complete the normal
day's work and does not exceed half an hour is not considered overtime. If this work lasts longer than
half an hour, and is carried out on the employer’s instructions, then the first half hour also counts as
overtime.
The employer will limit overtime as much as possible.
The employer may make it obligatory for the employee to work overtime when the company's interests
so require. However, an employee may not work more than 6 hours’ overtime a week and not more
than 30 hours’ overtime each quarter.
The employer will take into account any care obligations employees may have when compelling them to
work overtime. The employee will be spared as much as possible with regard to overtime when this is
required on account of their individual workload capacity. This workload capacity is to be specified by
the company doctor.
The employer must, as far as possible, give its order for overtime to the employee on that particular
day before 12:00.
If the overtime is for at least two hours after normal working hours and a meal break is therefore
missed, the employer must either arrange a meal or provide reasonable compensation for the costs.
For overtime compensation, see Article 3.4.4.
Exceptions
The employer may, for employees who have domestic, driving, maintenance, chores, guarding, or
similar duties and for employees who are employed as office staff but who work a significant part of
their duties as field staff, lay down rules that are different from this Article in respect of overtime and
any compensation for this.
4.2.5. Shift work

For shift work, see Article 1.1. An arrangement for shift work will be established with the consent of
the Works Council.
In the event of two or three shifts, in principle no shifts will be scheduled on Saturdays outside normal
working hours, on Sundays or on public holidays.
The employee will be spared as much as possible with regard to shift work when this is required on
account of their individual workload capacity. This workload capacity is to be specified by the company
doctor.
When employees have to work overtime in shifts immediately or following their shift, they will receive
the overtime compensation (see Article 3.4.4.) based on the fixed hourly pay.
The employer provides shift workers with a good space, separated from the workplace, where they can
take breaks during working hours.
Where necessary, the employer arranges for a hot meal or provides reasonable compensation for the
costs.
4.3. Holidays and public holidays
4.3.1. Holidays
A full-time employee has a statutory right to 152 statutory holiday hours a year and is also entitled to
48 extra statutory holiday hours a year. For part-time employees this applies on a proportional
basis. For employees who join or leave employment during the year, this is also on a proportional
basis. Half hours are rounded up to the nearest full hour.
Employees who were employed on 1 January 2010 by an employer to whom the Collective Agreement
for office staff or field staff applies, have a different holiday entitlement. See Annex 4.3.1.
The employee is entitled to at least three consecutive weeks of holiday leave each year.
Every year, no later than 1 February of that year, the employer may, with the approval of the Works
Council, set a maximum of one day’s holiday as a collective holiday.
The employer and the employee may agree that holiday hours in excess of the statutory
entitlement are paid in cash.
An employee who leaves employment may choose to have a positive balance of holiday hours
paid out in cash. Any negative balance is set off against the salary.
4.3.2. Holidays and incapacity for work

If an employee falls ill during the holiday, they must report sick immediately in accordance with the
rules of the company's absenteeism protocol.
The accrual of statutory and extra statutory holiday hours is continued during the employee's
illness.
If the employee falls ill during their holiday, they must also report this as soon as possible. On return,
they must provide a doctor's certificate. If this is not possible, they must show by other means how
long they have been ill, for example by showing receipts for medical treatment.
4.3.3. Public holidays

The employee has paid leave on a public holiday which is a working day.
For an overview of public holidays, see Article 1.1.
An employee who wishes to take leave on a non-Christian festive or memorial day based on their
religious or philosophical conviction may take unpaid leave for this purpose up to a maximum of three
days for each calendar year.
4.4. Leave
4.4.1. Special leave
Compassionate leave
The employee is entitled to compassionate leave on full pay in the following situations:
− In the event of the death of the partner or of a child living at home without a partner: two
calendar weeks.
− In the event of the death of a parent, a child living away from home or a child with a partner,
including the day of the burial or cremation: two days.
− If the employee also has to arrange the burial or cremation: the time required for this and
a maximum of five days.
− The employer must ensure that the employee, after having taken bereavement leave, can
return to work in a safe and healthy manner, and to provide the employee with all the
necessary support in doing so. For more information, see the guideline prepared for this
purpose.
Gender transition leave

When an employee has to undergo medical treatment in connection with gender reassignment, the
employee is granted leave for the duration of the time required for this purpose. The employee
consults with the employer on this matter. If necessary, advice from the company doctor can be
sought to determine the duration of the leave.
Other special leave

For leave for trade union activities and courses, see Article 10.4.
For leave in connection with upcoming retirement, see Article 6.4.6.
4.4.2. Work and care leave

The Parties to the Collective Agreement believe it is important that the insurance industry includes all
employees. They are aware that families come in all shapes and colours and that it is important for all
families that there is room for bonding and attachment, regardless of their composition. For this reason,
the Collective Agreement regulates that the actual educators/carers of a child are entitled to the various
forms of leave under the Wazo Act and the Collective Agreement.
The provisions of the Wazo Act apply, see the relevant wording of the Act.
Where the Wazo refers to the concept of parent or child, the description of the concepts in Article 1.1.
applies.
Contrary to or in addition to these provisions of the Wazo, the following provisions apply:
Maternity leave and adoption leave

In the case of maternity leave and adoption leave, the benefit requested from the UWV via the
employer is supplemented to 100% of the monthly salary.
When the mother dies during the period that she is entitled to maternity leave, the employee is entitled
to the remaining part of this leave if, at that time, the employee assumes the actual care of the child
as a parent. On request, the employee must prove that this role has been assumed.
Birth leave
The employee as a partner is entitled to birth leave after the birth of the employee’s child. This is paid
leave and equal to the agreed weekly working hours.
The birth leave has no consequences for the pension accrual; it is continued during the birth
leave.
Additional birth leave

Starting on 1 July 2020, partners can take up to five weeks of additional birth leave. For this purpose,
the benefit applied for from the UWV via the employer, and which amounts to 70% of the salary, will
be supplemented by the employer to 100% of the monthly salary.
Emergency leave
When an employee takes time off for emergencies, half of this time will be deducted from the holiday
hours in excess of the statutory entitlement.
Short-term care leave

In the event of short-term care leave, 100% of the salary will continue to be paid.
Parental leave
When an employee takes parental leave, they have the right to return to their former job at the end of
that leave based on the originally agreed working hours.
During the period of parental leave, the employee remains a member of the pension scheme and
may continue to participate in staffing arrangements as if the working hours had not changed.
Adjustment as of 2 August 2022

Based on an amendment to the Work and Care Act, parents who are entitled to parental leave will
receive, as of the date this amendment to the Act takes comes into force, which is 2 August 2022, a
benefit through UWV of 50% of their salary for the first 9 weeks, up to 50% of the maximum daily pay.
The legislator is still discussing whether this should be 70%. The Parties have agreed that the
continued salary payment, during these first nine weeks on and from the entry into force of this
amendment on 2 August 2022, will be 70% of the last earned salary. Should the legislator decide to
set the percentage higher than 70%, the percentage of the legislator will be followed.
During the term of the Collective Agreement, the Parties will monitor the extent to which this
additional arrangement is used.
Long-term care leave

Long-term care leave may last a maximum of six months, in which period the employee will continue
to work at least 20 hours a week in their current position, unless employer and employee agree
otherwise. The long-term care leave is unpaid.
The employee will continue to participate in the pension scheme during the period of care leave on
the basis of the pensionable salary that applied immediately before they took care leave.
Chapter 5 – Pension
This chapter regulates the pension scheme.
5.1. Basic pension scheme

The basic pension scheme is the average pay scheme, the Collective Defined Contribution (CDC)
scheme, or the Individual Defined Contribution (IDC) scheme.
5.1.1. Average pay scheme

The average pay scheme forms the basis of the pension arrangements in the Collective Agreement.
For the average pay scheme, see Annex 5.1.1.
The employee contribution is 6% of the individual pension salary.
5.1.2. CDC or IDC scheme

Notwithstanding the average pay scheme, employers have the option of opting for a Collective
Defined Contribution scheme (the CDC scheme) or an Individual Defined Contribution scheme (the
IDC scheme). This is subject to the condition that this deviation must have been agreed with the
Works Council or another formal form of participation.
For information on the CDC scheme, see Article 5.2.

For information on the IDC scheme, see Article 5.3.
5.1.3. Former FOV members and pension

Former members of the Dutch Federation of Mutual Insurers (Federatie van Onderlinge Verzekeraars –
FOV) are bound by the Collective Agreement as a result of the merger with the Dutch Association of
Insurers (Verbond voor Verzekeraars).
Former FOV members who have not yet introduced the average pay scheme or the CDC scheme
based on an exemption option offered at the time must implement the average pay scheme or opt for
the CDC or IDC scheme no later than on 1 January 2019. If, on 1 January 2019, there is still an
administration agreement in force that has been entered into before 16 February 2018, this will be
respected until the end date or until the first date on which notice may be given under the
implementation agreement. After that, the pension scheme will be implemented in accordance with
this Collective Agreement.
The employer may apply for dispensation if premature termination leads to onerous circumstances. To
this end, the employer must submit a request to the dispensation committee. The dispensation
committee assesses whether the onerous circumstances are reason to declare the obligation to
implement the average pay scheme, the CDC or the IDC scheme (temporarily) inapplicable. For
information on the dispensation committee, see Article 5.1.6.
5.1.4. Pension provider

The employers must place the implementation of the pension scheme with a pension provider within
the meaning of the Pensions Act.
The Parties recommend setting up a meeting of members, consisting of members and pensioners or
their representatives, when the administration of the pension scheme is transferred to an insurer.
5.1.5. Costs
The costs of the basic pension scheme are part of the total employee expenses. If Parties feel that
these costs become too high in relation to the total employee expenses, they have a joint
responsibility to find a solution.
5.1.6. Dispensation
When the employer wishes to deviate in a negative way from the basic pension scheme, it must
submit a request to the dispensation committee.
For the composition and working method of the dispensation committee, see Annex 5.1.6.
The dispensation committee agrees with the employer's request, when:

− the new scheme applicable to the employer as a whole is at least actuarially equivalent to the
pension scheme applicable to the employer, and
− there are company-specific circumstances that require a negative deviation.
Employee participation and dispensation

Where the employer has set up a Works Council, dispensation can only be requested with the
consent of the Works Council. When requesting dispensation, the employer must enclose a copy of
the Works Council’s consent.
Where the employer has set up a Works Council and has received dispensation, the employer can
only introduce the deviation in the pension scheme with the Works Council’s consent. When
submitting the request for dispensation, the employer explicitly states which deviations from the
average salary, CDC or IDC schemes are concerned and which provisions in the employer's own
pension scheme give cause for this.
Information to employees
Once the dispensation has been received, the employer informs the employees of this fact in writing.
In doing so, the employer states explicitly which deviations from the average pay scheme, CDC or
IDC schemes are involved and which provisions in the employer's own pension scheme give cause
for this.
5.1.7. Conversion
Where the employer has placed pension obligations with an industry-wide pension fund, a general
pension fund, or a company pension fund and where that pension fund decides to convert the
pensions into entitlements with a retirement age of 68 years, all pension entitlements accrued by the
employee will be converted in an actuarially equivalent manner.
5.1.8. Study on pensions

