The full text of the 2026–2027 UMC Collective Labour Agreement is now available. In addition, a number of provisions have already come into effect, such as the increase in the changing allowance and the 100% reimbursement of public transport costs.

Download the collective labour agreement booklet (PDF) from the collective labour agreement page on this website.

Changing allowance and public transport costs reimbursed

A number of agreements from the new collective agreement have already come into effect. From 1 April, the changing allowance has been increased from €80 to €110 gross per month, based on full-time working hours. From 1 May, public transport costs will be reimbursed in full and the minimum distance of 7 kilometres will no longer apply. The travel allowance increased to 21 cents per kilometre from 1 May, up to a maximum of 40 kilometres one way.

From 1 May, junior doctors will also receive a higher travel allowance. For junior doctors who are seconded during their training, a travel allowance covering the full cost of public transport or an additional mileage allowance of 21 cents per kilometre will be provided for the extra distance they have to travel compared to the UMC. From 1 July, the first pay rise of 3.5% will come into effect (capped at €306 per month).

A new cao for UMC employees was agreed at the end of February. However, the LAD and FBZ unions announced that they do not approve of this result and that they have more requirements. They announced that they would be taking action on March 19 and 26 in the RadboudUMC and MUMC+, respectively. This has caused many employees to ask questions about the new cao’s elements regarding academic medical specialists.

The UMCs attach great importance to the sustainable employability of academic medical specialists. There is definitely no indication of a “worsening” of working conditions for academic medical specialists or of deliberately excluding specialists in the new agreements. What is the situation then?

The new cao applies to all employees, including academic medical specialists

It is not obligatory for all unions to agree with the result before a new cao is agreed. The vast majority of members of the FNV, CNV and Nu’91 unions approved the negotiation result for a new cao. This means that there is a new cao. The cao applies to all UMC employees, which includes the members of the LAD and FBZ unions and the professional groups that these unions represent. The cao contains a variety of elements that represent progress for medical specialists:

• Academic medical specialists can now save for a ‘leave balance pot’.
• The generational policy remains in effect, with which a medical specialist can work less from five years before retirement age while retaining the same pension accrual (80/80/100).
• Improvement of the commuting expenses compensation: 100% compensation of public transport expenses and an increase in the kilometre allowance from 18 to 21 cents/km.
• The possibility to pay down study debt in a fiscally beneficial way.
• Agreements about social safety, open discussion of menstruation, menopause and fertility, and the decision-making framework for sustainable employability.

The discussion about sustainable employability, Chapter 15 and rest period after a standby shift is still continuing

In a reply to the LAD and FBZ unions regarding the content, the UMCNL stated that the UMCs can envisage possibilities to discuss a number of topics further that are important for all parties concerned. This refers to, for example, the next steps to take following on from a joint examination of Chapter 15.

Regarding the implementation of a rest period after a standby shift, the UMCNL and the LAD union have had constructive talks. This resulted in the UMCNL sending a text proposal to the LAD union in early January 2026. We are still awaiting their response.

UMCNL is certainly willing to resume talks with the LAD union about these points and has asked them to return to the negotiation table.

Medical specialists also benefit financially from the new cao

The cao 2026-2027 contains the agreement that employees’ wages will increase by 3.5% twice during the period of the cao. The wage increase has a maximum limit of the scale maximum of scale 14. This means that for employees in higher salary scales, the wage increase will be a maximum of €10,310 gross. To be clear: that is more than the gross wage increase for all other employees.

This maximum wage increase applies to medical specialists, as well as other job positions paid above scale 14. Setting a maximum limit was not a principal choice of UMCNL, it was dictated by necessity in order to reach an agreement. This result is the most that could be offered in a financially responsible way for the UMCs. It allowed us to offer all employees a substantial increase in salary.

There was a wage proposal on the table that would have been the same for all employees. But the unions, including LAD and FBZ, did not approve it. The new cao has now been agreed and contains a balanced package of measures for all UMC employees. It is not possible to resume discussing the current wage agreements.

