On 9 November, a meeting took place between ASML and the trade unions VHP2, FNV, CNV and De Unie. The two main items on the agenda were Wave 3 and the postponement of the go-live date.
Wave 3: implementation is proving difficult
The implementation of the redeployment process – known as ‘Wave 3’ – at ASML is proving to be particularly difficult and chaotic. The VHP2 has received numerous reports from its members regarding unclear communication, rejections without proper justification and inconsistencies in the assessment of job applications.
During the consultation, ASML acknowledged that the implementation of Wave 3 had not gone well. ASML has undertaken to keep staff better informed about their rights in future.
For example, applying for a job is still not compulsory. Nor are employees obliged to accept opportunities for specific roles that ASML offers them. This does not affect the rights under the Social Plan.
In addition, ASML has undertaken to provide employees with adequate justification in future when they are rejected following an application for a vacancy.
Change to Go-Live date: two amendments
ASML has now announced that the go-live date for Technology Transition (TT) is being postponed to 7 December 2026 and for IT, to 8 March 2027.
This differs from the previous communication from ASML, which stated November 2026 as the go-live date. Furthermore, the original joint Go Live date is now being split into two separate dates for TT and IT. This therefore represents not only a delay, but also a change to the phasing.
The works council has also put questions on this matter to the director of ASML, as the request for advice also specifies November 2026 as the go-live date.
Article 2.4 of the Social Plan
Article 2.4 stipulates that ASML and the trade unions shall, in the event of significant changes and/or unforeseen circumstances, consult in good time regarding amendments to the Social Plan and finding a solution acceptable to all parties.
For the trade unions, it is clear: the postponement of the go-live date is a significant change. This is because it has direct consequences for employees’ rights. For example, the period during which employees are exempt from work whilst retaining their salary (garden leave) will be considerably shorter.
ASML does not share this view. According to ASML, there is no question of a radical change. ASML therefore refuses to reach agreements with the trade unions regarding the consequences of the shift for staff.
Together, we draw a line
The VHP2’s conclusion is clear: ASML is not adhering to the agreements set out in the Social Plan. This not only calls the Social Plan itself into question, but has also seriously damaged trust.
All the trade unions involved (FNV Metaal, CNV, VHP2 and De Unie) are in agreement on this. We have therefore decided, jointly and in a spirit of solidarity, to withdraw from the talks.
We do not accept that ASML calls into question the agreements that have been made, whilst at the same time refusing to engage in discussions based on those agreements.
We expect ASML to honour the commitments set out in the Social Plan and to be prepared to resume consultations on the right basis. The interests and rights of the employees concerned must be the top priority in this regard.
The trade unions are now jointly considering the next steps to be taken