A joint Pensions Working Group has been set up on the instructions of the Parties to advise them
during the term of the Collective Agreement on pensions and in any case on the following subjects,
with the aim of reaching (feasible) agreements in the next Collective Agreement:
1. The Parties have agreed in previous collective agreements that the pensionable income in the
event of occupational disability will be adjusted in line with the salary trends in the Collective
Agreement (see Annex 5.1.1., Annex 5.2. and Annex 5.3.: continued pension accrual in the
event of incapacity for work). This arrangement does not appear to be available in the market
and Parties have concluded that it is not feasible. The Parties intend to resolve this issue as
soon as possible during the term of the Collective Agreement. The joint Pension Working
Group has therefore been instructed to present a proposal during the term of the Collective
Agreement on how the pensionable income can develop in line with the change in purchasing
power.
2. The preparation for the transition of the pension scheme in the Collective Agreement to
the new pension system.
3. The contribution sliding scale of the IDC scheme in the light of the pension scheme in the
Collective Agreement and the national pension agreement, insofar as certain basic principles
from the pension agreement have been established.
4. The increase of the pensions with a supplement (indexation), where as of 2013 the indexation
has been adjusted in the Collective Agreement (see Annex 5.1.1. and Annex 5.2.).
5.2. The CDC scheme

For the content of the Collective Defined Contribution (CDC) scheme, see Annex 5.2.
The employee contribution is 6% of the individual pension salary.
5.2.1. Premium
The CDC premium is determined on the basis of the accrual of future pension entitlements under
the average pay scheme.
The basic principle in determining the CDC scheme is that collectively, it is actuarially equal to the
average pay scheme. To be able to determine this equality, prudent principles are taken into account
to establish the premium at the time of transition to the CDC scheme.
These principles are determined in consultation with the Works Council, in which at least arrangements
are made regarding model-based assumptions of:
− salary trends;
− actuarial interest rate trends;
− development of the average age in the client base;
− the client base.
In establishing the premium, all actual costs arising from the insurance contract are taken into
account. The assessment of the financial implications covers a period of at least five years. The
premium to be paid over this period is equal to the average premium set in advance for the period in
question.
If an employer does not place the pension scheme with an insurer but with a pension fund, the
provisions relating to the premium are applied in a similar manner.
5.2.2. Adjustment of accrual rate

If the CDC premium in any year turns out to be too low to achieve an accrual of 1.75%, this may
result in a reduction of the accrual rate for that year.
5.2.3. Communications
During the transition to a CDC scheme, the employer ensures careful communication and also
organises information sessions for all employees.
5.3. The IDC scheme

For information on the content of the Individual Defined Contribution (IDC) scheme, see Annex
5.3.
The employee contribution is 3.5% of the individual pension salary.
5.3.1. Premium grades

The IDC scheme (see Annex 5.3.) includes a premium sliding scale. This was a market-based IDC
sliding scale on 15 February 2018, the date on which the Parties reached agreement on the
Collective Agreement, given the market interest rate at that time.
If at any point in time the 35-year interest rate in the interest yield curve of pension funds exceeds
2.2%, the Parties will consult with each other to agree on an appropriate adjustment of the DC sliding
scale in the spirit of this Collective Agreement.
If it is decided to reduce the sliding scale to the premium amounts in accordance with a market
interest rate sliding scale, the employer's premium remains neutral and the employee
contribution falls to a minimum 0%.
If, at any point in time, the 35-year interest rate in the interest yield curve of pension funds is lower
than 1.5%, the Parties will consult in a similar way to reach agreements. If it is then decided to
increase the sliding scale to the premium amounts in accordance with a market interest rate sliding
scale, the employer's premium will remain neutral and the employee contribution will increase.
Changes to the applicable sliding scale in the Collective Agreement will not be implemented in
the sliding scales of current administration agreements of IDC schemes. Only when these
agreements are renewed or extended should the sliding scale be equal to the then current sliding
scale in the Collective Agreement.
Adjustment of premium sliding scale

Despite the low interest rate and the exceeding of the agreed range in this article, the premium scale
for the IDC scheme will in any case not change before 1 July 2020, nor will the employee contribution
increase.
5.3.2. Communications
During the transition to an IDC scheme, the employer ensures careful communication and also
organises information sessions for all employees.
5.4. Transitional Provisions

5.4.1. Change in concept of basic pension scheme
With effect from 1 January 2018, the basic pension scheme is the average salary scheme, CDC, or IDC
scheme in this Collective Agreement.
Until 1 January 2018, the basic pension scheme was the average pay scheme only, to be able to
distinguish it from the CDC scheme.
5.4.2. Change in basic pension scheme starting on 1 January 2018

The changes to the basic pension scheme took effect on 1 January 2018. These changes only apply to
the entitlements to be accrued on and after 1 January 2018.
The pension entitlements accrued up to 1 January 2018 will be made non-contributory. The
provision of Article 5.1.7. applies in this respect.
5.4.3. Transitional pre-pension scheme

For employees who were already members of the basic pension scheme in effect before 1 January
1999, a pension shortfall has arisen as a result of the introduction of the pre-pension scheme. The
reason for this is that the non-contributory rights accrued in the old pension scheme start at the
retirement age of 65.
This pre-pension shortfall was built up proportionally for those members by the employer on and
after 1 January 1999 until the former pre-pension age in the form of supplementary pre-pension.
Subsequently, the purchase of the pre-pension shortfall on 1 January 2006 was converted, by
an exchange, into the purchase of the old-age pension shortfall from the age of 65 (retirement
pension and surviving dependants' pension).
For the future build-up of this transitional arrangement, the possibility offered by the Early Retirement,
Pre-Pension (Adjustment of Tax Treatment) and Life-Course Savings Scheme Act (Wet VPL) under
the denominator of the tax arrangement 'purchase of years of employment’ is used.
The purchase of the old-age pension shortfall will be continued on and after 1 January 2006 until the
former pre-pension age for up to a maximum of 15 years. It will therefore be terminated no later than on
31 December 2020.
5.4.4. Topping-up arrangement Collective Agreement 2003-2004

Employees who were younger than 56 years of age on 31 December 2005 and who were already
members of the basic pension scheme applicable at that time before 1 January 1999 were entitled to a
topping-up arrangement in the 2003-2004 Collective Agreement. See articles 8.3.a. and 8.3.b. of the
2003-2004 Collective Agreement.
Chapter 6 – Social policy, sustainable employability and
employment
This chapter contains the provisions on social policy and sustainable employability.
Employment and emancipation are also addressed.
6.1. Social policy

6.1.1. General
Social policy is the policy relating to the employees in the company. The social policy is aimed at the
performance, the sustainable employability, the development, the personal growth and the job
satisfaction of the employees and at the effective operation of the company. Social policy is an
integral part of the overall company policy.
Social policy is characterised by managing the individual and collective position of employees
carefully and by preventing unnecessary discrimination.
Social policy pays particular attention to the employability of employees and their development, see
Articles 6.2., 6.3. and 6.4. When setting up the organisation, the human scope is taken as much as
possible as the guiding principle while taking into account the continuity of the company.
Social policy needs to be further developed within the company to have it fit in well with the character
of that company.
6.1.2. Principles
The social policy includes the following basic principles:
− Encouraging the sustainable employability of the employees;
− Equal treatment of employees;
− Working towards continuity of the company from a job security point of view;
− Legal certainty for employees; that is why the employment rights have a legal basis in the
Collective Agreement and in the individual employment contract;
− Job satisfaction by constantly paying attention to the working environment, cooperation and
working conditions; this is encouraged, for instance, by giving employees responsibilities and
powers commensurate with their abilities and by encouraging cooperation based on mutual
respect;
− Aiming to achieve a balanced relationship of control in which employees
share responsibility and management can act decisively;
− Special attention to employee training.
The working conditions, the organisational relationships and the size of the company also determine the
way in which these principles are shaped.
6.1.3. One labour market for all working persons

The Parties acknowledge that work is constantly changing and will continue to do so. Various forms of
contract are used for this. The Parties endorse the principles of the Work Code, which was signed by
various Parties in the financial sector on 10 December 2019, and based on these ideas, agreements
have been made about the further interpretation of these principles. See for this purpose also Articles
2.1.1., 2.1.3. and 2.1.4.
The arrangements apply to temporary workers who have worked for the same insurer for at least
26 weeks. This temporal provision does not apply for the link with the hirer’s remuneration (see
Article 2.1.3.).
The values and arrangements are:
1. We reward, value and treat workers who do the same work equally;
− We include temporary workers in the HR cycle and give particular attention to their
development, if this has not already been taken care of by the temporary work agency.
− Business communication and information about the employer's terms of employment are open
to all working persons.
2. Working for us means increasing your labour market value;

− We incorporate responsible contracting (aimed at terms of employment, sustainable
employability and development) for temporary work agencies/secondment companies/facility
managers in the selection process.
− Employers themselves pay more attention to ‘increasing your labour market value’ for
temporary workers.
− No clauses are agreed for temporary workers that limit their mobility on the labour market.
3. Being a good employer also means responsible contracting;

− Discussing all working methods with the Works Council or PVT (including differences in
treatment and checking for roles in the job classification system) at least once a year, also to
see whether structural jobs are performed in a sustainable manner.
4. Workers have access to incapacity for work and pension provisions;

− We discuss self-employment with self-employed persons and raise awareness for pension and
incapacity for work issues among self-employed persons and seconded staff by informing them
of suitable products before they start working.
5. We organise work in long-term employment relationships.

− Agreements with the Works Council or PVT on opening up vacancies for flexible employment
relationships
6.2. Principles of sustainable employability

The Parties consider it important that employees are and remain employable in the long term. This
means remaining suitable (competent, properly trained), healthy and vital (energetic) for work. In their
own job or in another job, within or outside their own company or industry.
Continuous development is a prerequisite for sustainable employability. This is necessary because the
work and the market are changing ever more rapidly. A proper work-life balance is also important to
remain employable in the long term.
Sustainable employability is a joint responsibility of the employee and the employer. They consult each
other about this on a regular basis, and at least annually, to make more precise arrangements for this.
Employees are primarily responsible for their own sustainable employability. They are expected to
make an effort to continue to meet the professional requirements of their job, to keep their suitability for
their work up to date and to be open to new experiences, to follow developments, and to make optimal
use of education and training. They are accountable for this.
Employers are responsible for creating an environment in which they actively encourage and support
employees to work towards their sustainable employability. This responsibility includes communicating
the importance of sustainable employability, encouraging managers and employees to talk to each
other about sustainable employability and making facilities, tools, allowances and time available for this
purpose. It also means that managers are triggered and facilitated to hold discussions with employees.
The employer is accountable to the Works Council or PVT for its responsibility in respect of
sustainable employability. Each year, the employer evaluates the sustainable employability policy
with the Works Council or PVT.
Coherent Employability Policy Working Group

The Parties to the Agreement consider sustainable employability essential and have agreed to
instruct the joint working group on Coherent Employability Policy to investigate how the sector is
informed and inspired about sustainable employability.
6.3. Strategic human resource planning and training

6.3.1. Strategic human resource planning
The employer informs the employees as early as possible about future developments and draws up a
strategic HR plan. The plan describes which jobs will be needed in the organisation in the future and
which training courses are needed for which specific employees on the basis of the business
objectives.
The employer discusses the strategic HR plan with the Works Council in the consultation meeting
and reports to the Works Council at least once a year on the progress of the implementation of the
scheme.
Management encourages employees to undertake targeted training courses. This concerns

professional knowledge, skills and behaviour. The aim is to contribute as much as possible to the job
security of employees, increase their employability, and promote internal mobility.
The employer uses information to make employees aware of their own responsibility in this respect.
6.3.2. Personal training plan

As an elaboration of the strategic HR plan, the employer draws up a training plan that includes the
training facilities arrangements (such as time and costs) (see Article 6.3.3.).
The personal training plan pays particular attention to sustainable employability as well as to the
personal training schemes of the employees, training courses, career checks and job content.
6.3.3. Training facilities