There’s a new cao for UMC employees. The members of three of the five unions involved have approved by a large majority the negotiation result realised on January 29. This is sufficient support to allow the new cao to take effect.

The new cao applies to all UMC employees, with retroactive effect from 1 January 2026, through 31 December 2027. Several of its elements come into force at later timepoints, see the overview below.

Wages for UMC employees will rise twice during the period covered: by 3.5% on 1 July 2026 and by another 3.5% on 1 May 2027. This wage increase is limited to a maximum of scale 14. This means that full-time employees in a higher scale will receive a salary increase amounting to €306 per month from 1 July 2026 and €317 per month from 1 May 2027. The same increase applies to all scales starting from scale 15.

A complete and balanced cao

The UMCs are pleased with the new cao, as it means a significant improvement in working conditions for all UMC employees. Along with the wage increase, agreements were also reached about vitality, commuting expenses reimbursement, a better work-life balance and personal development. The complete list of agreements is available in the negotiation result.

Next steps to take

The three unions and UMCNL are busy elaborating the definitive cao text. As soon as it is ready, it will be published on umcmedewerkers.nl, in the cao-app and in a cao booklet.

Main elements of the cao and their starting date

(the text to be published in the cao will contain the complete overview of all agreements and the precise details)

In the joint UMC’s employer vision, we outline how we will shape the transition to future-oriented working towards 2030.

Four shared principles

The four principles in the employer vision guide how we deal with work, people and technology within UMC’s.

• We start from a position of trust.
• We strengthen each other’s professional skills.
• We innovate through technological progress.
• We create space to redesign work.

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 (2^nd 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.

How can we harmonise a sound work-life balance for our employees with the security that patients count on from us? That was the main question discussed in the third negotiation round of the cao UMCs.

The day’s focus lay on the UMCNL response to the joint input from the unions. Topics covered included the number of working hours in relation to the work pressure in the UMCs, policy regarding breaks and extra leisure time. The UMCNL delegation stressed that the UMCs are aware of their responsibility to ensure that the daily schedules are filled and that healthcare remains accessible for patients. The practical implementation of some of the unions’ wishes was also considered. To avoid disappointment, the UMCNL delegation does not want to make any agreements that the UMCs will ultimately not be able to realise in practice.

In summary, we feel there are enough substantial pointers for a constructive discussion with the unions. The next meeting is planned for December 12.

The second round of negotiations for the new cao UMCs was held on November 13. As agreed, the negotiators on behalf of the UMCs presented a comprehensive proposal based on the unions’ input. This proposal was intended to form a starting point for further discussion.

Then the unions put forward their joint input again, and the items were discussed briefly one by one.

The UMCNL delegation ascertained that the unions’ wishes were still far removed from what we the UMCs can offer. The UMCs’ financial leeway is limited, especially since the formation of a new cabinet may lead to further budget cuts in the healthcare sector. At the same time, we want to provide the UMC employees with security by ensuring they retain their purchasing power, while maintaining the flexibility to make the work future-proof in collaboration with our employees and producing a simple and clear cao.

The challenge for the next round is discovering together with the unions where our mutual priorities lie. The next meeting is planned for Monday, November 24.

On Wednesday, October 29, UMCNL and the unions initiated talks regarding the new cao for UMC employees. The delegates laid out their wishes in detail.

For the UMCs the input for the negotiations has been extensively shaped by a new joint employers’ vision that the UMCs formulated in the past few months. We are also including the outcomes of the dialogue sessions held in the UMCs. A further consideration is that the political situation the UMCs have to contend with is uncertain and thus little financial leeway is available.

After clarifying the wishes, the negotiation parties agreed that the UMCNL delegation would formulate a comprehensive response to the joint demands of the unions. This response is expected to be discussed in the next round of negotiations, starting on Thursday, November 13.

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.”

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.