BLUE FLASH 05/26
- ACLVB/CGSLB
- 4 days ago
- 7 min read
ING changes packs: simplicity or price increase?
ING is reforming its daily banking offering and replacing existing accounts with new packs . Customers will be automatically converted .
What is changing?
Do Basic → ING Go (same formula)
Price increases from €1.90 to €2.20/month from August 1, 2026
Services remain largely the same
In addition, ING promotes the ING More pack :
€7.90/month (or €3.90 for ≥ €700 income) "These €3.90 are even reduced to €0 for active MPs.”
Extras such as credit card, insurance, and Amazon Prime
Media and analysis
The media are rather critical:
This is seen as a price increase for basic banking.
The new model fits into a trend towards subscription banking.
Customers receive extras but not always tailored to their needs.
Key points of attention
Automatic conversion without prior selection
Higher cost for basic users
Unclear or difficult situation regarding multiple accounts
Conditions (e.g. €700 in income) not feasible for everyone
Positive: ING More can be interesting with sufficient income.
Conclusion
👉 ING opts for a new, “flexible” model
👉 But for many customers, this mainly means: more expensive banking
💬 Questions or comments? Let us know.
FILE: CLA 39
What does this mean concretely for employees (in an era of AI)?
In times of digitalization, automation, and artificial intelligence (AI), changes in the workplace are becoming increasingly rapid and far-reaching. It is therefore crucial that employees are not presented with a fait accompli.
CLA No. 39 plays a key role in this: this collective labour agreement protects employees when companies introduce new technologies — more relevant than ever today with the rise of AI.
What is CLA 39?
Collective Labour Agreement No. 39 regulates the employer's information and consultation obligations regarding the introduction of new technologies in enterprises.
In concrete terms, this means that an employer cannot simply unilaterally introduce new systems, processes, or digital tools (such as AI applications) when they have an impact on the staff.
When does this collective labor agreement apply?
CLA 39 applies when:
the company has at least 50 employees
the introduction of technology has significant social consequences
Consider the following:
changes in roles or work organization
impact on employment
changes in employment conditions
need for training or retraining
With the rapid rise of AI , more and more projects fall under this category.
AI in the workplace: what is changing?
AI is currently being deployed in numerous domains:
automation of administrative tasks
customer interaction (chatbots, digital assistants)
risk analysis and decision-making
monitoring and evaluation of performance
This evolution often has direct consequences for employees :
jobs change or disappear
tasks are being rearranged
control and monitoring are increasing
New skills are required
This means that AI projects almost systematically fall under CLA 39 when they have an impact on work.
What are the employer's obligations?
1. Mandatory information in advance
The employer must provide timely notification in writing , and this at least 3 months before the implementation .
This also applies to AI projects. The information must include, among other things:
the nature of the technology (e.g. AI system)
the objectives
the timing
the impact on jobs and work organization
2. Mandatory consultation
The employer must also consult effectively with employee representatives regarding:
impact on employment
changes in roles and tasks
need for training and reskilling
employment conditions
well-being and workload
With AI, this is especially important because:
decisions are sometimes less transparent
control mechanisms can increase
the impact is often difficult to fully estimate in advance
Why is CLA 39 even more important today?
Whereas CAO 39 used to focus primarily on classic automation, its relevance has increased enormously today due to AI.
This collective labor agreement helps to:
to demand transparency regarding AI systems
to make “black box” decisions open for discussion
to protect employees against sudden changes
to provide guidance, training and reorientation
Without these rules, employees risk being confronted with:
unclear decisions by algorithms
increased workload
job loss without preparation
Our role as employee representatives
As representatives, we must be extra vigilant today.
That means:
verify whether AI projects are correctly treated under CAO 39
require that impact analyses be transparent
request for training and guidance for employees
critically map out the social consequences
intervene when changes are implemented too quickly or without consultation
AI is changing a lot, but social dialogue must not disappear in the process .
Decision
CLA 39 remains a clear compass in a rapidly changing world:
Change is permitted, but not without prior information and social consultation.
It is an essential instrument to ensure that technological progress goes hand in hand with respect for employees .
💬 Do you have questions about AI projects or changes within your department? Feel free to contact your representatives.
Investing in yourself in the age of AI: your greatest asset
The way we work is changing rapidly. Artificial intelligence is no longer a thing of the future: it is already embedded in our tools, processes, and decisions today. This brings enormous opportunities—but also real risks. That is precisely why investing in yourself and your skills is more important than ever .
You remain the key
AI can analyze, predict, and accelerate. What it cannot do is fully replace human insight, responsibility, and ethical judgment. Technology is a tool, not an end goal. Your added value lies in how you understand that technology, use it critically, and combine it with your experience and common sense.
