Metaal en Techniek Collective Labour Agreement 2025-2026: complete overview of pay scales and provisions
The Metaal en Techniek collective labour agreement (CAO Metaal en Techniek) is one of the most important collective labour agreements in the Netherlands, applying to around 150,000 employees in the metal and technical sector. This comprehensive agreement governs employment conditions, wages, holiday entitlements and a wide range of other employment law matters for companies active in the manufacturing industry in the Netherlands. For employers and employees in the metal sector, the CAO Metaal en Techniek forms the foundation for a fair and modern employment relationship that takes into account the specific challenges of this dynamic industry.
The agreement for 2025-2026 contains important changes and improvements compared to previous years, with extra attention given to work-life balance, sustainability and the changing labour market. With 25 holiday days, 13 ADV days (reduced working hours days) and extensive arrangements for shift work, this agreement provides a solid foundation for employment in the technical sector.
The CAO Metaal en Techniek is the collective labour agreement that governs employment conditions for around 150,000 employees in the Dutch metal and technical industry.
This agreement is concluded between employer organisations such as Koninklijke Metaalunie and FME-CWM on one side, and trade unions FNV Metaal, CNV Vakmensen and De Unie on the other. The agreement runs for two years and applies to companies affiliated with the relevant employer organisations or that have otherwise declared the agreement applicable.
The scope of the CAO Metaal en Techniek is broad and covers various sectors within the manufacturing industry. These include, among others, machine building, metalworking, electrical engineering, installation technology, shipbuilding and parts of the automotive industry. Many companies involved in the maintenance and repair of technical installations also fall under this agreement.
The agreement stands out for its modern approach to employment conditions, in which flexibility and security go hand in hand. This is crucial in a sector that is constantly evolving due to technological developments and trends in the manufacturing industry such as digitalisation and automation. The agreement responds to these developments by, among other things, focusing on retraining and upskilling, flexible working arrangements and innovative working conditions.
An important aspect of the CAO Metaal en Techniek is its recognition of the craftsmanship that characterises the sector. This is reflected in the differentiated pay structure with seven pay groups (A through G) that represent different levels of knowledge, experience and responsibility. This structure ensures that both entry-level professionals and experienced specialists receive appropriate remuneration for their efforts.
The pay groups and salary structure in the CAO Metaal en Techniek are divided into seven categories from A to G, with each group representing specific roles and levels of responsibility.
The pay group classification in the CAO Metaal en Techniek follows a logical structure in which job complexity, required education and responsibilities are the determining factors. Pay group A covers simple operational tasks, while pay group G is reserved for highly qualified specialists and managers with extensive responsibilities.
Several factors play a role in determining the correct pay group, including the required education levels, the degree of independence in the work, the complexity of the tasks and the level of decision-making authority. Employers are required to classify roles correctly and to be transparent about the criteria applied.
| Pay group | Job description | Minimum monthly salary (2025) | Required education level |
|---|---|---|---|
| A | Simple operational tasks | €2,415 | Primary education |
| B | Skilled manual work | €2,580 | VMBO/MBO level 1 |
| C | Experienced skilled work | €2,745 | MBO level 2 |
| D | Independent skilled work | €2,910 | MBO level 3 |
| E | Complex tasks/coordination | €3,255 | MBO level 4 |
| F | Specialist roles | €3,825 | HBO/university |
| G | Managerial/expert roles | €4,395 | HBO+/university |
The pay group classification is regularly evaluated and, where necessary, adjusted to the changing demands of the labour market. This is particularly relevant in a sector that is constantly dealing with technological renewal, where new roles emerge and existing roles may change in terms of complexity and requirements.
For employees it is important to know that there are opportunities for pay group progression through additional training, gaining experience or taking on extra responsibilities. The agreement encourages this development through arrangements on training budgets and career development. Employers are required to inform employees about development opportunities and the associated pay group prospects.
Holiday entitlements and ADV days give employees under the CAO Metaal en Techniek 25 holiday days plus 13 additional ADV days for an optimal work-life balance.
The holiday entitlement in the CAO Metaal en Techniek goes beyond the statutory minimum requirements and offers employees a generous package of time off. The 25 holiday days per year form the basis, but on top of this there are another 13 ADV days (reduced working hours days) that provide extra flexibility in planning time off.
ADV days originated from arrangements on reduced working hours and can be used in various ways. Employees can take these days individually, but some companies choose to schedule collective ADV days, for example around public holidays or during traditionally quiet periods. This flexibility makes it possible to better balance both business interests and employees' personal wishes.
In addition to the regular holiday days and ADV days, the agreement also includes senior days for employees from certain ages onwards. This arrangement recognises that older employees may need extra recovery time and gives them the opportunity to take more time off without a reduction in salary. The number of senior days gradually increases as age rises.
For employees who are not employed for the whole year, holiday days and ADV days are accrued proportionally. This means that temporary employees and people who join or leave during the year are also entitled to a fair share of the days off. The agreement contains clear calculation methods for these situations to avoid disputes.
