Some time ago, we received an invitation from KLM to discuss the collective labor agreement again. As you know, the collective labor agreement has expired for more than six months and the talks have been very difficult so far. We have informed you about this in previous info. Talks resumed on Wednesday, August 27, 2025 and consultations continued in the following days. The good news is that we have achieved a result. A result in which our wishes and principles have largely been realized and in which the situation in which KLM finds itself has also been taken into account. In this more extensive information we want to inform you about this.
The result
The content of the negotiation result can be found here. By way of explanation, a few comments:
- Purchasing power retention
An important part of the agreement is of course the wage agreements. As far as we are concerned, the starting point has always been the preservation of purchasing power. To determine what is needed for this, we looked at the Macro Economic Outlook 2025 and the Central Economic Plan 2025 of the CPB. In addition, 2025 and 2026 are of course based on estimates. Over the period 2022 to 2026, the purchasing power median NL (the average) increased by 1.33%. At Land, if the ‘zero line’ desired by KLM were to be used, purchasing power over that period would decrease by approx. -0,95%.
The conclusion is therefore that with a structural wage increase in the new collective labor agreement of 0.95%, we would achieve purchasing power retention over the last 5 years. With a wage increase of 2.23% (0.95% + 1.33%), we would be back in line with the median NL in terms of purchasing power development.
With the now agreed 1% per 1-10-25 and 1.25% per 1-7-26, we will therefore achieve purchasing power retention and purchasing power development that is in line with the median. That seems to us to be a good result in the situation in which KLM finds itself. In addition, a one-off payment of 750 euros gross has also been agreed as of 1-10-25, of which 500 euros will be paid net through the work-related costs scheme.
- Flexibility and WDR
Initially, KLM proposed far-reaching flex measures. Of these, only a few ‘remained’. The starting point for us has always been that flex measures must be voluntary and that there must be a bonus.
In addition, it has been agreed that as part of the total, the graduated scale of the profit-sharing scheme will be equalized (improved) again compared to the other domains. In the past, ground employees received 1.5% extra pay on a structural basis for lowering the scale. Of course, this extra salary does not have to be surrendered now.
- Annex 15
This appendix contains agreements on the absorption of social consequences in the event of reorganisations. Due to changed laws and regulations, the current appendix has not been applicable in important parts for some time now. This means that we have always had to make separate social plans or mobility agreements. Also recently in the context of Back on Track.
This situation is of course ‘not convenient’. We recognized this years ago, but despite all the process agreements made and good intentions, it has not been possible to reach new agreements before.
The good news is that this has now succeeded. In the context of Back on Track, ground unions have previously reached an agreement in principle. ‘The value of Appendix 15’ has always been our starting point. This agreement in principle has therefore been the basis for a new Appendix 15, in which the compensation in the event of a possible forced dismissal (which is of course tried to prevent as much as possible by means of ample voluntary departure options) has been set at 3x the statutory transition payment. With such a high compensation, we also want to try to prevent KLM from saying goodbye to staff too easily.
- Own addendum technicians
Having a well-functioning Engineering and Maintenance department is of great importance to KLM. The challenges for this business unit are great. Given the age structure, many certified personnel will leave in the coming years and the labor market for technicians is extremely ‘challenging’. That is why it is good that the agreements, specifically for these employees, have now been included in a separate addendum to the collective labor agreement. For the most part, the addendum consists of existing agreements. We think that this addendum contributes to specific agreements (such as the labor market allowance of T-OSG technicians, schedules and the 10-hour shifts) being laid down more clearly and that it is good to be able to make specific agreements in the future if necessary.
Every collective labor agreement result is of course a sum of ‘pluses and minuses’. For example, we would of course have liked to have made better agreements with regard to IPB. We hope and trust in it because it is our intention that IPB is now going to be discussed in the Works Council (and that is really new) that steps will be taken towards a better regulation in the long term.
In addition, the possibility of being able to use the RVU scheme limited to ‘strenuous professions’. The reason for this adjustment is the changing laws and regulations that greatly limit the possible application of the RVU scheme. For the definition of what is or is not a strenuous profession, we are obliged to use an approved model. The good news is that we have agreed that the hitherto temporary 80/90/100 scheme will become a structural agreement. Everyone can now use it from the age of 60.
Maximum achievable
After consultation with our executives, we have come to the conclusion that we are satisfied with this result. A collective labor agreement of 22 months with a total result of 3.75% (2.25% salary and 1.5% WDR) plus a one-off payment of 750 euros (more than 600 euros net). This has enabled us to achieve the important point of maintaining purchasing power. And that is a much better outcome than KLM’s management’s original commitment to a ‘zero line’.
We believe that this result is the maximum achievable given the current situation in which KLM finds itself. Aviation in the Netherlands is under pressure and substantial investments are needed. We cannot close our eyes to that. It is the employees who literally and figuratively keep KLM in the air. Even in difficult times. With this result, the commitment of employees is also appreciated. And that’s how it should be!
Out together, home together…
In November 2024, we started negotiations with all unions. Then we also determined a joint commitment. With this result, important things are realized. It is known that unfortunately not all ground unions participated in the final talks. We sincerely regret this and will do everything we can to make it possible for them to ‘join’ this result. A new collective labor agreement with the consent of all unions is always our preference and should be possible. Just like in the past.
To make this possible, we have decided not to start our consultation until KLM has made another attempt to reach agreements with fellow unions, who previously believed that they should not or could not participate in the talks.
So much for this message.
If you have any questions or comments, please send me a message via huug.brinkers@unie.nl.
Sincerely,
Huug Brinkers
Advocate