The following principles apply to the training facilities, such as study time and study costs:
− Work instruction for the current job takes place during working hours;
− As a general rule, the employer pays costs related to training for the employee's current or
next position;
− The employer and the employee jointly contribute to the costs and study time for preventive
training, i.e. training aimed at preventing the employee from losing their job in the future. At
least half of the time required for this type of training is working hours.
− If the employee's position ceases to exist as a result of a reorganisation, the employer pays
the costs of following a training course for another position. In addition, the training is done
during working hours if possible.
6.3.4. Miscellaneous provisions

Because training depends on the individual situation of the employee, the employer will pay specific
attention to employability.
If a vacancy cannot be filled within the company's own business unit, it will be made available
internally so all employees can be aware of it.
6.4. Individual employability

6.4.1. Employee responsibilities
Employees are entitled to education and training and are primarily responsible for their own
employability. To this end, they are expected to participate in education and training and to act on
their own initiative.
They must do their best to complete educational and training courses successfully.
If they are unwilling to take the necessary education and training, they will have to accept any
consequences for their career.
6.4.2. Personal development plan

The employer encourages the employee to draw up a personal development plan that meets their
individual development and training needs. The plan addresses competencies, knowledge, skills and
conduct.
The personal development plan pays attention to aspects that affect the employee’s sustainable
employability, also in view of the employee’s length of stay in the current position and possible future
changes to the position (including the job content and the possible redundancy of the position). If
necessary for the individual employee, it must include the granting of more extensive education,
training and development programmes and the time required for this, as well as doing work
placements.
Interview
As often as necessary and at least once a year, an interview takes place between the employee and
the manager (possibly in the context of an assessment/performance appraisal interview) about the
progress of the agreements in the personal development plan. The interview must lead to specific
agreements on the employee’s sustainable employability.
Career scan
Every employee is given the opportunity once every three years, at the employer's expense, to carry
out a future-oriented career scan as part of their personal development plan.
Labour market value scan

For every five years of stay in the same position, the employee will do a scan that provides an idea of
the labour market value of the employee within and outside the insurance industry.
EVC action plan

If employees do not have a certificate at the level at which they fulfil their position, the interview about
the personal development plan will in any case discuss whether participation in an EVC (Erkenning
van eerder Verworven Compententies – Recognition of previously acquired competencies) action
plan can offer added value.
Second opinion
The employee can ask for a second opinion on the development opportunities if they so wish. The
employer reimburses any reasonable costs of this second opinion.
6.4.3. Career change
If the employee, despite all efforts, fails to acquire the required competencies, knowledge, skills and
behaviour, or if it is better for the employee’s sustainable employability to take up another position,
the employee and the employer will jointly seek a solution.
In the assessment, the level of performance is at least as important as complying with certificate
requirements.
6.4.4. Sustainable employability budget

The Parties to the Agreement consider it important that employees continue to develop themselves
and therefore receive further training each year. To this end, the employee may make use of an
individual budget of €750 each calendar year that is intended for sustainable employability measures,
such as training courses.
The employee can use the budget to finance targeted training and development programmes in the
field of sustainable employability, both within and outside the industry. It also allows the employee to
have a personal career interview, a career scan or a financial picture analysis. This can be carried out
by a certified financial adviser.
The budget will not be paid out in cash and will cease to exist if and insofar as the employee has not
used it within the calendar year. It is not possible to save up this budget. The starting date of the
chosen training course or development programme must be before 30 November of each year.
One sustainable Employability Day is linked to the budget and is allocated to the employee to work on
employability. The employee can use this Day for targeted training and development projects in the
field of sustainable employability, both within and outside the industry, or to have a personal career
interview.
If the employee does not wish to use the aforementioned budget, the Day can be used for the
aforementioned activities aimed at sustainable employability within or outside the industry.
6.4.5. Vitality scheme

The vitality scheme is intended to support employees in their sustainable employability. To remain
employable in the long term, it is possible to make use of vitality scheme. Vitality leave helps the
employee to temporarily take a step back, so they can get back to work with renewed energy or still
be fit when they take up retirement. The arrangement can help maintain or restore the work-life
balance. And it can help to take a breather when work or other pressure threatens to become too
much.
Content of the arrangement, vitality scheme period

When employees make use of the arrangement, they will be exempted from work for two consecutive
months. These two months are referred to as the Vitality scheme period (VRP). The employee will
receive 70% of the monthly salary during the first month and 40% during the second month. For part-
time employees, this is 70% and 40% of their part-time salary, respectively.
In consultation with the employer, the employee may use holiday leave to supplement the salary
during the VRP and/or to extend the VRP to a maximum of three months. The supplement may be up
to a maximum of the employee's current salary.
Terms of employment
The vitality scheme has no consequences for the pension accrual; it is continued in full during the
VRP.
During VRP, no holiday hours are built up over the hours in respect of which the employee receives
70% or 40%, respectively, of the salary.
Applying for and granting of the vitality scheme

The aim of the arrangement is to promote the vitality and as a result the sustainable employability of the
employee. When employees want to make use of the arrangement, they must explain in a meeting with
their manager the reasons for the vitality scheme and how it would contribute to their sustainable
employability. This meeting takes place at least four months before the commencement date of the
VRP.
The manager agrees to the arrangement if it contributes to the employee’s sustainable employability,
unless compelling business circumstances dictate otherwise. In that case, the employer will consult with
the employee about an appropriate solution.
After the end of the VRP, the employee and the manager evaluate to what extent this arrangement has
contributed to the employee’s sustainable employability.
Additional procedural arrangements can be made in consultation with the Works Council or PVT.
Conditions
Employees can make use of this arrangement if they have been employed by the employer for at
least seven years. Any period the employee may have worked as a temporary worker will be
included.
Employees may use the scheme once every seven years. VRP always lasts at least two months.
The vitality scheme is not a leave arrangement and VRP cannot be combined with maternity
leave, childbirth leave, parental leave or long-term care leave.
The VRP ends no later than 12 months before the employee’s retirement. It is possible to combine
VRP with part-time retirement.
The vitality scheme concerns exemption from work. For this reason, the VRP cannot be paid in money.
During VRP, the employment contract with the employee continues to exist.
The employer may limit the annual use of the arrangement during the term of this Collective
Agreement to 1/7 of the employees who qualify for the arrangement.
Vitality scheme and illness

If the employee becomes ill during the VRP, the period the employee is exempted from work will
simply continue.
If, due to illness, the employee cannot or can no longer use the VRP for the intended purpose, the
employer will reasonably cooperate with an earlier return to the organisation. Criteria include the
employee's interest in returning to the workplace, the replacement arranged by the employer, and the
time period of the VRP that has elapsed.
Employers with less than ten employees

Employers with fewer than ten employees are not obliged to offer the arrangement to their
employees.
Instead, they should provide an equivalent amount, i.e. 1.1 times a monthly salary for each employee,
as a vitality budget for the employees’ sustainable employability.
The use of this amount, which must be demonstrably earmarked for sustainable employability, is to
be agreed in a staff meeting.
6.4.6. Preparing for upcoming retirement

Employees who are close to retirement may take part in training courses in preparation for retirement
in the year preceding the year of their retirement. For this purpose, they receive four days of paid
leave. The costs of the courses will be reimbursed up to a maximum of €1,000.
A condition is that the course takes place in the Netherlands and is organised by a recognised and
certified training institute.
6.4.7. Early retirement

Three years before their Aow-retirement age, employees may retire early under specified conditions,
as a result of a temporary adjustment in the Wages and Salaries Tax Act, with effect from 1 January
2021, without this qualifying as an early retirement scheme for tax purposes. A full-time employee
who wants to make use of this scheme is entitled to the maximum tax allowable exemption that
applies at that time. For part-time employees this is proportional. A part-time employee with an
individual working time of at least 36 hours is considered a full-time employee.
This adjustment is a direct consequence of the 2019 pension agreement.
The following provisions apply in addition to this:

− Employees who reach their Aow-retirement age within three years can make use of this
arrangement. To this end, the employee must request the manager in writing at least four
months before the commencement of the arrangement.
− Employees can make use of this arrangement only if they have been employed by the
employer for at least ten years.
− The employee determines the duration of the arrangement. The manager agrees to the
request, unless compelling business circumstances dictate otherwise.
− If the employer receives several requests at the same time, the employer may shift the
commencement date of the request after consultation with the employee or deny the request.
− If requested to do so, the employee may supplement the early retirement arrangement by,
for instance, suggesting an earlier date for the supplementary pension.
Employers with fewer than ten employees

Employers with fewer than ten employees are not obliged to offer this early retirement
option to their employees.
Continuation of the arrangement.

The Parties to the Collective Agreement intend to include these provisions in the Collective
Agreement for the five-year period that is now envisaged in the pension agreement.
6.4.8. Dual learning

The employer will, on request, enter into an apprenticeship contract with an employee who joins the
company if the employee is able to complete the apprenticeship training before the age of 27.
The employer gives this employee the opportunity to carry out the activities and take exams as
instructed by the relevant Regional Training Centre (ROC), without any loss of salary.
The employer gives this employee a maximum of one day a week of paid leave to attend school
during working hours.
6.4.9. Employment Projects Protocol
The remainder of the amount set aside at the time in the 2000-2002 Collective Agreement for the
Protocol on Work Experience Places will be made available for initiatives aimed at strengthening
employment and employability.
The project aimed at having persons receiving benefits under the Work and Employment Support
Young Disabled Persons Act (Wajong) gain work experience in the industry will be extended. This
project is financed by the available employment funds.
6.4.10. Joint activities

The Parties continue to develop meaningful products and services for the insurance industry,
including in relation to the labour market, terms of employment, working conditions, sustainable
employability and the Social Agenda. The products and services are financed from the employment
funds and, when the employment funds have been fully utilised, will be financed from 2023 through
the Association of Insurers. This contribution will be explicitly earmarked.
Decision-making and funding

The substantive agenda is decisive in the decision-making. The substantive agenda forms the basis
for the model of cooperation on existing and new activities, the participants in them and their funding
needs, avoiding the creation of buffer funds.
− In their quarterly consultations, the Parties decide on activities for the insurers that fall within
the scope of this Collective Agreement.
− The Social Agenda Coordination Team decides on activities for the whole industry (employers
and employees) and for the employers and their employees who received dispensation,
referred to in Article 1.2.1.
These decisions are taken at a time when the anticipated costs of the activities can be incorporated
into the annual plan and the financing methodology of the Association of Insurers for the following
year. The same applies to the evaluation of the activities carried out in the current year.
Subsequently, the Parties involved account for their actions through the proper channels.
6.4.11. Workload indicator

The Workload Indicator for the insurance industry was launched at the beginning of 2021. The
indicator is intended to measure the job satisfaction of all employees, with the ultimate goal of
facilitating and maintaining a debate among employers on the subject of workload. The instrument
was developed on the instructions of the Parties to the Agreement under the direction of the
Occupational Health and Safety Catalogue Taskforce (see Article 8.2.1.).
The Parties to the Collective Agreement recommend that employers should use the workload
indicator and will promote this instrument in the insurance industry.
6.4.12. Career change scheme

The career change scheme enables employees to change the course of their career, promotes
sustainable employability and gives them the opportunity to switch to another industry.
For the text of the scheme, see Annex 6.4.12.
6.4.13. Learning account

The Parties have agreed to examine the learning account option during the term of the Collective
Agreement. This study will be carried out by the joint Coherent Employability Policy Task Force.
6.5. Diversity, inclusion and countering sexual harassment
6.5.1. General
Within the formulated social policy, the employer pursues an active policy aimed at an inclusive
organisational culture that is diverse in composition. The employer will consider the various
dimensions of diversity – such as gender, age and occupational disability – and focus on the
dimension that suits the organisation and its ambition best in terms of diversity and inclusiveness. In
addition, the policy focuses on the subjects of equal pay and equal opportunities for recruitment and
promotion.
6.5.2. Countering sexual harassment and other undesirable conduct