The planning and taking of holiday days is done in consultation between employer and employee, whereby the operational needs of the company and the wishes of the employee are balanced as much as possible. Some companies use holiday rosters or make arrangements about peak moments when holidays are less desirable. The agreement provides a framework for this in which the rights of employees remain safeguarded, just like many arrangements around the 2026 construction holiday dates and collective agreement rights in other sectors.
Shift work arrangements and allowances financially compensate employees for working irregular shifts, with percentages ranging from 15% to 37.5% depending on the shift system.
The CAO Metaal en Techniek recognises that many companies in the sector have continuous production processes that require 24/7 staffing. Extensive arrangements have been included for various forms of shift work, each with corresponding compensation. The shift work allowance explained in the agreement is based on scientific insights into the impact of irregular work on the health and well-being of employees.
The 2-shift system, in which employees alternate between early and late shifts, is compensated with an allowance of 15% on top of the basic salary. This system is often used in companies that want to be operational from early morning until late evening without night work. The allowance compensates for the irregularity and the lack of normal social contact caused by the deviating work rhythm.
| Shift system | Allowance percentage | Working method | Typical application |
|---|---|---|---|
| 2-shift | 15% | Early/late without night | Extended day production |
| 3-shift | 22.5% | Early/late/night | Continuous production on weekdays |
| 4-shift | 30% | Continuous staffing | Continuous production 7 days |
| 5-shift | 37.5% | Optimal continuous coverage | Process industry |
The 3-shift system, with an allowance of 22.5%, also includes night shifts and is often used for continuous production during weekdays. This arrangement takes into account the extra strain that night work brings and its impact on employees' circadian rhythm. Many companies in the manufacturing industry use this system because it provides a good balance between production continuity and employee well-being.
For companies that also continue production during weekends, the 4-shift and 5-shift systems apply, with allowances of 30% and 37.5% respectively. These high allowances reflect the significant impact on the private lives of employees who also have to work weekends and compensate for the loss of social activities and family time during traditionally free moments.
In addition to the structural shift work arrangements, the agreement also includes provisions for incidental work outside normal office hours. Employees who occasionally perform evening or weekend work receive specific allowances for this, which are calculated separately. This flexibility is important for companies that normally operate standard working hours but occasionally need extra effort.
Overtime and allowances are compensated with a 25% allowance for the first two hours and a 50% allowance for all subsequent hours, plus specific arrangements for weekend and public holiday work.
The overtime arrangement in the CAO Metaal en Techniek offers clear compensation for employees who work more hours than agreed. For the first two hours of overtime per day, an allowance of 25% applies on top of the normal hourly wage. For all subsequent hours, an allowance of 50% is calculated, which substantially compensates overtime and encourages employers to avoid excessive overtime.
Weekend and public holiday work fall under separate arrangements with higher compensation. Saturday work is compensated with an allowance of 45%, while Sunday work and public holiday work lead to an allowance of 100% on the normal hourly wage. These high allowances recognise that work during traditionally free time has a significant impact on employees' private lives.
For travel expenses, the agreement applies a reimbursement of €0.23 per kilometre for commuting above a certain threshold. This arrangement helps employees with the costs of mobility, which is especially relevant in a sector where specialised companies are sometimes located further away from residential areas. The mileage allowance is indexed annually in accordance with tax rules.
In addition to financial compensation, the agreement also offers possibilities for time compensation for overtime. In consultation with their employer, employees can choose extra time off instead of payment, which contributes to a better work-life balance. This flexibility is increasingly valued by employees who sometimes consider time more important than extra income.
The administration of overtime and allowances must be accurately maintained by employers. The agreement sets requirements for the registration of hours worked and the calculation of allowances to ensure transparency and verifiability. Employees are entitled to inspect this administration and, in the event of disputes, can invoke the dispute resolution procedure set out in the agreement.
Additional and secondary employment conditions make the CAO Metaal en Techniek a comprehensive package that goes beyond just wages and holiday days.
The agreement contains extensive provisions on training and development that help employees keep their skills up to date in a rapidly changing technological environment. Employers are required to spend a certain percentage of the wage bill annually on training activities, which benefits individual employees through courses, training and certifications.
Pension arrangements form an important part of the secondary employment conditions. The agreement is affiliated with PME (Pensioenfonds Metalektro), which offers a balanced pension scheme with contributions from both employers and employees. This accrual ensures that employees can count on a solid retirement provision that supplements the state pension (AOW).
Sick leave and incapacity for work are extensively regulated in the agreement. In addition to the statutory obligations, the agreement contains supplementary provisions on continued payment of wages during illness, reintegration and support during long-term absence. These arrangements provide extra security for employees and help companies with professional absence management.
Work clothing and personal protective equipment are provided free of charge by employers in accordance with the requirements in the agreement. This is especially relevant in a sector where safety comes first and where specific clothing and protective equipment are necessary for safe work. The agreement sets quality requirements for these items and also governs their replacement and maintenance.
- Inform yourself about your rights: Study the full text of the agreement, available through trade unions and employer organisations, to be fully informed about your employment conditions and rights.
