On October 29, UMCNL and the unions are initiating a new round of negotiations for the next cao for UMC employees. A novel joint employers’ vision prepared by the UMCs in the past few months will strongly impact the negotiations.
“UMC employees are facing the prospect of many new developments, opportunities and challenges in the coming years,” said Gabriel Zwart, board member of the MUMC+ and negotiator on behalf of UMCNL. “Just look at the rapid rise of AI and the growing scarcity on the job market. Against that background, we want to work on future-oriented work, with a focus on an individual approach and compassion for our employees.”
Dialogue sessions in the UMCs
This became evident from the dialogue sessions held in the UMCs. The main question was: what do employees consider important in the cao? That led to a wide-ranging and diverse collection of wishes and ideas. A striking element was that many wishes could already be discussed at the local level in the context of the current cao. Other wishes will be covered in the new negotiations.
Fair remuneration topped the list. Employees greatly value a competitive salary, commensurate remuneration and transparency about the salary scales. UMCNL and the unions have already agreed on a new job classification system that will be more transparent and more easily explainable. It will be worked out in the next few years.
Employees also stated that they need a customised approach that matches their stage of life, flexible working hours and room for career development and training. Clear communication is another point that is often stressed. Employees demand comprehensible cao texts, clear definitions and greater transparency about regulations and working conditions.
Simplicity, flexibility and security
Many of these topics are covered in the UMCs’ input for the upcoming cao negotiations.
The starting point is that there is already a complete cao available with an extensive collection of agreements that UMC employees can use. During the dialogue sessions it became clear that not everyone is aware of what is possible in the current cao. Many regulations documented in the current cao have already been implemented, but require further anchoring within the organisation.
Another important starting point is the balance between individual and collective interests. Employees increasingly value meaningful work, fewer administrative burdens, personal development and a healthy work-life balance. That attitude demands customisation and room to design the work jointly.
Finally, wage development is naturally an important component of the cao negotiations. The complete package of working conditions must remain affordable in the short and long term. The UMCs are experiencing a time of uncertainty as political parties are announcing potential budget cuts to healthcare. In the upcoming negotiations we will therefore have to be restrained regarding how much further salaries can go up.
“To summarise, there are three aspects that we feel are primary for the new cao,” said Gabriel Zwart. “Simplicity, so the cao remains understandable and clear for everyone. Flexibility in the UMC, so we can provide customisation and put the individual employee first. And security, by maintaining purchasing power.”
Are you already or almost 67? Or do you still have a long way to go? It is good to look ahead, and start planning early if you want to enjoy your pension. The NFU has arranged a pension plan for all umc employees with the Algemeen Burgerlijk Pensioenfonds (ABP; National Civil Pension Fund). We are obliged to do so as a former government sector.
Would you like to know more about your pension premium, accrual and different pension payments? Or calculate your pension rights under different scenarios, like early retirement?
Check the ABP website. On the ABP website you can also read more about the renewed pension system.
Pension contribution for 2025
ABP’s pension contribution for retirement and survivor’s pensions will remain the same in 2025: 27.0%. Of this, 70% (18.9%) will be paid by the employer and 30% (8.10%) by the employee.
ABP will increase all pensions by 1.84% on 1 January 2025. This is about half of the 3.56% price increase calculated by Statistics Netherlands (CBS). The reason for the partial increase is that the current coverage ratio on 31 October 2024 was not high enough. This was due to sharply lower interest rates in September and October. That caused the current coverage ratio to fall sharply.
Freezing tax maximum pensionable salary 2025-2026
Politicians have decided that the fiscal maximum capping limit for pension accrual referred to in Section 18ga, subsection 1, of the 1964 Tax Act will not be increased in 2025 and 2026. As a result, the maximum taxable pensionable salary for pension accrual in 2025 and 2026 will remain at €137,800.
