Most frequently asked questions and answers CLA catering 2026

Yes, in most cases it does. If your work falls under the scope of the CLA catering, this CLA will also apply in 2026. For many employees, nothing will change. However, there are changes in the scope that ensure the CLA catering does not automatically apply to all work within a company. If you want to know what this means, take a look at the other questions. 

CLA parties have agreed that Part A of the CLA will no longer be changed, not now and not in the future. This ensures your rights are safeguarded. What will still change is your salary scale. In the Contract Catering Agreement 2024-2025, CLA parties have already agreed that all roles under Part A must be integrated into the salary scales of Part B. This will be done based on ORBA points. ORBA points are a system to evaluate roles within the Contract Catering Agreement. They determine which salary scale corresponds to your role and the minimum salary you will receive. 

To do this as well and neatly as possible, employers have until 1 July 2026 to implement this. If the transfer results in a positive adjustment of the salary, you will receive this positive difference retroactively from 1 January 2026. 

Not quite yet. A new scheme is being further developed by Sucon II, a foundation that implements the RVU for the contract catering sector. This involves considering: heavy work, objective criteria, and future approval by TNO. TNO is an independent research institute. For the RVU, TNO must verify that the scheme is legally and financially sound. If TNO approves, it means the scheme complies with legal regulations and can be safely implemented. Read more in the complete negotiation result for a new CLA catering 2026. 

This CLA is valid from 1 January 2026 to 31 December 2026. If none of the parties terminate the CLA, it will be automatically extended.

If your salary falls below the statutory minimum salary at that time, your salary will automatically be increased to that minimum salary.

Yes, in most cases you will.

• Are you in salary scale 1 or 2? Then your salary will increase with the statutory minimum salary (2.16%).

• Are you in salary scale 3 or higher? Then your salary will increase by 2.5%.

No. You will only receive the increase if you have been employed for at least 1 year at the time of the increase (1 January 2026). Your salary must never be lower than the basic salary of your job grade.

You will receive a 2.5% increase from 1 January 2026. You do not need to have been employed for at least 1 year for this.

Nothing. Part B is extended unchanged.

Yes, if you:

• are employed on 1 October 2025 and
• are still employed on 1 October 2026.

Then you will receive a one-time social benefits payment in October 2026:

• €225 gross for full-time employment
• Do you work part-time? Then you will receive this amount pro rata.

For 2026, the arrangement remains the same. However, it has been agreed that Part A and Part B should not diverge further if the allowance is adjusted. If the amount of travel allowance for Part B increases in the future, the allowance for Part A will increase by the same number of pence. 

New agreements apply to inflight catering to encourage sustainable travel:

• Bicycle: From the first kilometre € 0.23 per km
• Public transport: From 11 kilometres € 0.23 per km
• Can you demonstrate that public transport is not possible during your working hours? Then you will receive € 0.22 per km from 11 kilometres

Yes, for parents and children, step-parents and step-children are now also included in Part A, but only if they live or have lived at the same address as you.

Yes. CLA parties have agreed that an RVU scheme will also be introduced in 2026.

Yes. The generation scheme will be extended unchanged until 31 December 2026, including the financial contribution from SUCON II. Employers can receive a contribution from SUCON II for employees who make use of the Generation Pact scheme. This also applies to employees who will make use of the Generation Pact scheme in the period up to and including 31 December 2026.

No. The investigated expansion proved to be legally impossible. Therefore, the arrangement remains as it is now.

No. The FBA and FBS funds will be dissolved in 2026. From 1 January 2026, you will no longer pay a premium. For you, this means an increase in purchasing power of 0.2%, aside from any salary increase agreed in the CLA.

That depends on what your employer decides and whether you fall under a different CLA.

Some catering employers have already stated that they will give their staff a 2.5% pay rise. This is the same percentage as in the CLA hospitality. Other employers have not yet announced anything about this. In that case, the employer decides for themselves whether you will receive a pay rise.

It could also be that your work will soon fall under a different CLA. For example, under the CLA hospitality, from 1 January 2026. If that is the case, then your employer must apply the pay rise from that CLA. 

Do you want to be sure if you will receive a pay rise and under which CLA you fall? Then check with your HR department or the director.

• Does your contract expire and do you sign a new contract before 1 January 2026? Then the agreements from the CLA catering will continue to apply to you. Even after 1 January 2026.
• Does your contract expire after 1 January 2026 and do you get a new contract? The CLA catering remains applicable if you sign a new contract with reference to the CLA Catering. Even after 1 January 2026.
• Does your contract expire after 1 January 2026 and your employer is not a party to the CLA for 2026, and there is no reference to the CLA catering in your new contract, then the CLA catering no longer applies to you.

Absolutely. Now more than ever, your membership with De Horecabond is particularly important. Not only do you receive legal advice, but you and your other colleagues who are members ensure that your employment conditions remain well arranged. We will do everything possible to continue making good agreements with your employer. This can be through establishing a company CLA, a good employment conditions arrangement, but also when there are issues such as during reorganisation or merger. Even then, we make agreements with your employer, for example, in a social plan or takeover protocol. We continue to strive for strong and fair agreements, so that working in the hospitality industry remains rewarding.

Many questions are coming your way now. It may also be that your employer approaches you with the request to agree on an employment terms arrangement (abbreviated as an AVR) together. Whether you and your fellow works council members want this is something you need to coordinate among yourselves. Concluding an AVR is a significant responsibility. Not every works council can foresee all the consequences. The risk of deterioration is real, and the relationship with the employer can come under pressure. We support you gladly with advice or guidance.

No, you don't need to do anything at the moment. If you receive a new offer or your employer changes something, please contact us immediately.

At the moment, there are still too few employers party to the CLA to request an AVV. However, this does not prevent your employer from applying the CLA catering 2026 to your employment terms, unless another CLA is already applicable, for example, the CLA hospitality.

As of 1 January 2026, the employers' associations Veneca and VOCC will dissolve themselves. The majority of the former members are signing this negotiation result, namely: Albron, Appél, Gate Gourmet, Hutten, ISS Catering Services, KLM Catering Services, Sodexo, and Vitam. These employers are therefore parties to the CLA catering 2026.