Agreement in principle on new PostNL social plan

The Hague, 9 October 2015 – PostNL and trade unions FNV Publiek Belang, Bond van Post Personeel, CNV Publieke Zaak and VHP2 have reached an agreement in principle regarding a new social plan. This plan records the agreements that apply to reorganisations at PostNL. The social plan applies to all employees that fall under the PostNL CLA. The plan will go into effect on 1 January 2016 and will remain in effect until 31 December 2020. The trade unions will submit this agreement in principle to their members for approval. The outcome is expected to be known at the end of November. If the members approve, the new social plan will be made definitive.

Herna Verhagen, PostNL CEO: “Over the next few years, we will continue to adapt our company to declining post volumes, so reorganisations will unfortunately be unavoidable. We will do our utmost to help our employees move from one job to another, either within PostNL or elsewhere. Together with the trade unions, we have chosen for a custom-tailored approach, in which employees can make choices that better suit their own individual situations. The agreements made will offer our employees and our company a perspective on the future.”

The most important agreements in the agreement in principle are:

Coaching by Mobility
In order to have a good chance of finding another job, PostNL employees can utilise the coaching provided by Mobility, the employment mobility programme offered by PostNL. Employees who become redundant can choose for a more intensive coaching from one job to another.

Phased model
PostNL and the trade unions have agreed to a phased model that offers employees a range of choices. Employees who decide to resign quickly will receive a higher compensation amount, which can equal up to five months’ extra income compared to employees who resign later. Employees who are made redundant, will receive at least the legally required transition compensation.

Pension menu
A ‘menu’ has been compiled for employees who are eligible for a pension (aged 60+), which offers them extra options for early retirement. Management will determine when these options will be made available to a particular group of employees, and for how long.