The employer is committed to providing a safe and social workplace. This is a workplace where the
employer makes sure that everyone can safely report and discuss experiences of sexual harassment
and other undesirable behaviour. In addition, the employer will actively try to prevent and combat
such behaviour.
6.6. Employment
6.6.1. Employment in the individual company
Where there are planned activities or developments within the company that have a significant impact
on employment in qualitative and quantitative terms or which affect the existing legal status of a group
or category of employees, this is reported to the trade unions in good time. This is independent of the
rights the Works Council has in this respect.
The notification to trade unions must be made in good time, so meaningful consultation with trade
unions is still possible before the implementation phase and trade unions can still consult their
members.
The company provides in any case information to trade unions and to the Works Council on the
reasons for and the nature, scope and location of the intended activities, the expected consequences
for employment and/or the consequences for the legal status of the employees.
Redundancy scheme
To prevent or reduce as far as possible any adverse effects on individual employees and to avoid as
far as possible any redundancies, the company aims to agree on a redundancy scheme or social
chapter with trade unions.
Redundancy scheme requirements

When a redundancy scheme is agreed, it includes at least agreements on the provision of
information during the term of the redundancy scheme and the nature and frequency of consultation
between the company and trade unions during the term of the scheme.
In addition, the staff redundancy scheme addresses in general:

− terms of employment and procedures in the event of internal transfers;
− financial consequences of transfers;
− any resources to find work outside the company and related supplementary and termination
arrangements;
− possible ways of reducing job losses through part-time working;
− the possibility of further reductions in working hours where this is in the interest of
employment. In financing this, the possible future general salary increase under the
Collective Agreement (see Article 3.2.2.) may be used, among other things.
6.6.2. Employment in the industry
The Parties hold regular sectoral consultations on the economic situation and prospects of the
industry and their impact on employment.
The aim of the consultations is to provide the Parties with information of a more continuous and
systematic nature to ensure that employment trends can be closely monitored.
The employers' organisation will provide information on this subject so employment trends can be
properly monitored and a meaningful discussion of the employment situation in the industry can take
place.
6.6.3. Special arrangements

Unemployed young people
In its recruitment policy, the employer pays particular attention to unemployed young people,
including by targeted training, retraining, education and supervision.
Employment of special groups

The employer will actively pursue a policy to contribute to the objectives of the Participation Act. The
employer ensures that employees with a reduced ability to work can obtain a sustainable job within the
company. Where necessary and possible, the employer will make provisions for this in consultation
with the Works Council.
The employer will actively pursue a policy on the number of apprenticeships for younger
employees. Apprenticeship and employment contracts will be linked.
The employer will pay particular attention to the recruitment, selection, and training policy aimed
at women.
Recruitment policy
Employees must be able to apply for vacancies that are opened externally.
The employer will register all the vacancies with the UWV to promote transparency in the labour
market. With the vacancies, the employer will state the content of the position (nature, level,
working conditions, working hours, etc.) and the requirements for the position (education and
experience).
The employer informs the Works Council twice a year about the number of temporary workers
working in the company. The basic principle is that for temporary vacancies and vacancies for part-
time jobs, employees may only be deployed through temporary work agencies after consultation with
the Works Council.
Part-time work
The employer will promote part-time work as provided for in Article 4.1.2.
Chapter 7 – Flexible terms of employment
This chapter regulates the choice system in terms of employment conditions.
7.1. Choice system

The employee can exchange a number of terms of employment as a source for other terms of
employment as a whole or in part via a choice system used in the company.
7.2. Principles
The choice system to be used by the employer complies with the following principles:
− A number of terms of employment are named as sources and a number as objectives; of
these terms of employment, the hourly value and the conversion factor are determined from
money to time and vice versa;
− The size of the designated sources and targets will be maximised;
− If necessary, preconditions may be imposed on the system for economic and organisational
reasons;
− Times of choice and deadlines are set;
− It is based on an annual selection menu;
− It regulates who can participate in the system and when, and who can identify sources and
make use of targets;
− Further objective criteria and preconditions under which the exchange can take place may be
defined;
− The system must comply with the statutory requirements;
− Social insurance benefits remain outside the system;
− Employees can make their own choices within the established system; they must be informed
in advance of their options and the consequences of these for other terms of employment
and social insurance benefits;
− The employer informs the employees as fully as possible about the choice system. New
employees receive this information when they commence employment. At least once a year,
the employer informs the employees of the possibility that choices can be made;
− The system is determined with the consent of the Works Council or PVT.
7.3. Exchange of terms of employment

In any case, the system offers the following options:
− Saved time (maximum of 104 hours in excess of the statutory leave each year) can be
exchanged for more salary; for part-time employees this is pro rata;
− Salary can be exchanged for more free time (maximum 104 hours a year; for part-time
employees on a pro-rata basis).
It is also recommended, within the tax possibilities, to include individual pension payments as a
savings target.
These pension payments can be made within the framework of the occupational pension scheme or by
means of an individual pension shortfall insurance.
7.4. Additional criteria

When exchanging money and time, one day to be saved costs 116.33% in collective agreement
resources. Further agreements can be made with the Works Council or PVT for the conversion of
company-specific benefits.
If employees have chosen to take long-term leave, they are entitled to return to their old job or to an
equivalent position at the end of this leave.
If the working hours become longer or shorter as a result of the exchange of terms of employment,
the terms of employment related to the working hours (salary, holiday allowance, annual benefit,
pension and, in case of reduction, holiday) are adjusted proportionally. In that case, the applicable
company-specific schemes will not be adjusted to the changed working hours.
The employee may take additional working hours reductions in whole days related to the company's
daily working hours and working hours agreed with the employee.
In accordance with the Working Hours Act, the working hours for each day are generally a maximum of
nine hours.
Unless otherwise agreed between employer and employee, the employee is entitled to one full day
every four weeks. It is possible to fill in a working week of 36 hours by using a roster of 4 times 9
hours, provided the company has allowed this within the preconditions of the options menu and it is
economically and organisationally feasible.
Chapter 8 – Working conditions and illness
This chapter contains provisions on working conditions and regulates the continued
salary payment in the event of illness.
8.1. General
The policy to be implemented in the event of illness and a limited degree of capacity for work entails
a chain approach. The following three components can be distinguished in policy and practice,
which together form a whole:
1. Working conditions (see Article 8.2.);
2. Absenteeism, sick leave supervision and reintegration; this is arranged separately for
each employer;
3. Continued salary payment during sickness (see Article 8.3.).
8.2. Working conditions

The attention paid to employability (see Chapter 6) is closely related to the attention paid to working
conditions, the conditions under which people work.
A proper employability and working conditions policy is important to prevent and limit absenteeism due
to illness.
8.2.1. Occupational health and safety catalogue

The insurance industry has access to the Occupational Health and Safety Catalogue (‘arbocatalogus’),
see gezondverbond.nl.
The Parties consider the promotion and use of the (tools of the) Occupational Health and Safety
Catalogue, including the Workload Indicator (see Article 6.4.11.), to be important. After the intended
renewal of the (industry-wide) Occupational Health and Safety Catalogue for the (healthcare)
insurance industry, the Parties wish to organise a campaign to increase the awareness and use
among employers, employees, Works Councils and PVT. The renewal will start at the beginning of
2022 and will be carried out by the Working Group on the Occupational Health and Safety Catalogue.
8.3. Continued salary payment in the event of illness

8.3.1. General
When an employee becomes incapacitated for work (see Article 1.1.), the provisions of Article 7:629
of the Dutch Civil Code, the Work and Income (Capacity for Work) Act (WIA), the Gatekeeper
Improvement Act (Wet Verbetering Poortwachter) and future amendments to them apply to the
employee.
Work based on occupational therapy is work carried out by the disabled employee with the primary
aim of reintegration. By working temporarily on an occupational therapeutic basis, the employee’s
sustainability and build-up of the work capacity is examined and improved.
The period of illness is not interrupted by performing work based on occupational therapy.
8.3.2. Continued salary payment

In addition to what is provided for in Article 7:629 of the Dutch Civil Code, the employee who is
incapacitated for work and unable to work as a result, will receive 100% of the monthly salary during
the first year of illness and 70% of the monthly salary during the second year of illness for as long as
the employee is employed by the employer.
Supplement during the second year of illness
During the second year of illness, the employee can receive a supplement to the continued
salary payment. The continued salary payment is then not 70%, but a higher percentage in the
following situations:
− If the employee makes sufficient effort and actively participates in reintegration, the
employee will receive 80% of the salary. This applies from 1 January 2020.
− If the employee is permanently and fully incapacitated for work, which must be determined by
the UWV, the employee will receive 100% of the salary.
− If the employee works for 50% or more and this is not based on occupational therapy, the
employee will receive 100% of the salary from the first day the employee works for 50% or
more. For this purpose, retraining is also regarded as work.
− If the employee returns to work, but for less than 50% and this is not based on occupational
therapy, the employee will receive 85% of the salary from the first day the employee works for
less than 50%. For this purpose, retraining is also regarded as work.
For the salary, see Article 8.3.3.
Supplement from the third year of illness

If the UWV is of the opinion that the employer has made insufficient efforts to reintegrate the sick
employee and on that basis extends the period to which the employee is entitled to salary to a
maximum of 156 weeks, the employee will receive 70% or the supplements referred to above during
that longer period. This also applies if the employer and the employee have jointly submitted a
request for an extension of the waiting period.
Partially incapacitated for work after two years

After the period of continued salary payment as described above, the salary of the partially
incapacitated employee, who therefore works partially and not on the basis of occupational therapy, is
determined on the basis of the classification of the position the employee held when the employee
resumed work and in proportion to the number of hours the employee worked. This is based on the
number of years of experience of the employee in their former or current grade.
If the employee resumes work in their own position, the corresponding salary scale is maintained and
the salary associated with this position is determined in proportion to the number of hours the employee
works.
End of the supplement

The supplement ends at the moment and during the period that the employee loses the right
to continued salary payment and when the employment contract with the employee is
terminated.
8.3.3. Salary and pension accrual

The salary mentioned in Article 8.3.2. is the fixed annual salary including holiday allowance (see
Article 3.4.1.), the annual allowance (see Article 3.3.) and any compensation for shift work (see
Article 3.4.5.).
Pension accrual during the first two years of illness takes place on the most recent salary, in so far as
this is legally possible and permitted for tax purposes.
Pension accrual from the third year of illness is based on actual income.
8.3.4. Other conditions

The employee receives a benefit as mentioned in Article 8.3.2. under the condition that the benefit
under the Continued Payment of Wages in the event of Illness (Extension) Act (Wulbz), the Work
and Income (Capacity for Work) Act (WIA) or the Unemployment Benefits Act (WW) is assigned to
the employer.
Contrary to Article 7:629 of the Dutch Civil Code, the benefits and supplementary benefits referred
to in Article 8.3.2. are reduced by the amount for which the employee, on the basis of a statutory
provision, can hold a third party liable for the employee’s illness.
When the employee assigns all rights and claims against that third party up to the amount of the
benefits mentioned in Article 8.3.2. to the employer, the employee will receive an advance payment on
this compensation up to a maximum of the amount of these benefits.
The supplement mentioned in Article 8.3.2. is terminated as soon as the employee loses the right to
continued payment or to a benefit due to illness.
Chapter 9 – Other terms of employment
This chapter sets out the other terms of employment.
9.1. Removal allowance

