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Blue Flash 03/2026

Updated: 11 hours ago


International Women’s Day – 8 March


Standing together for equality, respect and opportunity in the banking sector


On 8 March, we celebrate International Women’s Day. In the banking sector, this is an important moment to recognize the contribution, expertise and impact of all our colleagues. Every day, women help shape the future of our organizations: in customer services, IT, compliance, HR, management, and many other roles.

Yet true equality is still not fully achieved.



Why this day still matters

Issues such as equal pay, career progression, workload and well‑being, mental load, and work‑life balance remain highly relevant in our sector. New developments – including digitalization and AI – also bring challenges that require training, support and fair implementation.

As staff representatives, we continue to monitor these issues and defend your rights every day.


Our union’s commitment

Our union remains dedicated to:

  • Equal opportunities for everyone.

  • Transparent and fair pay, without hidden gaps.

  • Access to training, especially in evolving fields like IT, data and AI.

  • Workable jobs, with attention to well‑being and the right to disconnect.

  • A respectful, safe workplace, free from inappropriate behaviour.

  • Real career development opportunities for women.


The strength of our colleagues

We see daily how colleagues support and inspire one another. This solidarity is key to a healthy workplace culture. International Women’s Day is not only a moment of recognition but also a call to continue building a fair, inclusive and people‑centered working environment.


Moving forward together

Our sector is changing rapidly. It is more important than ever to ensure that no one is left behind and that equality is a reality for every employee.

We will continue to advocate for this in all social dialogue bodies and sectoral negotiations.


👉 Questions or ideas about equality or inclusion? Feel free to contact your ACLVB staff representative.



New EU Pay Transparency Directive


On 7 June, the EU Pay Transparency Directive will enter into force. It requires companies – including ING – to communicate more clearly about pay scales and the criteria used to determine remuneration.


What changes for ING?

  • Transparency in recruitment: job postings or selection processes must state the starting salary or pay scale.

  • Burden of proof: ING must be able to demonstrate that pay differences are objective and non-discriminatory.

  • Right to information: employees can request both their individual pay data and the average pay of colleagues performing comparable roles, broken down by gender. ING must provide this information within 60 days.


Reporting and follow‑up

  • Companies with at least 100 employees must regularly report on the gender pay gap.

  • For employers with more than 250 employees (such as ING), reporting becomes mandatory from June 2027.

  • If an unexplained gap of more than 5% is identified, corrective measures must be taken. If none are implemented within six months, a joint pay assessment with social partners will follow.


Why this directive?

The goal is to close the gender pay gap. In Belgium, the adjusted gap currently stands at 7% (Institute for the Equality of Women and Men).



Banking Sector (PC 310): Sector Agreement 2025–2026 Approved


The social partners in PC 310 have reached a new sector agreement for 2025–2026. Below is a summary of the key elements highlighted by the ACLVB.


Training & employability

  • Confirmation of the individual right to 5 training days.

  • Broader Elan+ training offer including:

    • Artificial Intelligence (AI) e‑learning

    • AI & well‑being

    • Right to disconnect

    • Individual career coaching


Workability & career support

  • Strong focus on sustainable employability and internal mobility.

  • Career coaching is encouraged; employer refusals must be justified.

  • Study day in 2026 on four‑day workweeks and alternating work regimes, focusing on well‑being, efficiency, diversity and work‑life balance.


Telework

  • Sector guidelines and best practices with emphasis on the right to disconnect.


Societal challenges

  • Increased commitment to sustainability (ESG), diversity, inclusion and sustainable mobility.

  • A half‑day session on sustainability will take place in 2026.


Innovation & AI

  • Employers remain obliged to inform and consult employee representatives when introducing new technologies.

  • Since 2 February 2025, AI literacy (AI‑Act) is mandatory.

  • AI training available via Elan+.


Purchasing power: meal vouchers

  • New legal and fiscal framework allows increasing meal vouchers up to €10 in 2026.

  • Negotiations to be held at company level.


Career end & time credit

  • End‑of‑career jobs from age 55 with unemployment office supplement remain available.

  • Access to 1/5 or half‑time time credit from age 55 with 35‑year career extended until 30 June 2029.


ACLVB/CGSLB will continue defending strong worker rights, workable jobs and a clear framework for AI. We regret that no sector‑wide agreement on meal vouchers was reached.


Questions? Contact your ACLVB/CGSLB representative.



CP 310 Sector News



Good news! Salaries in your sector will be indexed this month. The salary increase will be 0.80% effective March 1, 2026.




The index is determined by price changes in approximately 1,000 common goods and services. Wage indexation to this index is not regulated by law, but by sectoral agreements. Consequently, it is not implemented simultaneously across all sectors.


For ACLVB/CGSLB, adjusting wages to rising prices through automatic indexation is an absolute priority.



Highlights of the Works Council (19/02/2026)



Business Evolution – CS Business: COO WB & DBBC

The restructuring of CS / DB for Wholesale Banking clients (outsourcing to the Hubs) is currently underway. This evolution is expected to result in a reduction of 7 positions in 2026 and up to 10 positions in 2027.

In addition, the rationalization within CS / DB MidCorp, Institutionals & Professionals will lead to a further reduction of 9 positions in 2026.

Colleagues affected by these changes will receive priority access to internal vacancies.


