CLA catering

You can expect a pay rise on the following dates: 1 April 2024 and 1 January 2025.

From 1 April 2024, it will look like this:

In the new agreements, the increases for colleagues in the lowest pay scales are slightly higher than for those in the highest pay scales. In the salary scales for contract catering & hospitality and inflight you can see what this means for you.

The increase from 1 April 2024 will be based on actual wages as of 31 December 2023. When adjusting wages, consideration has been given to the introduction and indexation of the statutory minimum hourly salary as of 1 January 2024. Have you already received a structural collective salary increase from your employer from 1 January 2024? Then this may be offset against the increase agreed in the CLA. However, this must not lead to a negative offset. This will be explicitly included in the CLA text.

In the new agreements, the increases for colleagues in the lowest pay scales are slightly higher than for those in the highest pay scales. In the new pay tables in the CLA catering contract catering & hospitality and inflight, you can see what this means for you.

Every employee (Part A and B) will receive the same salary increase(s) applicable to the CLA hospitality from 1 January 2025. The negotiations for the CLA hospitality will take place at the end of 2024. This means that we do not yet know the increase, but the policy of FNV Horecabond is that this should at least lead to maintaining purchasing power.

If a new CLA hospitality has not been concluded by 1 January 2025, you will receive a one-time payment in January 2025 as an advance on the yet-to-be-agreed salary increase. The one-time payment is €250 gross. Do you work part-time? Then the payment will be calculated proportionally. Please note, this arrangement applies to Part A and Part B.

If a new CLA hospitality has not been concluded by 1 April 2025, the CLA parties in catering will enter discussions about salary Your career.

You will receive a one-time gross payment of €250 in October 2024 if you were already employed in part A or part B on 1 January 2024 and are still employed on 1 October 2024. Do you work part-time? Then the payment will be calculated pro rata based on your employment.

The one-time payment does not apply if you have already received the salary increase from the CLA hospitality on 1 January 2024.

Different arrangements have been made for inflight (see section 'Inflight').

We believe it is important to make the industry attractive to young people and students, especially now that the job market is tight. The internship allowance has been increased. If you are an intern, you will receive an internship allowance of at least €350 gross for a full-time internship week.

From 1 April 2024, the travel allowance in Part A and Part B will be increased by €0.04 per kilometre. This means an increase from €0.15 to €0.19 per kilometre for Part A and from €0.19 to €0.23 per kilometre for Part B. The other rules from the CLA remain unchanged.

The travel allowance is a minimum arrangement that the employer must apply. Employer and employee can always agree on a higher travel allowance through mutual consultation. The works council can also agree on a better company-wide arrangement. 

Different agreements apply for inflight (see section 'Inflight').

Part A and Part B remain in effect during the term of the CLA (1 April 2024 to 31 December 2025). However, there are some adjustments for employees in Part A.

The employee in Part A retains the freedom to switch to Part B.

This freedom of choice does not apply if you wish to be deployed outside the domain of the Contract Catering Agreement or if, as a result of a reduction in working hours by the employer at the location where you work, you undertake (new) tasks at another location of the employer to maintain your contracted hours. In these cases, you switch to Part B.

If you are currently covered by Part A of the CLA, you retain the option to switch to Part B. If you make this transition:

• you are entitled to a travel allowance of €0.23 per kilometre from 11 to 40 kilometres;
• you can utilise the annual hours system, which includes agreements for a good work-life balance;
• you are entitled to compensation according to the mandatory calculation tool available on the Contract Catering Foundations' website. Adjustments to the calculation tool can only be made with the approval of CLA parties;
• you are entitled to the payment of the jubilee benefit if you qualify for it;
• you have the option to choose between retaining senior days or the generation pact scheme if you qualify for senior days during the term of the CLA. You must make this choice by 1 January 2025 at the latest.

Part B of the CLA catering is based on the CLA hospitality. The agreements included in the CLA hospitality from 1 January 2024 also apply to employees in Part B of the CLA catering. This includes salary Your career (excluding the reduction of the youth salary scale), the internship allowance, work-life balance, and agreements on Your career.