When an employee has to move at the employer's request, the employer pays the usual and relevant
costs of, for example, transport. In addition, the employer will, in all reasonableness and fairness,
reimburse all other necessary costs incurred by the employee in connection with the move.
9.2. Benefit in case of death

On the death of the employee, any surviving dependants will jointly receive a benefit. This net
payment is equal to three times the monthly salary as applicable on the day of death, including
holiday allowance and annual payment. Surviving dependants are: the partner from whom the
employee was not permanently separated, or, if there is no partner, the minor legitimate or natural
children.
The benefit referred to under Article 7:674 of the Dutch Civil Code is included in this payment, as
well as any other provisions of statutory illness and occupational disability insurances.
9.3. WW and WGA supplements

The Parties have agreed to supplement the third unemployment (WW) year and the Resumption of
Work for Partially Disabled Workers (WGA) in accordance with the Social Agreement arrangements.
The contributions for the supplement to the third unemployment year and the WGA premiums are paid
by employees.
The Parties will continue to join PAWW Foundation for a period of five years from 1 October 2022.
The Parties consider it important to actively bring the safety net of PAWW Foundation to the attention
of their supporters and, above all, to the attention of employees who are eligible for supplementary
benefit after two years of unemployment or salary-related WGA. The Parties will have the PAWW
Foundation provide them with detailed information about the use of the scheme.
9.4. Algemene nabestaandenwet (Anw – General Surviving Dependants

Act);
Employers are recommended to offer a facility that will allow employees to insure themselves to the
benefit of their surviving dependants in case the Surviving Dependants Act (ANW) does not apply.
If an employee makes use of this facility, the premium is, in principle, borne by the employee.
Chapter 10 – Facilities for trade unions
This chapter sets out the facilities for trade unions that are a party to the Collective Agreement (see
Article 1.1.).
10.1. General
The company agrees arrangements and rules of procedures on trade union facilities (see Article
10.2.) with employees who are members of a trade union (see Article 1.1.).
If a trade union has chosen a formal organisational form for its activities within the company, it must
inform the employer accordingly, indicating how this formal body is composed.
Facilities relate to communication and consultation between the members of the trade union and the
formal body, if any, and between the members and officers of the trade union.
Trade union officers may visit the company within the context of prior agreements made in this
respect with the employer.
Contact between the trade union and the employer and its representatives takes place through the
trade union officers.
10.2. Facilities
Trade union facilities include publication facilities, post and meeting facilities that are made available
by the employer.
Trade union activities in the company and the use of facilities must not disrupt the smooth running of the
company.
Publication and communication options

Provision of publication facilities for:
− Business and information announcements concerning the company or industry;
− Announcing the names of trade union representatives or their contact persons;
− Announcing meetings of the trade union;
− Publishing summary records of those meetings;
− Nominating candidates for the membership of the Works Council.
These publications, if appropriate, can also be sent via the in-house email system. The employer
receives the publications for information purposes.
Provide opportunities to disseminate information to trade union representatives or their contact

persons.
Meeting facilities
Provide meeting time and conference rooms in the company for meetings of trade unions with their
members.
Provide conference rooms in the company for meetings outside office hours with trade unions and
their members. If possible, conference rooms could also be made available at lunchtime.
10.3. Legal protection

The employer ensures that representatives of the trade union in the company (see Article 1.1.) are
not prejudiced by their position as an employee as a result of their trade union work. The mutual
compliance with the rights and obligations under the employment contract is not affected by their work
as a trade union representative.
10.4. Trade union leave

An employee who is a member of the board of a trade union or who is a delegate of a section of
a trade union is entitled, insofar as the work permits this, to at most ten days of paid leave each
year to attend trade union meetings.
An employee who is a member of a trade union is entitled, insofar as the work permits this, to a
maximum of six days of paid leave each year to attend courses organised by or on behalf of the trade
union, if the employers believe that the course is also of direct interest to the company and the leave
was applied for in good time.
Trade union leave may be taken in whole days and in parts of a day.
10.5. Trade union contribution

Where possible, the employer will cooperate in the tax-friendly payment of trade union contributions.
10.6. Encouraging trade union work

In 2022, trade unions will organise a 'trade union month' with employers. The employers will facilitate
this action.
In support of this action, the employer will reimburse employees 50% of their trade union membership
for twelve months. This applies to both existing and new trade union members.
Chapter 11 – Specific terms of employment for field staff
11.1. Employment contract and working hours
The employment contract of a field staff member is characterised by terms of employment that partly
depend on objectives, performance or on both.
In addition, indicative individual working hours are included because the hourly salary and the number
of holiday and leave hours are based on these. The indicative working hours of a full-time field staff
member are 40 hours a week. Different working hours may be customary at an individual employer.
The provisions on normal working hours (see Article 1.1.), the compensation for working on
Saturdays (see Article 3.4.2.), the additional work compensation (see Article 3.4.3.), the overtime
compensation (see Article 3.4.4.) and the compensation for shift work (see Article 3.4.5. and see
Article 4.2.5.) do not apply to field staff.
11.2. Remuneration
The salary scales mentioned in Article 3.2.1. do not apply to field staff because their salary is a
combination of fixed and variable salary.
Field staff are not entitled to the annual payment.
Holiday allowance
In addition to the holiday allowance provided for in Article 3.4.1., field staff receive as holiday allowance
8% of the variable income paid out in the previous year.
Fixed cost reimbursement

The employer regularly, and at least once a year, checks whether there is reason to adjust the
existing fixed expense allowances in line with changes in the price level of the costs for which these
allowances are granted.
11.3. Holidays
Instead of what is regulated in Article 4.3.1., full-time field staff are entitled to 160 statutory holiday
hours a year and 52 holiday hours a year in excess of the statutory entitlement. This number of days
includes 1.5 days' holiday due to the right to special leave that lapsed on 1 January 2001.
11.4. Flexible terms of employment

In addition to the supplementary criteria in Article 7.4., field staff may purchase a maximum of ten days'
holiday for each calendar year. A request for such purchase must be made at least three months in
advance. A proportional part of the salary is withheld for each purchased holiday day, which is
calculated as follows: 0.44% x 1.08 x the fixed annual salary. The purchase of holidays does not affect
other terms of employment, such as pensionable salary.
11.5. Supplement in the event of incapacity for work
For field staff, the salary referred to in Article 8.3.3. includes the variable income in the year before the
incapacity for work, with the exception of amounts paid out on an incidental or exceptional basis, and
excludes the annual payment.
11.6. Benefit in case of death

In the event of death of a field staff member, the benefit mentioned in Article 9.2. includes 3/12 of the
variable income received in the preceding year, with the exception of amounts paid that are incidental
or of an exceptional nature, and excludes the annual payment.
11.7 Transitional arrangements for working hours of older employees

Contrary to Article 4.1.3. and Annex 4.1.3., the transitional arrangement in Annex 11.7. applies to field
staff who were born before 1 January 1955 and were employed on 1 January 2010.
11.8. Transitional holiday arrangement

For field staff who were employed on 1 January 2010 with an employer to whom the Collective
Agreement (for office or field staff) applies, the regulation referred to in Annex 11.8. applies instead
of Article 11.3.and Annex 4.3.1.
11.9. Pensionable salary

Contrary to the definition used in Annex 5.1.1. (Average pay scheme), Annex 5.2. (CDC scheme)
and Annex 5.3. (IDC scheme), the pensionable income of the field staff member is as follows: 12
times the fixed monthly salary, plus the variable income and holiday allowance paid out in the year
before the reference date.
Annex 1.6. Regulations of the Joint Collective Agreement
Committee
1. Role of the Committee
If an employer and an employee disagree about the interpretation or application of the Collective
Agreement, the matter may be referred to the Committee. If a party to a collective agreement
believes that the Collective Agreement is not being interpreted or applied correctly, it may also
refer the matter to the Joint Collective Agreement Committee. The Committee's task is to decide on
the matter.
In addition, the Committee has a task by which this is explicitly provided for in a Collective Agreement
article. The Committee also decides on requests for dispensation of Collective Agreement articles,
insofar as dispensation can be granted (see Article 1.2.1.), except in the case of pensions (see Article
5.1.6.).
2. Composition of the Committee

The Committee consists of a maximum of four members appointed by the employers' organisation
and a maximum of four members appointed by the trade unions.
The parties cast an equal number of votes regardless of the number of Committee members
present. At least two members on behalf of the employers' organisation and at least two members
on behalf of the trade unions must be present to be able to deal with a matter and reach a decision.
The members are appointed to the Committee for the duration of the Collective Agreement plus twelve
months. Interim vacancies are filled within one month.
The meeting is alternately chaired by a Committee member on behalf of the employers and a
Committee member on behalf of the trade unions. Every six months, a different person chairs the
meeting, with the representative of the trade unions being the chair for the first six months and the
representative of the employers' organisation for the second six months.
The Committee is supported by an official secretary.
3. Secretariat
Requests for a decision on a difference of interpretation or requests for dispensation must be submitted
to the Committee’s secretarial office, located at the employers' organisation at Bordewijklaan 2, P.O.
Box 93450, 2509 AL The Hague.
4. Procedure in the event of differences of interpretation

Requests may be submitted to the Committee’s secretarial office by an employer or employee, or
by the employers' organisation or one or more trade unions. These can be sent to the Collective
Agreement secretariat.
If the request is submitted by an employer or employers' organisation or by an employee/trade

union, this party must first inform the other party in writing of this request. The other party must
acknowledge receipt of this information. Subsequently, the employer and employee have fourteen
days to resolve the matter by mutual agreement.
If no solution is reached within those fourteen days, the request may be referred to the Committee.
The request must in any event include:

− the applicant’s name and address details;
− the other party’s name and address details;
− a clear description of the subject on which there is a difference of interpretation and any
explanations in this respect;
− a copy of the information forwarded to the other party.
The Committee confirms the date of receipt of the request to both parties.
The Committee asks the other party to provide a written response to this request. The written
response must be submitted to the Committee by the other party within fourteen days of its
request. If necessary, the Committee will hold a hearing at which the applicant and the other party
may be heard.
The Committee decides on the matter as soon as possible and at the latest within three months of the
date of receipt of the dispensation request. If necessary, this period may be extended by a maximum
period of one month. The decision is binding on, and will be forwarded to, both parties.
If one or more members of the Committee itself are a party to a difference of interpretation, they cannot
take part in the handling of the request. They may, however, be replaced.
5. Procedure for dispensation requests

