Catering staff vote 88% in favour of new CLA

Catering staff have overwhelmingly approved the negotiation outcome for a new CLA catering. 88% of voters, both members and non-members, voted in favour. Employers have also agreed. This means there is a definitive agreement, and the new CLA catering will come into effect on 1 January 2026. 

This result shows broad support among catering staff for the new CLA. The agreements are the result of intensive but constructive negotiations between unions and employers. The new CLA includes agreements on wages, and Updates employment conditions will remain in place.

Annemieke Jacobs, union representative of De Horecabond: “With this agreement, there is once again a CLA for catering staff. This provides clarity and protection. The result may not be perfect, but without a CLA, employees would be worse off. Now we can move forward and continue to strive for better employment conditions.”

Catering staff vote central

De Horecabond has actively involved catering staff in the CLA process. From the start, input was gathered on the work floor and through online channels. In recent times, staff have been extensively informed about the negotiation outcome, and their vote has been collected.

Not all employers have signed the CLA catering. De Horecabond continues to advocate for employees with these employers. Employers can still join the CLA later, so that agreements apply to more employees.

View all agreements and answers to frequently asked questions

The main achievements are:

• Duration: 1 January 2026 to 31 December 2026
• salary Your career:
  - In Part A and B, wages in scales 1 and 2 will be increased by the statutory minimum salary. This is 2.16%* as of 1 January 2026.
  - In Part A, wages in scales 3 to 9 will be increased by 2.5%*
  - In Part B, wages in scales 3 to 11 will be increased by 2.5%*.
  - Inflight: 2.5% salary increase as of 1 January 2026.
  - No more FBA/FBS premium, and thus no more deduction of 0.2%.
• One-time payment of €225 gross pro rata to the employment contract. You must be employed on 1 October 2025 and still be employed on 1 October 2026 to qualify.
• Employment conditions in Part A are secured. No further changes will occur, other than the increase in travel allowance when it rises for Part B. 

*The condition for the increase is that you have been employed by the employer for at least 1 year at the time of the increase. Job grades 1 and 2 follow the increases of the statutory minimum salary.