Organizational Update – Tribe Data & AI

A new tribe, Data & AI, is being created It brings together:

  • Product Area Data (formerly Tribe Data Management)

  • Product Area GenAI & Automation (new)

  • Product Area Enterprise Content (formerly Tribe ECA)

  • Chief Data Office (CDO)

  • Data Protection Office (moved from SBRA)

This is a lift & shift operation, meaning no changes to FTE numbers and no changes to the roles of impacted colleagues. However, the reduction of resources in Enterprise Content may affect workloads. This will be carefully monitored.


Copilot License – What Is the Difference from Open Access?

  • All ING employees have access to the generic web version, which cannot access Microsoft data (Teams, SharePoint, …).

  • A Copilot license allows Copilot to access all ING data stored in Microsoft applications.


Organizational Update – CoE Safe Business & Regulatory Affairs

A new department, Operational Excellence & Safe Business, now includes 138 employees, compared to 81 in SBRA.

Key changes:

  • Synergies created by centralizing activities from CS Retail, Employee Experience & Strategy Center, and Business/Transformation teams.

  • SBOs will be integrated into the business lines and will become true Line 1 functions.


Organizational Update – SCL Personal Lending

In SCL Personal Lending, the structure is being simplified :the number of Circles is reduced from four to three.

  • Circle Leads will oversee both sites.

  • Three teams will be assigned Operations Leads (GJA level 15).


Training Plans

There are many learning opportunities available, with special focus on AI‑related training. Our biggest challenge remains creating the time for them.


From Orange Code to Orange Leadership

During the first year of the new framework, results will not be used in evaluations. After that, HR will take over the monitoring process.



Q&A : Working beyond the statutory retirement age at ING – Position and measures



ACLVB/CGSLB recently asked HR Legal about the possibilities for employees who voluntarily wish to continue working, for example to benefit from the new pension bonus. Below is a summary of ING’s response.




1. ING policy: employment after the legal retirement age


Does ING have a formal policy that allows employees to continue working beyond the statutory retirement age?


ING follows a principled policy that employees are not retained beyond the statutory retirement age.This policy is based on a legitimate objective, including:

  • opening career opportunities for younger employees,

  • ensuring intergenerational solidarity,

  • maintaining a balanced age structure within the organisation.


This approach is in line with sectoral and market practices.

Although ING supports the broader societal trend towards longer careers, including the gradual increase of the legal retirement age to 67 in 2030, this principle remains in place.


2. Procedure as the retirement age approaches


What procedures and criteria are used to assess such requests?


Six months before an employee reaches the legal retirement age, ING sends a registered letter terminating the employment contract, applying a maximum notice period of 26 weeks.

There is therefore no individual assessment procedure for requests to continue working beyond retirement age.


3. Safeguarding against age discrimination


How does ING ensure that decisions on this matter do not entail any risk of direct or indirect age discrimination, in line with applicable case law?


ING’s policy is aligned with the European directive allowing certain age‑based differences in treatment, provided they pursue a legitimate aim and remain proportionate.Recognised objectives include:

  • employment policy,

  • labour market functioning,

  • vocational training,

  • intergenerational fairness,

  • maintaining balanced age structures,

  • optimal workforce management,

  • encouraging the employment of young workers.

European case law consistently upholds these principles. Institutions such as UNIA also acknowledge this legal framework.

ING applies this approach uniformly and automatically, ensuring protection against potential discrimination risks.


4. Support measures for older employees (before retirement age)


What measures does ING provide to support employees who wish to continue working longer (e.g. adapted work, job modifications, career measures)?


Although ING does not allow employment beyond retirement age, several measures help support senior employees:

  • adapted work and function adjustments,

  • tailored career measures,

  • specific training for employees aged 40+ and 50+,

  • enhanced support for internal mobility.


ING is also deploying the Longevity project, aimed at developing solutions to accompany longer careers and meet the specific needs of older employees.


In summary

ING maintains a clear and consistent policy:👉 no continued employment once the statutory retirement age has been reached.

At the same time, ING strongly focuses on supporting and developing older employees up to that age, through training, adapted roles, and the new Longevity project.



Wellbeing Forum 2026: working together to create a better workplace


The Wellbeing Forum is launching an ambitious 2026 Action Plan. In collaboration with various departments – including CREFS, internal and external prevention services, the psychosocial prevention adviser, the occupational doctor and HR – ING will further improve its wellbeing policy.


Key action points include:


  • Psychosocial wellbeing: monitoring through OHI indicators; a Wellbe survey is planned for 2027.

  • Support during organizational change: improved guidance for managers and employees.

  • Leadership: introduction of the new Orange Leadership Behavior program and a Management Teams Toolkit (March/April 2026).

  • Stress & burnout: faster detection of warning signs and building greater resilience.

  • Absenteeism & reintegration: alignment with the updated Royal Decree; e-learning in final stage and enhanced return‑to‑work support.

  • Wellbeing culture: new webinars, learning paths and a Wellbeing Global Challenge.

  • Violence & aggression: defining new KRIs; incidents can be reported via ING Today > HR > Physical and verbal aggression.

  • Marnix building: actions related to safety, fire prevention, office security and waste management.

  • Ergonomics: replacement of older screens with curved Samsung models (except Marnix and branches).

  • Hybrid workplace: using insights from the Leesman survey to optimize workspaces.

  • Events: new process to better manage safety risks for events inside and outside ING buildings.


These initiatives aim to ensure a safe, healthy and pleasant workplace for everyone.
















 
 
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