An employer may submit a request for dispensation to the Committee by registered letter. The
request must explain for which article or articles dispensation is requested and the reasons for this.
The Committee confirms the date of receipt of the dispensation request.
The Committee gives the employer the opportunity to explain the dispensation request in person.
On behalf of the Parties, the Committee reviews in any event the following points:
a.
− the reasons for requesting dispensation must be sufficiently well-founded;
− the employees’ terms of employment must be sufficiently guaranteed;
− the terms and conditions of employment proposed by the employer may not be in conflict with
statutory provisions;
− the employer has its own legally valid collective agreement that has been signed by at least
one of the trade unions that are party to this Collective Agreement.
The Committee decides on the matter as soon as possible and at the latest within three months of the
date of receipt of the dispensation request. If necessary, this period may be extended by a maximum
period of one month. The decision is binding and is sent to the applicant in writing, stating reasons, with
a copy to the Parties to the Agreement.
b. If the committee becomes aware that an employer no longer satisfies the conditions for dispensation
referred to above under a., as a result of a report from one of the Parties to the Agreement, another
party or otherwise, the committee will inform the employer in question as soon as possible in writing,
stating reasons, and will give it the opportunity to present its views before pronouncing on the
revocation of the dispensation. This decision is binding and sent in writing, stating reasons, to the
employer concerned and to the reporter, with a copy to the Parties to the Agreement.
6. A tied vote
If the Committee has an equal number of votes in favour and against when deciding on a dispute or
dispensation, a second Committee meeting is held. If the vote is still tied, the Committee does not
decide on the matter and states that there was a tied vote.
Annex 3.2.1. Salary scales
Salary scales on and after 1 February 2022
Table 3.2.1.A. – Collective Agreement Salary Scales for Insurance Industry on and after 1
February 2022
Years of Group 1 Group 2 Group 3 Group 4
experienc Minimum Max. aver. Minimum Max. aver. Minimum Max. aver. Minimum Max. aver.
e
0 €24,914 €25,584 €25,167 €26,657 €25,922 €27,157 €26,599 €27,995
1 €25,050 €25,939 €25,395 €27,462 €26,622 €28,673 €27,546 €29,619
2 €25,226 €26,294 €25,666 €28,149 €27,284 €29,831 €28,579 €31,127
3 €25,388 €26,614 €25,886 €28,814 €27,756 €30,883 €29,619 €32,558
4 €25,548 €26,109 €29,333 €28,357 €31,745 €30,494 €33,946
5 €25,709 €26,387 €29,907 €28,911 €32,641 €31,355 €35,258
6 €26,549 €30,407 €29,483 €33,523 €32,084 €36,469
7 €29,866 €34,258 €32,752 €37,617
8 €30,290 €35,036 €33,504 €38,815
9 €30,713 €35,680 €34,065 €39,879
10 €31,119 €36,170 €34,599 €40,869
11 €35,172 €41,792
12 €35,714 €42,800
13 €36,170 €43,619
Youth salary scales on and after 1 February 2022

The youth salary scales apply to employees up to and including the age of 20.
Table 3.2.1.B. – Youth salary scales on and after 1 February

2022
Age Group J Group J1 Min. Group J2 Min.
17 €10,997 €13,776 €14,027
18 €12,836 €15,637 €15,892
19 €14,663 €17,474 €17,721
20 €17,077 €19,353 €19,590
Group ML is not included in the table. Group ML is intended for participants in work experience
places with an education level lower than higher vocational education (HBO). For information on the
amount of the minimum salary, see the website of the Dutch Government.
Participants in work experience places with an education level of higher vocational education (HBO)
or higher are paid in accordance with the amounts in Group J.
Salary scales on and after 1 January 2023
Table 3.2.1.A. – Collective Agreement Salary Scales for Insurance Industry on and after
1 February 2023
Years of Group 1 Group 2 Group 3 Group 4
experienc Minimum Max. aver. Minimum Max. aver. Minimum Max. aver. Minimum Max. aver.
e
0 €25,599 €26,288 €25,859 €27,390 €26,634 €27,904 €27,331 €28,765
1 €25,738 €26,653 €26,094 €28,217 €27,355 €29,462 €28,304 €30,434
2 €25,920 €27,017 €26,372 €28,923 €28,035 €30,652 €29,365 €31,983
3 €26,086 €27,346 €26,598 €29,607 €28,519 €31,732 €30,434 €33,453
4 €26,250 €26,827 €30,140 €29,137 €32,618 €31,333 €34,880
5 €26,416 €27,113 €30,729 €29,706 €33,539 €32,217 €36,228
6 €27,279 €31,243 €30,293 €34,445 €32,966 €37,472
7 €30,687 €35,200 €33,653 €38,652
8 €31,122 €35,999 €34,425 €39,883
9 €31,558 €36,661 €35,002 €40,975
10 €31,974 €37,165 €35,550 €41,993
11 €36,140 €42,941
12 €36,697 €43,977
13 €37,165 €44,819
Youth salary scales on and after 1 January 2023

The youth salary scales apply to employees up to and including the age of 20.
Table 3.2.1.B. – Youth salary scales on and after

1 February 2023
Age Group J Group J1 Min. Group J2 Min.
17 €11,299 €14,155 €14,413
18 €13,189 €16,067 €16,329
19 €15,066 €17,954 €18,208
20 €17,546 €19,886 €20,129
Group ML is not included in the table. Group ML is intended for participants in work experience places
with an education level lower than higher vocational education (HBO). For information on the amount of
the minimum salary, see the website of the Dutch Government.
Participants in work experience places with an education level of higher vocational education (HBO)
or higher are paid in accordance with the amounts in Group J.
Annex 4.1.3. Transitional arrangement for working
hours of older employees
These transitional arrangements are intended for employees born before 1 January 1955 and who
were employed on 1 January 2010, referred to in this Annex as “older employees”.
Working less
The older employees may agree with the employer to work an additional 104 hours less per year from
the year in which they turn 59. The Collective Agreement terms of employment that are related to
working hours will then be adjusted proportionally. This involves salary, holiday allowance, annual
payment, pension and holidays. However, company-specific arrangements are not adjusted to the
changed working hours.
Working hours reduction

The older employee is entitled to the next reduction in working hours:
− In the year they turn 60: 2 hours a week;
− In the year they turn 61: 3 hours a week;
− From the year they turn 62: 4 hours a week.
This reduction in working hours applies to full-time employees. For part-time employees this is
proportional.
Combination of working less and working hours reduction

When the employee combines less work with a working hours reduction, this gives the working hours as
shown in table 4.1.3.
Table 4.1.3. – Working hours for older employees
Age Number of hours Number of Total number of Working hours

working less working hours hours reduction per week
reduction
59 years 4 0 4 34
60 years 4 2 6 32
61 years 4 3 7 31
62 years and more 4 4 8 30
Conditions
The reduction in working hours is recorded in hours a day or in hours a week. In incidental cases, the
employee may, in consultation with the employer, choose a different arrangement when operating
conditions allow so.
When the employee is fully or partially incapacitated for work and during holidays, there is no
entitlement to a reduction in working hours.
If the employee has reduced the number of working hours, this may not lead to a reduced job
grade.
Annex 4.2.2. Model scheme on Time and Place Independent
Work (TPOW)
In addition to Article 4.2.2. of the Collective Agreement on Time and Place Independent Work (TPOW),
the employer can make use of the model scheme below. The content of this model scheme is made
suitable for its own organisation by the employer and can be adapted and supplemented.
The TPOW scheme

1. The TPOW scheme allows you to be flexible in your work location and working hours. You
cannot derive any right to homeworking from agreements on TPOW and/or the content of this
scheme.
2. You make arrangements with your manager on the [number of] days you work at home and the
[number of] days you work at the office for each [period] and your working hours that fall outside
regular office hours.
3. The working hours structure in the Collective Agreement (see Article 4.2.1.) applies in this
respect. If you shift your working hours on your own initiative to a time period that is not within
your usual working hours, the overtime regulations (Article 4.2.4.), the overtime compensation
(Article 3.4.4.) and the compensation for working on Saturdays (Article 3.4.2.) do not apply.
4. You also make arrangements with your manager about your availability for contact with your
employer and the customers and when you want to come to the office when you have already
scheduled work days at home.
5. Together with your employer, you ensure that your workplace at home meets the health and
safety standards for a workplace outside the office. You can find these at [info]. If your
workplace at home does not or no longer complies with these working conditions standards,
you can no longer make use of the TPOW scheme.
6. Every year, we evaluate the agreements made about TPOW with you. This evaluation will at
least cover the following subjects: the layout of your workplace at home, your working days
and hours and the extent to which working from home can be stressful for you, including your
availability and unavailability and your work-life balance.
7. You receive the following [allowances and/or resources; please select what is applicable] from
your employer for your work at home:
a. [One-off [€ amount] for furnishing the workplace at home.]

b. [An allowance of [€ amount] a year for furnishing the workplace at home.]
c. [Resources for home office equipment, to be purchased through your employer.]
d. [A laptop, see your employer's laptop scheme.]
e. [A mobile phone, see your employer's telephone scheme].
f. [An allowance of [€ amount] per day [in line with the tax exemption]. For a homeworking
day, you do not receive an allowance for commuting costs].
g. [An allowance of [€ amount] per [period] for a telephone or internet connection.
Miscellaneous Provisions
Employees in the following positions cannot work independently of time and place in view of their
duties and responsibilities: [positions]
This scheme is evaluated periodically. The scheme has been agreed with the consent of the [Works
Council/PVT] and can be amended with the consent of the [Works Council/PVT].
Signature
By signing this scheme, you can make use of TPOW and you confirm that you know the contents of the
scheme and that you comply with it.
Annex 4.3.1. Transitional holiday arrangement
For employees who were employed on 1 January 2010 with an employer to whom the Collective
Agreement for office or field staff applies, the regulation in this Annex applies instead of the first
paragraph of Article 4.3.1.
Starting on 1 December 2009, these employees are entitled to the following paid holiday hours
according to the following sliding scale:
− The employees up to and including the age of 34: 200 hours
− The employees aged 35 up to and including the age of 44: 208 hours
− The employees aged 45 up to and including the age of 54: 216 hours
− The employees aged 55 and older: 224 hours
Starting on 1 January 2010, employees can take a maximum of one step twice in the sliding scale. The
allocated number of holiday hours will no longer be adjusted based on age.
The employee's age on 1 January of the year in question applies for the determination of the age.
If the employee switches to another employer to whom this Collective Agreement applies, the scheme
in this Annex ceases to exist. Article 4.3.1. then applies from the time the employee joins the new
employer.
However, the rules in this Annex will continue to apply if the employee switches to another employer
to whom this Collective Agreement applies, when:
− the employee was 50 years or older on 1 January 2010, or
− the change of employer is demonstrably and directly the result of the termination of the
employment contract on the initiative of the employer in the context of a collective dismissal
or on the basis of a redundancy scheme and the employees immediately start working for the
new employer. The employee must report and demonstrate to the new employer that this
scheme applies.
Annex 5.1.1. Average pay scheme
This Annex describes the characteristics of the average pay scheme as referred to in Article 5.1.1.
Members
Members are employees aged 18 and over.
Effective date
Before an employee is included in the scheme, there is a waiting period of two months. After this period,
the employee is included in the scheme with retroactive effect from the date of commencement of
employment, but no earlier than the first day of the month in which the employee reaches the age of
18. During the waiting period, partner's pension and orphan's pension are covered on a risk basis.
Target retirement age

The target retirement age is the first day of the month in which the member reaches the age of 68.
Early retirement
Members can choose to retire earlier than the target retirement age. In that case, they must inform
the employer at least six months before the retirement date selected by the member.
If the member retires early, the amount of the pension is reduced by actuarially neutral calculations
based on the probability systems and actuarial interest rates which are the basis for the financing of
the pension scheme.
End of employment contract on retirement date

