Blue Flash 12/2025

ACLVB/CGSLB
3 days ago
4 min read

Joint signing of new collective agreements by all unions:

Our analysis and motivations

Collective Labour Agreement: Business Evolutions (2025-2027)

This collective agreement applies to employees with permanent contracts in departments participating in projects that may result in changes (position, workplace, schedule or reduction in the number of FTEs) between November 1, 2025 and December 31, 2027.

Not applicable to: senior managers, dismissals for non-economic reasons, employees covered by a foreign social security system (cross-border workers).

Support measures

Departure accepted: voluntary departure with standard compensation.

Placement process: support in finding a new position within the Bank.

Information sessions and simulation and application tools will follow this announcement.

Geographical mobility

During a move:

≥60 km: one-time bonus of €3,000 (after 6 months).

≥80 km: bonus of €3,000 + 2 additional days of leave (max. 41 days/year).

Severance pay

Severance pay: calculated on the basis of the gross annual reference salary.

Seniority bonus: from €13,000 (10 to 15 years) to €52,000 (40 years and over).

Reclassification: 60 hours of advice (value €1,800 - €5,500).

Support for professional integration and career development: coaching, workshops, priority for internal vacancies, access to Move My Career tools.

Objective: To help employees take the next step, whether internally or externally.

The employer did not agree to include in the collective agreement text the proposed staff reduction of 2 to 3 percent. This suggests that the predetermined quota will not be respected. However, we find it credible that in the next two years we will not experience the major workforce downsizing seen under Route24. As a co-signing partner, ACLVB/CGSLB will ensure that the intended reduction does not further increase the workload.

We regret that early retirement is no longer a standard departure option. Demographic changes, business continuity, and high costs are the reasons cited for this decision.

We signed because:

The 2023-2025 collective bargaining agreement has expired and a clear framework was needed for future business developments for the 2026-2027 period.
Introduction of the term " reorganization" on the C4 form, even in the case of departure by mutual agreement.
The procedure for mismatches will be maintained for non-equivalent functions that entitle employees to different departure arrangements.
Commitment to maintaining activity across all 3 sites : LLN – Ghent – Brussels
Retain the possibility of offering an end-of-career opportunity to employees with a minimum of 10 years of seniority and a maximum of 4 years from the legal retirement age when a change in the company is announced.

Purchasing power as provided for in the collective agreement (meal vouchers):

At ACLVB/CGSLB, we fought hard to get an increase in good meals.

Thanks to your commitment and our targeted petition campaign, the increase in meal vouchers was unanimously included in the coalition agreement.

We must therefore conclude that ING currently has no room for maneuver to grant an increase in net purchasing power. This immediately brings to mind Hans Christian Andersen's tale: "The Emperor's New Clothes".

We are signing because:

There is now a legal and fiscal framework for the implementation of the increase in meal vouchers , unlike the benefits negotiated in 2023.
ACLVB/CGSLB was the only union to support and defend the increase in meal vouchers from the outset . We even sent a petition to the government . Thanks to everyone who signed it!

In view of the measures taken in Arizona (including the freeze on the index, 0% wage growth, etc.) which we now know about, this has proven to be VISIONARY !

The other unions rejected this option and did not support our petition. Now that the increase in meal vouchers is happening, we remind you that it is thanks to the efforts of our union that this purchasing power improvement has been made possible.

The warning that ACLVB had already issued in 2023 , that meal vouchers would not be available before 2026 and that this could lead to the non-application of the collective bargaining agreement of September 2023, has proven to be well-founded !
ACLVB/CGSLB wishes to continue the implementation and monitoring of this new tax advantage as well as the execution of commitments previously made within the company.
We also wish to advocate for our employees to benefit from genuine purchasing power in recognition of their considerable daily efforts , which have contributed to the bank's excellent results in recent years. To this end, the social partners will meet again in 2026 to explore this possibility.
Introduction of time credit lines also for 80% with an additional salary advantage.

New collective labour agreement: efforts to support at-risk groups

ING Belgium has concluded a company collective agreement in order to develop initiatives for employees belonging to at-risk groups.

This agreement is part of the sectoral collective agreement of September 24, 2025 and provides for an effort of 0.10% of the gross payroll .

Who belongs to the at-risk groups?

Employees who lose or are at risk of losing their jobs due to reorganization, automation, or digitization.
Employees who have difficulty adapting to new roles or technologies (priority given to those with a maximum of a high school diploma).
Employees who need to transition from administrative tasks to sales tasks.
Employees over 50 and employees over 40 who are at risk of being laid off or who hold rapidly changing or disappearing positions.

What does this effort consist of?

The Bank invests in training and initiatives such as professional development/retraining , career guidance, personal development and language training.

Objective: sustainable employability, both internally and externally.

Eco-vouchers credited on December 19

Good news: your eco-vouchers have been credited today!

Every December, you receive eco-vouchers on your Pluxee account. This extra-legal benefit is intended for sustainable purchases.

Maximum amount: €250 per year
Calculation: pro rata based on your work schedule and equivalent periods
Reference period: January 1 – December 31
Validity: 2 years

Your Pluxee Card has separate accounts; when paying, you must specify that you are using eco-vouchers.

Stop working early on December 24th and 31st.

Confirmed by management: end of working day at 3 p.m."

Together, we make a difference

Hope gives us strength, cooperation moves us forward.

Happy holidays and a promising new year!