Vast improvement in UMC employees’ working conditions
UMCNL has achieved a result in the negotiations with the FNV, CNV and Nu91 unions concerning the content of a new cao for the employees of all UMCs. This result applies for 2026 and 2027.
UMCNL-chair Helen Mertens stated, “Our employees have specified that they need a clear outlook on working conditions, development and work-life balance. This negotiation result provides concrete steps progressing towards that goal.”
Remco van Lunteren, negotiator on behalf of the UMCs added, “In these uncertain times, it is important that we can offer all our employees a structural wage increase in the coming two years.”
Main points of the agreed package:
(for the exact wording, the texts apply as will be given in the cao)
- Wages will increase structurally by 7%: 3.5% on 1 July 2026 (to a maximum limit of €306 per month) and 3.5% on 1 May 2027 (to a maximum limit of €317 per month)
- The changing allowance will increase from €80 to €110 gross per month on 1 April 2026.
- The allowance for working irregular shifts of 47% applies from 1 July 2026 also on Saturday morning from 08:00 – 12:00.
- On Christmas Eve (December 24) and on New Year’s Eve (December 31), an allowance for working irregular shifts of 72% applies from 20:00.
- Every employee who travels to work by public transport is eligible for 100% reimbursement of the public transport cost (2nd class). The stipulation of living at least 7 km away from work is dropped.
- The commuting expenses compensation for employees using their own vehicle to travel to work will increase from 18 to 21 cents/km, to a maximum limit of 40 km one-way.
- Leave: the number of non-statutory hours of leave will be extended from 32 to 36 hours from 1 January 2026.
- The internship allowance will be increased on 1 July 2026 from €422 to €500 gross per month.
- The reimbursement of expenses for interns will be increased to €300 per month on 1 July 2026.
- A pilot will be launched of vouchers for training and personal development.
- The generational policy will be greatly improved.
- More attention will be paid to menstruation, menopause and fertility.
- Employees are not obliged to wear a badge with their name.
- The cao is valid for the period from 1 January 2026 through 31 December 2027.
The three unions are now presenting the negotiation result to their members, a procedure that can take several weeks. The directors of the other two unions (LAD and FBZ) are not sufficiently satisfied with the proposal to present it to their members. UMCNL encourages both of them to do this.