The employment contract with the employee ends automatically by operation of law, without further
notice being required, on the commencement date of the retirement pension chosen by the employee,
but no later than on the day on which the employee reaches the age on which the employee becomes
entitled to old-age pension (AOW).
Part-time pension
The member can choose to retire part-time. This is subject to the same provisions as early retirement.
Pensionable income
The pensionable income is 12 times the fixed monthly salary including holiday allowance.
The maximum pensionable income is €93,114.99 in 2022 and €95,675.65 in 2023. This amount is
indexed annually with the salary development of the Collective Agreement in the previous calendar
year.
The reference date for determining pensionable income is 1 January.
Deductible
The deductible is €15,202.53 on and from 1 January 2022 and €15,620.60 on and from 1 January
2023. This amount will be indexed annually on 1 January with the salary development of the Collective
Agreement in the previous calendar year.
Pensionable salary
The pensionable salary is the pensionable income minus the deductible.
The reference date for the determination of the pensionable salary is 1 January. For part-time
employees, the pensionable salary is calculated on a pro-rata basis.
Retirement Pension
The retirement pension is based on an indexed average salary system. The accrual is 1.75% of the
pensionable salary in the year in question.
This pension starts on the first day of the month in which the member turns 68.
Partner's pension
The partner's pension is 60% of the payable retirement pension. This pension starts on the first day of
the month in which the current or former participant dies.
Partner's pension is also accrued for single persons, and can be converted into a retirement pension.
Orphan’s pension
The orphan's pension for each child is a maximum of 14% of the total retirement pension accrued.
For full orphans, this percentage is doubled. The orphan's pension for all children jointly may not
exceed a maximum total of 70% of the projected retirement pension.
The orphan's pension is paid until the first day following the month in which the child no longer meets
one of the following criteria:
− the child is under the age of 18;
− the child is under 27 years of age and cannot, due to illness or disability, earn more than 55%
of what a comparable healthy person of the same age can earn; this must be evidenced by a
declaration from the Wajong benefit agency;
− the child is under 27 years of age and is not yet able to work because the child is attending a
full course of study or vocational training.
The orphan's pension starts on the first day of the month in which the member dies.
Pension limitation
If the member's partner is more than ten years younger than the member, the partner's pension is
reduced by 1.1% of the retirement pension for each full year that the age difference is greater than
ten years.
If the member has opted to convert the (notional) accrued partner's pension into a higher old-age
pension or early retirement, there is no longer any entitlement to a partner's pension, even if the
member subsequently has a partner.
Options
Within tax limits, members have the following options, in addition to early retirement and part-time
retirement:
Conversion of retirement pension and partner's pension

Members may choose to convert all or part of the accrued partner's pension into a higher
retirement pension at the target retirement age. Conversely, they can choose to convert all or part
of the accrued retirement pension into a higher partner's pension. The member must
communicate this choice to the employer at least one year before the target retirement age.
Medical guarantees are not required for these conversions. However, the partner’s consent is
required to convert a partner's pension into a higher retirement pension. The member is
responsible for providing correct information about this. If the member has given incorrect
information or has been negligent in this respect, the pension consequences are at their expense
and risk.
High-low pensions and retirement savings

Members can agree a high-low pension with the pension provider in an actuarially neutral manner
on the retirement date.
Members can save extra pension to make up any pension shortfall.
Occupational disability pension

The occupational disability pension lapsed on 31 December 2005. This does not apply to members
who became ill before 1 January 2004 and to whom the Occupational Disability Insurance Act (and
underlying laws and regulations) applies and continues to apply. For these members, the relevant
provisions of the occupational disability pension from the 2003-2004 Collective Agreement continue
to apply.
Concurrence
If members are eligible for a benefit under the WIA or the WAO and for any supplementary benefit on
the grounds of an occupational disability insurance, their pension is reduced by the total of these
benefits.
The member must immediately inform the employer of the creation or modification of entitlement to
the above-mentioned benefits.
Increase of pensions with a supplement (indexation)

The employer's ambition is to annually increase the accrued pension entitlements of current and
former participants as well as the pensions of pensioners with a conditional supplement with effect
from 1 January.
If the pension scheme is an insured scheme, the supplement is financed from the resources that
arise from agreements with the pension provider that are aimed at the aforementioned ambition.
Examples are financing from available excess interest or interest rate discounts.
If the pension scheme is placed with a pension fund, the supplement, in accordance with the
regulations of the fund, also depends on the funding ratio. The funding ratio is the policy coverage
ratio of the sector pension fund or company pension fund or of the circle of a general pension fund.
Continued pension accrual in the event of incapacity for work

The pension accrual is continued on a non-contributory basis in the event of incapacity for work. The
accrual takes place on the difference between the income that the member had immediately before
their full or partial incapacity for work and the income, including any supplements from the employer,
that they receive on account of their full or partial incapacity for work.
The pensionable income is adjusted in line with the salary development of the Collective Agreement,
see Article 3.2.2.
Annex 5.1.6. Pensions Dispensation Committee Regulations
1. Secretariat
Requests and notifications in the context of procedures provided for in sections 3, 4 and 5 of these
Regulations must be submitted to the secretarial office of the Committee, Located at the employers'
organisation at Bordewijklaan 2, P.O. Box 93450, 2509 AL The Hague.
2. Composition of the Committee

The Committee consists of a maximum of four members appointed by the employers' organisation and
a maximum of four members appointed by the trade unions.
The Parties cast an equal number of votes regardless of the number of Committee members present.
The members are appointed to the Committee for the duration of the Collective Agreement plus twelve
months. Interim vacancies are filled within one month.
If necessary, the Parties may appoint an independent chair. The Committee is supported by an official
secretary.
3. Procedure for dispensation requests

An employer may submit a request for dispensation to the Committee, as referred to in Article 5.1.6., by
registered letter. The request must explain the reasons for dispensation.
When this employer has set up a Works Council based on the WOR, the employer must add to the
dispensation request a written proof that the Works Council has agreed to the request.
If this proof is missing, the dispensation request will not be dealt with.

The Committee issues a binding decision within two months of the date of receipt of the dispensation
request. If necessary, this period may be extended by a maximum of two months. The decision of the
Committee is forwarded to the employer.
4. Procedure to replace average pay scheme or CDC scheme by IDC scheme

If an employer intends to replace the average pay scheme or the collective defined contribution (CDC)
scheme with an individual defined contribution (IDC) scheme, the employer must report this to the
secretarial office at the start of the replacement process.
As soon as the IDC scheme has been adopted, the employer must inform the secretarial office.
If it appears that the employer has failed to inform the secretarial office in good time that the employer
intended to switch to an IDC scheme, the employer must still do so. In that case, the Committee is
authorised to assess the content and establishment of the IDC scheme and, if applicable, to declare that
it is in accordance with the Collective Agreement.
5. Procedure for (temporary) non-implementation

On the basis of Article 5.1.3., the employer referred to in Article 5.1.3. may request dispensation for the
implementation of the average pay scheme or CDC scheme by registered letter. The request must
explain the reasons for dispensation.
When this employer has set up a Works Council based on the WOR, the employer must add to the
dispensation request a written proof that the Works Council has agreed to the request.
If this proof is missing, the dispensation request will not be dealt with.

The Committee issues a binding decision within two months of the date of receipt of the dispensation
request. If necessary, this period may be extended by a maximum of two months. The decision of the
Committee is forwarded to the employer.
Annex 5.2. The CDC scheme
This Annex describes the characteristics of the CDC scheme as referred to in Article 5.2.
It must be explicitly stated in the pension rules that the annual accrual rate can be reduced if necessary
for this scheme.
Members
Effective date
Before an employee is included in the scheme, there is a waiting period of two months. After this
period, the employee is included in the scheme with retroactive effect from the date of commencement
of employment, but no earlier than the first day of the month in which the employee reaches the age
of 18.
During the waiting period, partner's pension and orphan's pension are covered on a risk basis.

Early retirement
Members can choose to retire earlier than the target retirement age. In that case, they must inform the
employer at least six months before the retirement date selected by the member.
If the member retires early, the amount of the pension is reduced by actuarially neutral calculations
based on the probability systems and actuarial interest rates which are the basis for the financing of the
pension scheme.

Part-time pension
The member can choose to retire part-time. This is subject to the same provisions as early retirement.
Pensionable income
The maximum pensionable income is €93,114.99 in 2022 and €95,675.65 in 2023. This amount is indexed
annually with the salary development of the Collective Agreement in the previous calendar year.
Deductible
The deductible is €15,202.53 on and from 1 January 2022 and €15,620.60 on and from 1 January 2023.
This amount will be indexed annually on 1 January with the salary development of the Collective
Agreement in the previous calendar year.
Pensionable salary
The pensionable salary is the pensionable income minus the deductible. The reference date for the
determination of the pensionable salary is 1 January.
For part-time employees, the pensionable salary is calculated on a pro-rata basis.
Retirement Pension
The retirement pension is based on an indexed average salary system. The accrual is 1.75% of the
pensionable salary in the year in question.
This pension starts on the first day of the month in which the member turns 68.
Partner's pension
The partner's pension is 60% of the payable retirement pension. This pension starts on the first day of
the month in which the current or former member dies.
Partner's pension is also accrued for single persons, and can be converted into a retirement pension.
Orphan’s pension
The orphan's pension for each child is a maximum of 14% of the total retirement pension accrued.
For full orphans, this percentage is doubled. The orphan's pension for all children jointly may not
exceed a maximum total of 70% of the projected retirement pension.
The orphan's pension is paid until the first day following the month in which the child no longer meets
− the child is under 27 years of age and is not yet able to work because the child is attending a
full course of study or vocational training.
The orphans’ pension starts on the first day of the month in which the participant dies.
Pension limitation
If the member's partner is more than ten years younger than the member, the partner's pension
is reduced by 1.1% of the retirement pension for each full year that the age difference is
greater than ten years.
If the member has opted to convert the (notional) accrued partner's pension into a higher old-age
pension or early retirement, there is no longer any entitlement to a partner's pension, even if the
member subsequently has a partner.
Options
Within tax limits, members have the following options, in addition to early retirement and part-time
retirement:
Conversion of retirement pension and partner's pension

Members may choose to convert all or part of the accrued partner's pension into a higher
retirement pension at the target retirement age. Conversely, they can choose to convert all or
part of the accrued retirement pension into a higher partner's pension.
The member must communicate this choice to the employer at least one year before the target
retirement age.
Medical guarantees are not required for these conversions. However, the partner’s consent is
required to convert a partner's pension into a higher retirement pension. The member is
responsible for providing correct information about this. If the member has given incorrect
and risk.
High-low pensions and retirement savings

Members can agree a high-low pension with the pension provider in an actuarially neutral manner
on the retirement date.
Members can save extra pension to make up any pension shortfall.

underlying laws and regulations) applies and continues to apply. For these members, the relevant
provisions of the occupational disability pension from the 2003-2004 Collective Agreement continue to
apply.
Concurrence
benefits.
The member must immediately inform the employer of the creation or modification of entitlement to the
above-mentioned benefits.
Increase of pensions with a supplement (indexation)

The employer's ambition is to annually increase the accrued pension entitlements of current and former
members as well as the pensions of pensioners with a conditional supplement with effect from
1 January.
If the pension scheme is an insured scheme, the supplement is financed from the resources that arise
from agreements with the pension provider that are aimed at the aforementioned ambition. Examples
are financing from available excess interest or interest rate discounts.
If the pension scheme is placed with a pension fund, the supplement, in accordance with the
regulations of the fund, also depends on the funding ratio. The funding ratio is the policy coverage ratio
of the sector pension fund or company pension fund or of the circle of a general pension fund.

see Article 3.2.2.
Annex 5.3. The IDC scheme
This Annex describes the characteristics of the IDC scheme as referred to in Article 5.3.
Members
Effective date
Before an employee is included in the scheme, there is a waiting period of two months. After this
period, the employee is included in the scheme with retroactive effect from the date of commencement
of employment, but no earlier than the first day of the month in which the employee reaches the age
of 18.
During the waiting period, partner's pension and orphan's pension are covered on a risk basis.

Early retirement
Members can choose to retire earlier than the target retirement age. In that case, they must inform the
employer at least six months before the retirement date selected by the member.

