Agreement CLA hospitality 2022 and 2023

FNV hospitality, CNV Vakmensen and Koninklijke hospitality Nederland (KHN) have reached an agreement on a new CLA hospitality for the whole of 2022 and 2023. The wages of skilled workers will increase from 1 April 2022 and from 1 January 2023. Within the salary scales by 3.4% and 2% respectively, for wages above the final salary of the scale by 2% and 2% respectively, provided that the employee has been employed for more than 24 months. Flexibility is maintained and there is also more focus on work-life balance. A very important and positive step in a time when the hospitality sector is eager for staff.

The precise CLA texts and salary tables are now being worked out and will be available by the end of February at the latest. Parties are now formally presenting this negotiation result to their members according to their own procedures.

KHN, FNV hospitality and CNV Vakmensen find the result defensible

The hospitality sector is struggling due to the corona measures and the tight labour market. It is and remains necessary for employers and employees to jointly tackle the challenges in the sector and invest in the attractiveness and image of the industry. After all, hospitality is a wonderful sector to learn, work and develop in. By allowing more room for a good work-life balance, the sector exudes good employment practices, something that parties want to further expand later. However, the achieved CLA result states what is currently possible and feasible.

Edwin Vlek, union representative FNV hospitality, on the achieved negotiation result: “In recent months, we have negotiated constructively and respectfully with hospitality employers at a time when the hospitality sector is under severe pressure. The achieved result is a balanced Membership of new and better employment conditions that employees have been asking for years to better combine work and private life, such as timely work schedules and good agreements on minus and plus hours. With this Membership - combined with a realistic and much-needed salary increase over two years - we make our wonderful sector attractive to work in and prepare it for the future. I am satisfied with the negotiation result, which we will present to our members with a positive recommendation.”

Salaries

The proposed salary increase is market conform. The wages of skilled workers will increase from 1 April 2022 and from 1 January 2023. Within the salary scales by 3.4% and 2% respectively, for wages above the final salary of the scale by 2% and 2% respectively, provided that the employee has been employed for more than 24 months by the employer. On top of the salary increase, a fixed increment of 2% will be applied from 2023 if the employee has held the same position for a full calendar year. These increments are incorporated into a new salary structure from 1 January 2023. Of course, the employer may also make their own assessment with their own performance bonus, instead of a fixed 2%.

The youth wages for non-skilled workers and students will improve from 1 September 2022 by applying the CLA youth percentages* instead of the statutory minimum salary percentages.

More focus on work-life balance

The duty and work schedule must now be known at least 3 weeks in advance. In this schedule, which takes into account an average 5-day workweek, the aim is for fixed rest days and regularly 2 consecutive weekly rest days. The employee is now entitled to at least 2 consecutive rest days once every two weeks. The existing right not to be scheduled for a weekend remains applicable. The time off in lieu as compensation for working on a public holiday must now be realised within 3 months. If that is not possible, a 50% surcharge follows. Previously this was 6 months.

Job evaluation and personal Your career

Trade unions will, in consultation with KHN, during the term of this CLA, propose a project to evaluate, update, simplify and provide a suitable salary structure for job evaluation and the associated salary structure. The implementation is carried out by the CLA parties.

At the proposal of the trade unions, an individual learning account for a group of employees is being prepared from 2023 (saving for a training or course of choice). The conditions are a sustainable delineation of participants, also in seasons. Its implementation and the library with learning facilities require good preparation and communication. This implementation must be cost-free for the employer. A prepared implementation plan must provide for this.

What next?

Soon our members will receive a voting link by e-e-mail, where you can express your opinion on this negotiation result. Everyone can vote, even non-members. But the votes of members count decisively for the final result. Keep an eye on your e-e-mail!

Make your voice heard during our meetings

We are organising a number of meetings online and at various locations across the country in the coming weeks, where we will tell you more about the negotiation result. You can also ask questions and discuss the CLA hospitality here. These meetings are for both members and non-members. 

* Explanation
CLA scale:           21 years 100%, 20 years 90%, 19 years 80%, 18 years 70%, 17 years 60%, 16 years 50% and 15 years 40%
WML scale:          21 years 100%, 20 years 80%, 19 years 60%, 18 years 50%, 17 years 39.5%, 16 years 34.5% and 15 years 30%