Welcome to the CLA page for the employees of Nokia Netherlands. Here you will find all the essential information about the collective bargaining agreement (CLA) at Nokia, compiled especially for members of trade union VHP2. Nokia is a global leader in network technology and digital infrastructures, playing a key role in the rollout of 5G and other advanced communication systems. VHP2 represents the interests of professionals and executives within Nokia, aiming to ensure fair and forward-looking terms of employment. This page will keep you informed of the latest developments, negotiations and agreements affecting your terms of employment at Nokia.
The basics
Duration
The CBA Nokia runs from 1 January 2022 to 31 December 2022.
CLA parties
- Employers' organisation: Nokia Solutions and Networks Netherlands B.V. and Nokia Solutions and Networks B.V.
- Workers' organisation: VHP2
Pension Fund
The pension scheme for employees of Nokia is under a defined contribution scheme. The target retirement age is set at 68.
Main results of collective bargaining negotiations
- Salary increase: A wage budget of 2.9% has been agreed in 2022, in line with the development in the CAO ICK.
- One-off payment: Employees will receive a one-off net payment of up to €500 in December 2022.
- Sustainable employability: The 80/90/100 scheme for employees aged 62 and above has been continued and extended for part-timers.
Salary
Total Target Cash (TTC)
Employees receive an income consisting of a gross annual salary including holiday pay and an annual variable income (on-target), together referred to as the Total Target Cash (TTC). The amount of the variable income depends on the position and the targets achieved.
Salary increases 2022
- Collective increase: 1% retrospective salary increase from 1 January 2022 for all employees.
- Wage development: A budget of 1.9% has been deployed for targeted salary increases, including:
- Adjustments for employees below the minimum of their pay scale.
- Increases for employees in the first and second quartile of their salary scale.
- Merit-increase: Average 1.7% from 1 July 2022 as per the regular Nokia Annual Salary Review process (ASR).
- Correction: If the total salary adjustment is less than 2.9%, the basic salary will be increased from 1 July 2022 until this increase is reached, subject to a maximum of €2,100.
Working hours and leave
Standard work week
The standard full-time working week at Nokia is 40 hours, spread over 5 days of 8 hours a day.
ADV days
Employees are entitled to 104 ADV hours per year as compensation for the longer working week.
Leave days
- Holidays: 27 leave days per year for full-time employees.
- Extra statutory days: Possibility of voluntary sale of up to 7 excess days accrued in 2022.
- Seniors' leave: Transitional arrangements for senior days will continue to apply for certain groups of employees.
80/90/100 regulation
Employees aged 62 and above can benefit from the 80/90/100 scheme:
- 80% works: The employee works 80% of full-time working hours.
- 90% salary: The employee will receive 90% of the TTC salary.
- 100% pension accrual: Pension accrual remains based on 100% of salary.
Pension
Defined contribution scheme
Nokia operates a defined contribution pension scheme. The member contribution is a standard 3% of pensionable earnings, with the option to adjust it annually.
Survivor's pension and WIA gap insurance
- Survivor's pension: Insured for partner and children in case of death before retirement date.
- WIA gap insurance: Supplementary disability insurance, including WGA and IVA excess benefits.
Other benefits
Travel reimbursement
- Commuting: Reimbursement of travel expenses as per company scheme.
- Business mileage: Reimbursement for business kilometres driven by private means of transport according to company rate.
- Mobility card: Available to employees for commuting and business travel.
Homework policy
Nokia facilitates working from home and provides possible allowances and facilities for this purpose, in accordance with company policy.
Reimbursement of trade union membership fees
Employees can get a tax benefit by offsetting union dues through gross wages.
Sickness and disability
Continued pay in case of illness
- First year: 100% continued payment of salary.
- Second year: 70% to 100% continued payment depending on cooperation in reintegration.
Additional insurances
- WIA gap insurance: Supplementary disability benefit.
- Pension accrual: Non-contributory continuation of pension accrual in case of disability.
Sounding board group Nokia
Think and talk in the focus group!
Do you have ideas about your terms and conditions of employment? Would you like to influence the discussions at Nokia and the negotiations within your sector? Join the sounding board group and have your say on the future of your work!
At VHP2, we believe in the power of cooperation. The more people think along, the stronger we are in negotiations on employment conditions.
Subscribe today and join the conversation! Want to know more? Then visit this page for detailed information on VHP2's focus groups.