Part-time pension
The member can choose to retire part-time. This is subject to the same provisions as early
retirement.
Pensionable income
The maximum pensionable income is €93,114.99 in 2022 and €95,675.65 in 2023. This amount is
indexed annually with the salary development of the Collective Agreement in the previous calendar
year.
Deductible
The deductible is €15,202.53 on and from 1 January 2021 and €15,620.60 on and from 1 January
2023. This amount will be indexed annually on 1 January with the salary development of the
Collective Agreement in the previous calendar year.
Pensionable salary
The pensionable salary is the pensionable salary minus the deductible. The
reference date for the determination of the pensionable salary is 1 January.
For part-time employees, the pensionable salary is calculated on a pro-rata basis.
Pension capital
The capital to be accrued for pension is based on an individual defined contribution scheme with a
sliding scale containing the minimum contribution rate for each age category. This minimum
contribution rate is based on a 1.85% DC sliding scale with an accrual rate of 1.75%. For the sliding
scale, see Table 5.3.
Table 5.3. – IDC graduated scale

Age category Defined contribution
18 to 19 years 12.86%
20 to 24 years 13.72%
25 to 29 years 15.06%
30 to 34 years 16.55%
35 to 39 years 18.18%
40 to 44 years 19.99%
45 to 49 years 22.03%
50 to 54 years 24.32%
55 to 59 years 27.01%
60 to 64 years 30.29%
65 to 68 years 33.52%
Partner's pension
The partner's pension in the event of the member’s death before the target retirement age is
insured on a risk basis and is, based on average salary, equal to:
a. The sum of the results of the annual calculation of 1.225% of the pensionable salary for each
year of service with the employer up to the first day of the year in which the member died,
plus
b. 1.225% of the pensionable salary for the year of death multiplied by the number of
years of service up to the target retirement age.
The employer can choose to arrange the partner's pension on the basis of final salary instead of
average salary. This requires the approval of the Works Council or another formal controlling body
within the organisation.
Even then, the partner's pension remains insured on a risk basis, but it amounts to 1.16% per year of
service, multiplied by the total number of years of service with this employer up to the target
retirement age and by the pensionable salary applicable on 1 January of the year in which the
member died.
At the retirement age, the member can choose to convert part of the accrued capital into a partner's
pension.
The partner's pension starts on the first day of the month in which the current or former member dies.
Orphan’s pension
The orphan's pension in the event of the member’s death before the target retirement age is insured on
a risk basis and, on the basis of average salary, each child receives as a maximum amount:
a. The sum of the results of the annual calculation of 0.245% of the pensionable salary for each
year of service with the employer up to the first day of the year in which the member died,
plus
b. 0.245% of the pensionable salary for the year of death multiplied by the number of
years of service up to the target retirement age.
The employer can choose to arrange the orphan's pension on the basis of final salary instead of
average salary. This requires the approval of the Works Council or another formal controlling body
within the organisation.
Even then, the orphan's pension remains insured on a risk basis, but it amounts to 0.232% for each
year of service, multiplied by the total number of years of service with this employer up to the target
retirement age and by the pensionable salary applicable on 1 January of the year in which the
member died.
For full orphans, this percentage is doubled. In total, orphans' pension for all children jointly
amount to a maximum of 70% of the prospective retirement pension.
The orphan's pension is paid until the first day of the month in which the child no longer meets
− the child is under 27 years of age and is not yet able to work because the child is
attending a full course of study or vocational training.
The orphans’ pension commences on the first day of the month in which the participant dies.
Options
Within tax limits, members have the following options to purchase a pension, in addition to early
retirement and part-time retirement:
Retirement pension and partner's pension ratio

As a standard, capital is accumulated for the purchase of retirement pension and partner's
pension in the ratio 100:70. For single persons, the partner's pension is automatically exchanged
for a higher retirement pension. Members with a partner can choose to adjust the ratio between
retirement pension and partner's pension at target retirement age.
If the member wishes to make this adjustment, the partner's agreement is required. The member
is responsible for providing correct information about this. If the member has given incorrect
and risk.
Saving high-low pensions and pension capital

Members can agree a high-low pension with the pension provider in an actuarially neutral
manner on the retirement date.
Members can save additional pension capital to cover any pension shortfall.
Investing after retirement date and variable benefits

Members can choose to continue investing after the retirement date. Members can opt for variable
payments.

underlying laws and regulations) applies and continues to apply.
For these members, the relevant provisions of the occupational disability pension from the 2003-2004
Collective Agreement continue to apply.
Concurrence
benefits.
The member must immediately inform the employer of the creation or modification of entitlement to
the above-mentioned benefits.

see Article 3.2.2.
Annex 6.4.12. Career change scheme
The career change scheme allows employees to change the course of their career. It enhances their
sustainable employability and provides them room to switch to, for instance, the educational, healthcare
or other sector.
Content of the scheme

Under the arrangement employees can adjust their working hours for a maximum period of two years,
allowing them to explore other avenues in their career. At the end of this period, the employment
contract will be terminated.
The arrangement applies for a maximum period of two years. The adjusted working hours constitute at
least 50% of the individual working hours. The employee makes a request to the employer indicating
the desired number of working hours to be adjusted and for how long they need to be adjusted. The
employer agrees to the request, unless compelling business circumstances dictate otherwise. If the
latter is the case, a shorter or longer period and/or other working hours can be agreed.
If, as a result, the individual working hours are less than 16 hours a week, the employer needs to give
its consent.
Prior to the career change, the employer and the employee enter into a settlement agreement that
includes the provision that at the end of this period the employment contract will be terminated without
any transition fee compensation being required.
Career change supplement

For the period of the arrangement, the employee’s income is supplemented, also referred to as
the career change supplement. The career change supplement is a topping-up of the agreed
fixed salary components, including:
− the monthly salary,
− holiday allowance,
− annual payment,
− any salary supplement under Article 3.1.3.
The supplement is a percentage of the difference between the above salary components before the
start of the arrangement and during the use of the arrangement. The percentage depends on the
number of years that the employee has been employed with their current employer at the start of the
arrangement:
− 0 tot 10 years of employment: 20%
− 30 or more years of employment: 50%
Terms of employment
From the moment the arrangement starts, the employee has a part-time employment contract. The
monthly salary, the terms of employment derived from this and pension accrual are adjusted
proportionally. The part-time provisions of the relevant schemes – where appropriate – apply in
respect of the other terms of employment.
Applying for and granting of the career change scheme

The aim of the arrangement is to allow employees to change the course of their career. If employees
want to make use of the arrangement, they must request their manager in writing at least four months
before the start of the arrangement.
The manager identifies the request as a request for shorter working hours. In the assessment, the
manager looks at whether it is desirable or not that the employee leaves when the arrangement has
ended.
Employers with fewer than ten employees

Employers with fewer than ten employees are not obliged to offer the arrangement to their employees.
Annex 11.7. Transitional arrangement for working hours of
older field staff
This transitional arrangement is intended for field staff born before 1 January 1955 who were
employed on 1 January 2010, referred to in this Annex as the older employee.
Reduction in working hours

The older employee is entitled to a reduction in working hours of 4.5 days for each quarter from the
year in which they reach the age of 61.
This reduction in working hours applies to full-time employees. For part-time employees this is
proportional.
Conditions
Include working hours reduction

The reduction in working hours is recorded in days for each quarter. In occasional cases, the older
employee can, in consultation with the employer, choose a different interpretation when operating
conditions allow this.
Supplementary income
If the older employee's variable income decreases in the year in which they have reduced their
working hours, the employer will supplement it. The supplement is based on the maximum number of
days not worked as a result of the reduction in working hours in relation to the total number of
working days in that year.
At the older employee's discretion, this supplement will be linked to:

a. the variable income earned on average during the two calendar years or during the last
calendar year preceding the year in which they turned 58, whichever is more favourable to
them, or the variable income earned on average during the two calendar years or,
b. the variable income earned on average during the two calendar years or, if this is more
favourable for them, during the last calendar year preceding the year in which they receive
a reduction in working hours.
Older employees must indicate the choice in good time before the year in which they reach the age
of 58. This choice cannot be undone.
Other conditions
When employees are fully or partially incapacitated for work and during holidays, they are not entitled
to a reduction in working hours.
If the employee has reduced working hours, this must not lead to a reduced job grade.
Annex 11.8. Transitional holiday arrangement for field staff
For field staff who were employed on 1 January 2010 with an employer to whom the Collective
Agreement for office or field staff applies, the regulation in this Annex applies instead of Article 4.3.1.
Starting on 1 December 2009, these employees are entitled to the following paid holiday hours
according to the following sliding scale:
− The employees up to and including the age of 34: 25 days
− The employees aged 35 up to and including the age of 44: 26 days
− The employees aged 45 up to and including the age of 54: 27 days
− The employees aged 55 and older: 28 days
In addition, this employee is entitled to 1.5 extra days of leave due to the cancellation of
special paid leave.
Starting on 1 January 2010, employees can take a maximum of one step twice in the sliding scale. The
number of holidays granted will then no longer be adjusted on the basis of age.
The employee's age on 1 January of the year in question applies for the determination of the age.
When the employee switches to another employer to whom this Collective Agreement applies, the
scheme in this Annex ceases to exist. When the employee has been reappointed as a field staff
member, Article 11.8. applies or otherwise Article 4.3.1. applies from the moment the employee starts
working for the new employer.
However, the rules in this Annex will continue to apply if the employee switches to another employer
to whom this Collective Agreement applies, when:
− the employee was 50 years or older on 1 January 2010, or
− the change of employer is demonstrably and directly the result of the termination of the
employment contract on the initiative of the employer in the context of a collective dismissal
or on the basis of a redundancy scheme and the employees immediately start working for the
new employer. The employee must report and demonstrate to the new employer that this
scheme applies.

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СOLLECTIVE

1 January 2022 – 31December 2023

1 January 2022 – 31 December 2023

The Hague, 10 February 2022

J.P.P. Barth, FNV Finance, member of

R. Weurding, general director of the Dutch Association of De Unie, located in Culemborg

CNV Vakmensen, located in Utrecht

Wazo Work and Care Act (Wet arbeid en zorg).

To qualify for dispensation, all these criteria must be met as a minimum.

1.3. Collective Agreement and individual employment contract

An individual employment contract or a company-specific arrangement determined by the employer

1.4. Law and Collective Agreement

1.5. Duration and interim adjustment of the Collective Agreement

1.6. Joint Collective Agreement Committee

1.7. Transitional Provisions

2.1. Individual employment contract

A fixed-term employment contract (temporary contract) is possible. As a general rule, a temporary

2.1.2. Temporary contract

2.1.3. Temporary workers (1)

2.1.4. Temporary workers (2)

2.2. Termination of employment contract

2.2.2. End of employment contract on retirement

2.3. Code of Conduct

2.5. Conscientious objections

This suspension on full pay lasts a maximum of 14 days.

3.1. Salary group classification

3.1.1. Classification criteria

3.1.2. Classification system

Classification system requirements

3.1.3. Transitional arrangements when introducing a new classification

The introduction or change of a classification or remuneration system implemented before

2. Guaranteed salary development perspective

3.1.4. Taskforce job classification and pay package system

3.2. Salary scales and salary increase

3.2.2. General salary increase

3.2.3. Introduction variable remuneration

3.2.4. Transparency of income

3.3. Annual payment

3.4. Additional payments and compensations

3.4.3. Additional work compensation

3.4.4. Overtime pay

Table 3.4.4. – Overtime compensation

Sundays and public holidays Hourly pay + 100% hourly pay

The overtime compensation includes 8% holiday allowance.

For the hourly pay, see Article 1.1.

Stopping shift work at your own request

4.1. Working hours

4.1.2. Shorter and longer working hours

4.1.3. Transitional arrangement for working hours of older employees

4.2. Working hours

4.2.2. Time and Place Independent Work arrangements (TPOW)

4.2.3. Additional work

For additional work compensation, see Article 3.4.3.

The employer will limit overtime as much as possible.

For overtime compensation, see Article 3.4.4.

4.2.5. Shift work

4.3.2. Holidays and incapacity for work

4.3.3. Public holidays