In Part B, there are already additional agreements that positively differ from the CLA hospitality. These agreements remain applicable. This includes: higher continued payment during illness, no withholding of waiting days, an irregularity allowance (ORT), and the travel allowance scheme. Check all agreements in “Annex plus Membership Part B” of the CLA.

For Part A and Part B, the same job structure and salary scale will eventually apply, which are based on the CLA hospitality. This means that we are participating in the process of establishing the new salary and job structure with the CLA parties involved in the CLA hospitality. We are aware that some roles in the CLA catering may not appear in the CLA hospitality. These roles will then be added. A working group with specialists will examine this thoroughly.

The intended start date is 1 January 2025, but if this is not achievable and/or cannot be realised, then from 1 April 2025, the existing salary and job structure of Part B will be applied to all employees (both for Part A and Part B). The salary and job structure of Part B has been coordinated by the CLA parties. It is guaranteed that no one will be financially disadvantaged.

We are responding to the call from staff for a good work-life balance. If you are studying, providing care, unexpectedly going through a bereavement process, or wish to observe non-Christian holidays, it can be important to combine these tasks well with work. This way, you can remain healthy at work.

Staff in part B can use the annual hours system to schedule themselves off when needed. It is important to inform your employer in good time if there is a special circumstance. This allows consideration to be given when creating the schedule and the preferences of an employee. If this is not possible due to a significant business interest, then an alternative balance of interests can be made by the employer. They will then have to weigh your interest against the business interest.

Yes, the RVU is extended until 31 December 2025. The agreements are recorded in a separate RVU CLA.

The generation pact scheme will also be extended for employees who fall under Part B of the CLA and for employees in inflight (scheme from 1 April 2023).

From 1 April 2024, the travel allowance in Part A and Part B will be increased by €0.04 per kilometre. This means an increase from €0.15 to €0.19 per kilometre for Part A and from €0.19 to €0.23 per kilometre for Part B. The other rules from the CLA remain unchanged.

The travel allowance is a minimum arrangement that the employer must apply. Employer and employee can always agree on a higher travel allowance through mutual consultation. The works council can also agree on a better company-wide arrangement. 

Different agreements apply for inflight (see section 'Inflight').

Part A of the CLA continues to apply to inflight, including the salary structure. However, the working group evaluating the job framework will consider the roles important for inflight. If there are any changes to inflight roles, the CLA parties will discuss this with each other.

As of 1 April 2024, the salary scales and actual wages will be increased by €275 plus 2.5%. We will look at the actual wages as of 31 December 2023.

This means a total salary increase of between 9.04% and 15.6%. With this cents and percentages agreement, everyone receives the same increases, but due to the combination, employees in the lower salary scales receive (much) higher percentage increases in their salary. We consider this a fair distribution.

In adjusting the wages as of 1 April 2024, the introduction and indexation of the statutory minimum hourly salary as of 1 January 2024 has been taken into account. Have you already received a structural collective salary increase from your employer from 1 January 2024? Then this may be offset against the increase agreed in the CLA. However, this must not lead to a negative offset. This will be explicitly included in the CLA text.

As of 1 January 2025, the salary scales and actual wages will be increased by €100 plus 1%.

In total, regarding your salary at the end of 2023, you will have an increase as of 1 January 2025 of a total over two payment moments of +€375 and on top of that, in percentages together 3.5%. This means a total salary increase of between 12.47% and 21.49%. With this cents and percentages agreement, everyone receives the same increases, but due to the combination, employees in the lower salary scales receive (much) higher percentage increases in their salary. We consider this a fair distribution.

In the new salary tables for the inflight, you can see what this means for you. In the salary table, you can see the final amount of full-time wages at a 100% employment contract and what the effects in percentage increases and the differences in euros are.

The text regarding the year-end bonus will be adjusted to clarify that the bonus only applies to employees who are paid according to the salary scales of the CLA. Additionally, it will be specified that the bonus is pro rata for part-time employment.

From 1 April 2024, every employee covered by inflight catering can make use of the generation pact scheme. You can find the details of this scheme in the CLA.

You have the option, based on article 4 of part A.C, to purchase 16 roster-free days per year. This number will be increased to 22 days per year.