Academic education and research

De AOb represents the interests of the members who work at one of the fourteen Dutch universities and of employees at the research institutes. The scientific education and research sector has two collective labor agreements: for the Dutch universities and for the research institutes.

Collective Labor Agreement for Dutch universities

The negotiators of the AOb, the other unions and the employers reached a negotiator's agreement for a new collective labor agreement in May 2022. You can find the appointments back in this news item. In June 2022 voted all unions and university boards with the agreement.

The current collective labor agreement runs from April 1, 2022 to March 31, 2023. The agreements apply to about 55 thousand university employees. View the main points from the collective labor agreement below.

Main points of the collective labor agreement Universities 2022-2023

  • As of July 1, 2022, all employees will see a structural wage increase of 4 percent appearing on their pay slips
  • All employees also receive a one-off payment of 400 euros for a full-time job. Part-timers receive this benefit pro rata. Institutions will pay this bonus in July 2022. For employees with the minimum hourly wage of 14 euros per hour, this one-off payment is 750 euros gross, in proportion to the employment contract
  • An investigation into the legal position of lecturers at universities will start after the summer, with the aim of improving it. Nationally, the possibilities for more permanent jobs, such as the AOb wil
  • Acknowledge and Appreciate becomes part of the collective agreement. This project explores how scientists can be valued differently for their scientific work. With this agreement, trade unions are involved in this project
  • As of August 1, during the parental leave 70% of the salary will continue to be paid if the leave is taken during the child's first year of life. The partial continued payment of salary applies for a maximum of thirteen weeks. Even if the salary is higher than the statutory maximum daily wage, you will receive 70 percent of that salary. Under the collective labor agreement, anyone who takes parental leave in a later year of his child's life will be paid 62,5 percent of the salary.
  • The Transparent and Predictable Employment Conditions Act is elaborated in this collective labor agreement. This means, for example, that the training that employers are obligated to impose on employees should be compensated. Employees must be given time for that training within the employment contract or be compensated. Employers are also no longer allowed to include a stipulation for compulsory training that employees must reimburse the costs if, for example, they do not complete the training within a certain time or change employer.
  • Read the news item about this CLA with explanatory notes from AObnegotiator Donald Pechler via † You can download the collective labor agreement below.

The more members, the stronger we stand in the negotiations for your collective labor agreement. And, when you are a member, you have a say and you can influence this. We also organize meetings for members around the (new) collective labor agreements, so that you can make optimal use of them. In addition, as a member you have many other benefits, such as the right to legal aid for your work and income and the Education magazine on your doormat every month.
Become a member

Training

Employees have the right to training. If so requested, the employer can provide the employee with facilities for following a study or training course. If attending a study or training course is necessary for the proper fulfillment of the current or future position, the employer will provide the employee with the necessary facilities. The employer sets further rules for facilitating education and training.

Collective Labor Agreement for research institutes

Since July 2022, there has been a negotiator's agreement for a new collective labor agreement for research institutes. This collective labor agreement has a term from January 1, 2022 to June 30, 2023. The supporters are currently being consulted.

Highlights of the Collective Labor Agreement for Research Institutions 2022-2023

  • From August 1, 2022, all employees will see a structural wage increase of 4 percent on their pay slip. In addition, they will receive a one-off payment of EUR 1050 gross in this month for a full-time job. Part-timers receive the benefit pro rata
  • As of January 1, 2023, employees will receive a structural salary increase of 2 percent
  • The agreements regarding parental leave have been adapted to new legislation. In total, employees have 26 weeks of parental leave, of which 13 weeks are paid against 55 percent of the salary in the first four years of the child's life. As a result of the amendment to the law, employees at research institutions now receive a higher percentage of 70 percent of their salary when they take leave in the first year of life. If hours of the paid 13 weeks are still left after the child is one year old, employees can take this until the child has turned four.
  • The employers and the unions are considering making the collective labor agreement more inclusive and more diverse, with, for example, holidays for religious holidays, other than Christian holidays.
  • Download the entire agreement via † Read also the newsitem with the response of AObnegotiator Donald Pechler.