- Check your pay group classification: Compare your job description with the pay groups in the agreement and discuss any ambiguities with your employer or HR department.
- Plan your holiday days strategically: Make timely arrangements for the use of your 25 holiday days and 13 ADV days to make the most of your time off.
- Document overtime accurately: Keep track of when you work overtime so you are assured of correct compensation in accordance with the provisions of the agreement.
- Invest in your development: Make use of the training opportunities the agreement offers to improve your career prospects.
- Understand shift work arrangements: If you work in shifts, make sure you receive the correct allowances and understand the impact on your work pattern.
- Report problems in good time: Use the dispute resolution procedure in the agreement if you experience problems with the application of employment conditions.
Future outlook and developments in the CAO Metaal en Techniek focus on digitalisation, sustainability and the changing nature of work in the technical sector.
The manufacturing industry faces major changes due to technological developments such as Industry 4.0, robotisation and digitalisation. These developments have a direct impact on the roles and skills needed in the sector. The agreement anticipates this by paying extra attention to retraining and upskilling, especially in the area of digital skills and new production techniques.
Sustainability is becoming an increasingly important factor in the manufacturing industry, and the agreement responds to this with arrangements on environmentally friendly mobility and energy saving in the workplace. Employers are encouraged to create sustainable workplaces, and employees receive support for sustainable work-related choices such as electric transport.
The labour market in the technical sector is shrinking due to an ageing population, while demand for technical staff is increasing. This leads to more attention for labour market communication, attracting young people to technical professions and encouraging experienced workers to continue working longer. The agreement increasingly contains provisions that enable flexible working and support different life stages.
Hybrid working and digitalisation are also making inroads in the technical sector, especially for support functions, engineering and project management. The agreement must adapt to these new forms of work while the core of the manufacturing industry continues to require physical presence. This leads to differentiated employment conditions within the same agreement.
International competition and globalisation put pressure on the Dutch manufacturing industry to remain efficient and innovative. The agreement must strike a balance between attractive employment conditions that retain talent and realistic cost structures that keep Dutch companies competitive in a global market.
What is the term of the CAO Metaal en Techniek 2025-2026?
The CAO Metaal en Techniek has a term of two years and applies from 1 July 2025 up to and including 30 June 2027. This period provides stability for both employers and employees and gives sufficient time to implement agreed improvements. During the term, interim changes can only be made in exceptional circumstances via the joint agreement committee.
How many employees fall under the CAO Metaal en Techniek?
Around 150,000 employees in the Netherlands fall under the CAO Metaal en Techniek. This concerns employees at companies affiliated with employer organisations such as Koninklijke Metaalunie and FME-CWM, or companies that have otherwise declared the agreement applicable. The large number of people involved makes this one of the most important collective labour agreements in the Netherlands.
What are the most important changes in the 2025-2026 agreement compared to previous years?
The most important changes in the new agreement include salary increases in all pay groups, an expansion of training opportunities with a focus on digital skills, more flexible arrangements for older employees, improved work-life balance provisions and adjustments to shift work arrangements. New arrangements have also been made regarding sustainability, and travel expense reimbursements have been indexed.
How is my pay group determined under the CAO Metaal en Techniek?
Your pay group is determined based on several factors: the education level required for your role, the complexity of your tasks, the degree of independence and responsibility, and the impact of your work on business results. Employers are required to classify roles objectively based on job descriptions and may use job evaluation systems. If anything is unclear, you can discuss it with your employer or HR department.
Can I save ADV days for later use?
ADV days can be saved to a limited extent, but the agreement contains specific rules on the maximum accrual and the timing of taking them. In general, ADV days must be taken within the calendar year, but different arrangements can be made in consultation with the employer. Some companies allow a limited number of ADV days to be carried over to the next year, but this is not automatic and requires explicit arrangements.
What happens if my employer does not comply with the agreement?
If your employer does not comply with the agreement, you can first discuss this internally with your manager or HR department. If this does not lead to a solution, you can contact your trade union, which can mediate. The agreement contains an extensive dispute resolution procedure that allows for external arbitration. In extreme cases, legal action can also be taken, whereby non-compliance with the agreement can lead to back payments and fines for the employer.
Do shift work allowances also apply to temporary shift work?
Yes, shift work allowances also apply to temporary shift work, but the agreement distinguishes between structural and incidental shift work. For temporary periods of shift work, you receive the full allowance for the period during which you actually work in shifts. For very short periods (less than a week), other arrangements may apply. It is important that your employer correctly registers the temporary shift work so that you receive the correct compensation.
Can I as a self-employed person also make use of the CAO Metaal en Techniek?
No, as a self-employed person without staff (zzp'er) you do not fall under the CAO Metaal en Techniek. This agreement applies exclusively to employees in employment with companies covered by the agreement. Self-employed persons make their own arrangements about rates, employment conditions and other commercial terms. However, the provisions of the agreement can sometimes serve as a reference when negotiating rates and conditions as a self-employed person in the metal sector.