Changes to the pension system
Due to the Future Pensions Act (Wet Toekomst Pensioenen), the ABP pension scheme will change from 1 January 2027. The pension will be divided into personal pension pots instead of the current collective pension pot. To ensure that the new pension scheme is introduced properly, a transition plan has been drawn up in cooperation with the trade unions and Independent Public Employers (ZPW), in addition to the content of a new scheme.
ABP is expected to start implementing and communicating the new ABP pension scheme in the first half of 2025.
Playing field pensions
Earlier, it looked at whether the pension conditions of the umc’s could be drawn more equally with the pension conditions of general hospitals. Whether and how a level playing field on pension terms can be achieved with general hospitals will be reviewed after the transition to a new pension scheme by 2027. The new ABP pension scheme offers more scope for sectoral interpretation.
UMCNL offers all umc employees the opportunity to take out collective life insurance. This means that your partner will receive a supplement to their income after your death.
When someone dies, partners can receive a statutory benefit from the Social Insurance Bank (SVB) under the General Surviving Relatives Act (Anw). However, the SVB only pays this benefit if the surviving relative has not yet reached the state pension age. In addition, on the day of their partner’s death, the surviving relative must meet one of the following conditions:
- They are caring for a child under the age of 18.
- They are at least 45% incapacitated for work.
It is also important to note that the Anw benefit amounts to a maximum of 70% of the net minimum wage. The surviving relative’s own income from work is deducted from this amount.
Insurance company Squarelife
Squarelife’s group life insurance can provide a relevant supplement to the surviving partner’s income. This option was established in conjunction with UMCNL and is in many cases more favourable than individual supplementary insurance.
Registering for life insurance
New employees can register for the insurance within three months of starting their employment. After that, participation in this group agreement is no longer possible.
You can take out life insurance via the EBC website.
If you die suddenly, your partner (and any children) are entitled to a survivor’s pension.
The partner, ex-partner and children of a deceased person may be entitled to a survivor’s pension. The survivor’s pension is a relevant supplement to your partner’s income. You can find the amount of the accrued survivor’s pension, which will be paid out after your death, on the ABP website.
UMCNL and the unions have agreed to search for a current and future-proof job classification system, with an updated set of reference jobs.
UMCNL and the unions believe it is important for the umc’s to use an up-to-date and future-proof job classification system. Together, they are now taking the first step. After a tendering procedure, a supplier has been selected who, in coordination with UMCNL and trade unions, will deliver a job classification system fitting the current standards and values of work. This is a big job that will take several years. Until the new job classification system is developed, the current job classification system (Fuwavaz) will remain applicable.
What is going on?
A job classification system makes differences in job category levels objective, transparent and explainable. The current job classification system of the umc’s (Fuwavaz) is still usable, but outdated in parts.
Developments since 2009 have not been translated into jobs at central level. Think of training, (medical) technology and competences. This lack of maintenance has led to numerous additions per umc, such as local job typing. As a result, differences have arisen between umc’s. This can and should be improved. For instance, by making functions more recognisable and differences between functions easier to explain. This will make the whole more transparent. Revision of the current job classification system is therefore needed.
What is the goal?
The new job classification system must be in line with current norms and values in society about the value of work. The new functions must be up-to-date and recognisable, differences between functions must be explainable and the language in functions must fit in with actual practice.
All umc’s will use the same set of standard jobs, creating more coherence and making the job classification system clear, understandable, explainable and comparable for everyone.
What will happen next?
After a tendering procedure, a supplier has been selected: the Human Capital Group (HCG). Until the end of 2025, UMCNL and the unions, together with HCG, will draw up a Plan of Approach for the development phase. The Plan of Approach will include agreements on how employees will be involved. After all, involvement from all functions is crucial to shape the content of standard functions.
From the beginning of 2026, we will start the development phase of the new job classification system, which will last until the end of 2027. After that, preparations for the implementation of the new functions will start.
Only when the complete new set of standard jobs has been developed and established, in a few years’ time, will we apply the new job classification system and the standard jobs in the umc’s.