CLA agreements for training

Employees in academic education are given at least two development days a year to work on sustainable employability. These days may also be saved if a written agreement is made about this before the end of the year. Unused days without an appointment will expire at the end of the calendar year. The use of the days can be recorded in a portfolio.

The collective labor agreement of the Dutch universities states for the support and management staff (obp staff) that a 'number of appropriate development initiatives' must take place every year. A plan for this is drawn up in consultation with the employer. The employer facilitates the development process and makes sufficient money available. Working on one's own development is part of the performance and is reflected during an annual appraisal.

Have a say in the collective labor agreement

AOb members participate in discussing the collective labor agreement. This can be done through the sector council for academic education and research. Together with the sector council, the AOb negotiators are committed to collective bargaining. As soon as a negotiator agreement has been reached, it will be presented to the Dutch via regional meetings and a digital poll AObmembers. This poll is an advice to the sector council. The council assesses this and then takes a final decision.

Do you want to participate actively? Register for the sector council via board @aob. Nl 

Frequently asked questions


  • What does the agreement offer for teachers and researchers?

    In the joint effort, the unions have made proposals to provide more security for permanent jobs for all positions. For teachers and researchers, however, this encountered great resistance from employers. Nevertheless, we have made agreements for lecturers and researchers that offer more prospects for promotion to assistant professor positions. As internal candidates, they have a priority position in the event of equal suitability.

    Current academic staff with a vidi will also get a permanent job.

    The Local Consultation will play an important role in discussing the need for a flexible layer of teachers and researchers, among others, in order to lay the foundation for limiting this. An example could be the reduction of temporary employment contracts in part-time.

  • When does the new dismissal protection period start?

    Until 1 July 2023, the current term of 13 months applies. After that, the term of 10 or 11 months applies.

    Older employees with an employment contract of 15 years and who are 5 years or less before the state pension age will receive a dismissal protection period of 1 months from 2023 July 12.
    For the other employees, the further shortening of the term will only apply from 1 January 2025.

    On the other hand, during the dismissal protection period, employees are completely exempted to find other work. Employees also receive a budget in line with the market for professional help to find other work and the mobility premium from the collective labor agreement continues to apply.

  • Who does the bottleneck arrangement apply to?

    Only assistant professors, associate professors and professors who already have a temporary employment contract are covered by the scheme. However, all the conditions stated therein must be met. It is important that if you perform structural work in the positions, you do not fall under the bottleneck scheme.

  • What are the concrete agreements about work pressure?

    The Local Consultation, which includes the unions, makes agreements about the division of working time and the monitoring of private time. In addition, agreements must be made with the Local Consultation about a realistic task assignment in relation to the scope of the employment, whereby the standards for this must be transparent, reasonable and realistic. The participation will have to take into account the agreements of the Local Consultation. This also provides a basis for the annual appraisal on an individual basis.

  • Is working from home mandatory and are the benefits net?

    Working from home is neither a right nor an obligation. Agreements are made with the employee, the team and the manager about the possibilities of working from home. The compensation of 2 euros per working day at home is equal to the compensation calculated by Nibud. This is a net fee. This also applies to the internet fee.
    Universities make agreements about the travel allowance for the days that employees work at the university. The Local Consultation makes agreements about hybrid working.

  • What is transgressive behavior and what can you do about it?

    You decide for yourself whether the behavior or action of another person is transgressive and/or undesirable for you. The assessment of whether or not certain behaviors (verbal or physical) are permissible for you is subjective and personal. Culture or social conventions can influence this. So it may be that something is not acceptable to you, but it is to others. Therefore, always make clear where your limits lie. If the limits you have indicated are not observed, you can contact the ombudsman at your university. (See flow charts below.) If you can't figure it out yourself and you need help and support, please contact Contact our employees of the Information and Advice Center.

    For reports and complaints, look here. what to do and where to go. For English, click here. 

    For reports and complaints to special universities, click here. For English, click here.