By consciously investing in yourself, you take your career into your own hands. You don't get stuck in how things “were always done,” but evolve along with the reality of today and tomorrow.
The power of AI: opportunities to grow
AI can make your work lighter and more interesting:
Repetitive tasks are performed faster
Insights from data are becoming more accessible
Decisions can be better substantiated
Those who understand how AI works and how to use it smartly create space for more valuable work: analyzing, advising, collaborating, and innovating.
AI can empower you if you stay in the wheel .
The dangers: why critical thinking is indispensable
At the same time, AI also brings risks. Not everything an algorithm proposes is correct, neutral, or contextually accurate. Blind trust can lead to:
Errors due to incomplete or distorted data
Reduced critical reflex (“the tool will know best”)
Ethical and compliance risks
Dependence and loss of own expertise
That is precisely why critical thinking, ethical awareness, and responsibility are skills that are only becoming more important. AI requires not less, but more human judgment .
Small investments, big impact
Investing in yourself doesn't have to be grand. Consider:
Learning how AI tools work and where their limits lie
Strengthen your digital and analytical skills
Asking for feedback, taking on new roles or projects
Consciously making time to learn and reflect
By doing that consistently, you remain agile instead of reactive.
Your growth makes the difference
In a world with increasingly smarter technology , your development remains the most important investment . Not because AI is a threat, but because it only becomes truly valuable when you understand and master it.
Those who invest in themselves remain relevant.
Not despite AI, but together with AI in a conscious, critical, and human way.
Free AI training
ACLVB-CGSLB critical of "cents index"
ACLVB-CGSLB reacts sharply to the planned 'cent index', under which wages above 4,000 euros are not fully indexed. According to the union, this measure affects more than half of employees and effectively represents a loss of purchasing power.
We point out that employees and families in particular bear the consequences through higher costs, while according to them, the contribution from assets is insufficient.
ACLVB advocates for the retention of the full index, more consultation with social partners, and a thorough tax reform that is more fairly distributed.
How much are you losing with the cent index?
With this tool, you can see at a glance what the centenary index means for your long-term salary. Enter your current gross salary and the number of years until retirement, and you will immediately receive an estimate of the difference between a standard index and the planned centenary index.
Towards greater wage transparency,
the wage transparency directive
e
Effective from: June 7, 2026
The ACLVB-CGSLB is strongly committed to greater wage transparency as a lever for a fair and future-oriented labor market. European rules mandate greater openness regarding how wages are determined and how wage differences are explained. This must contribute to reducing the gender pay gap: employees performing equal or equivalent work must not be remunerated differently without objective and gender-neutral justification.
Although Belgian legislation is still being implemented, we encourage companies to already develop their compensation policies to be objective, transparent, and forward-looking. Employees and job applicants receive additional information regarding remuneration, and non-compliance can lead to sanctions and compensation.
We advocate for these reforms to take place through strong social dialogue, with respect for privacy and workability in the workplace. At the same time, we remain committed to fair pay, strengthening purchasing power, equal opportunities, and sustainable careers. In this way, we are building a modern, inclusive labor market together in which transparency and justice are central.
Guess our new name and win!
A breath of fresh air is blowing through our organization. Soon, we will take a significant step forward with a new name — a name that better reflects who we are today and where we want to go.
And we would love to involve you in that.
Join in!
Do you think you know what our new name will be?
Send your proposal by 30 May 2026 to our email address: aclvb-cgslb@ing.com and stand a chance to win numerous great prizes .
Joining is easy
Everyone can participate
The more creative and better substantiated, the more fun.
Dare to guess, think along, and who knows, you might win a prize soon!
A new name, the same values – ready for the future
Change is a constant in our society. The way we work, communicate, and organize ourselves is constantly evolving. As a trade union, too, we move along with that reality. The name change from ACLVB / CGSLB fits within that dynamic: not a break with the past, but a deliberate step towards the future.
Why a name change?
Our organization has grown along with its members over the years. Society has become more diverse, careers more complex, and the challenges in the labor market increasingly multifaceted. A modern trade union must be recognizable, accessible, and clear to everyone — regardless of sector, status, or generation.
The new name better reflects who we are today: modern, inclusive, and future-oriented , with continued attention to the people behind the files.
Continuity in what really matters
Although the name is changing, our core values remain unchanged .
We remain committed to:
the defense of workers' rights
social justice
dialogue and consultation
professional and accessible guidance
The name change shows that these values are not stuck in the past, but are ready for the future.
Moving forward together
This new name is not an endpoint, but a starting point . An invitation to continue building together a strong, visible, and contemporary trade organization.
Advise. Think along. Help build tomorrow.
“OUR FUTURE IS GETTING A NEW NAME”
“ACLVB-CGSLB BECOMES …”
“AS OF 1 JUNE 2026”