All agreements regarding terms of employment are laid down in the collective labour agreement. Several collective labour agreements have been concluded in recent years. Here you will find the collective labour agreement booklets up to and including the year 2015.
Downloads
Has there been a change in your gross salary and would you like to know what your new net salary is? You can easily calculate this using a tool.
With the Proforma Advanced tool, you can easily calculate your new net income. By selecting “Hospitals” instead of “UMCs ABP” under sector, you can also compare what your net income would be if you worked at a general hospital with the same gross salary and how high your pension contribution would be. Please note that this is a rough calculation that does not take all circumstances and deductions into account.
Are you ill or unable to work? Discuss as soon as possible with your manager when and how you can get back to work (at least partially). If necessary, the company doctor, the ergonomist and a P&O-advisor of your own umc can support you with this.
Re-integration
In this brochure you can read more about the steps involved in re-integration and your associated rights and obligations.
Consequences of income
Information about the financial consequences of an incapacity to work can be found in this brochure.
The 2024–2025 collective labour agreement for university medical centres (UMCs) included a provision to conduct research into the position of PhD candidates. This research has recently been completed. PhD students shared their experiences and identified bottlenecks in interviews and focus groups. Among other things, they indicated that supervision is not always adequate, that PhD programmes often run over schedule, and that there are concerns about work pressure, social safety and inequality in terms of employment conditions.
In addition to these bottlenecks, PhD candidates also proposed solutions themselves, such as clearer agreements on PhD requirements and extensions, better supervision and feedback structures, more attention to social safety and a fairer remuneration system.
What now?
The results of this study will be included in further discussions between the parties to the collective labour agreement. In addition, the findings and suggestions will be put on the agenda of the Graduate Schools and HR directors within the UMCs, so that improvements can also be made at institutional level.
This study represents an important step towards gaining a better understanding of the position of PhD candidates and working together on solutions that strengthen their position.
The study was conducted by a-advies on behalf of UMCNL and CNV, in collaboration with the Dutch PhD Network (PNN). The full report is available from UMCNL via umcnl@umcnl.nl.
UMCNL and the Dutch Association of Salaried Doctors (Landelijke vereniging van Artsen in Dienstverband, LAD) have been discussing Chapter 15 of the UMC cao in recent months. This chapter concerns the working conditions of the academic medical specialists. UMCNL and the LAD had agreed in the Cao UMC 2024-2025 to hold talks during the period of the current cao about the possibilities for modernising these working conditions.
Healthcare of the future
The current agreements on working conditions for medical specialists in the UMCs are based on the situation in 1999. The composition and circumstances of that professional group have changed in the meantime and are expected to continue changing in the future. In addition, the continuity of care is coming under pressure. That is why both the LAD and UMCNL want to come to new agreements that will better align with the changed world inside and outside the UMCs.
Heading towards cao negotiations
During their exploratory discussions, UMCNL and the LAD were inspired by the sessions organised in 2024 with various focus groups consisting of academic medical specialists and the jointly organised Work conference in December 2024. The following topics were covered in the exploratory discussions:
- Working hours
- Leave
- Generational policy
- Shifts
- Type of work
- Participation
The intention is to incorporate new agreements about Chapter 15 in a new, integral cao agreement. The LAD and UMCNL will individually determine their own input for the cao negotiations. And of course they will also consult their own members. As usual, the members of the LAD, just like members of other unions and the UMCs, will vote on the proposed new cao at the end of the negotiations.
Starting on 1 January 2026
Along with the agreement to hold talks, other agreements were made in the Cao UMC 2024-2025 that should take effect on 1 January 2026:
- Raising the age limit for working shifts to 62 (according to the gradation scheme specified in Article 15.13 of the cao).
- The associated change in the average weekly working hours.
- The possibility to voluntarily stop working shifts from the age of 59.
The talks held in the past few months between UMCNL and the LAD have produced a sound exploration of the steps needed to ensure modern, future-proof working conditions for academic medical specialists. They will be continued in the autumn as part of the cao negotiations.