Everything about the collective labor agreement for secondary vocational education

There has been a new short-term collective labor agreement for MBO since December 2021. Only technical points have been adjusted. For example, the minimum wage has been increased and agreements have been made about changing work locations.

In this collective labor agreement, the unions and the employers' organization MBO-raad have mainly adapted technical matters. This was necessary due to new legislation or from previous agreements. “It is an interim collective agreement”, says AObdirector Henrik de Moel.

The agreement does not contain any agreements about wages, because the wage margin will only be announced in the spring of 2022. The cabinet will then announce this. “Only then can you negotiate about it, so in the next collective labor agreement we will agree a wage increase, whereby we use the entire wage margin from 2022.”


This is a short-term collective labor agreement that applies from December 1, 2021 to May 1, 2022.

Main points collective labor agreement 2021-2022

  • The minimum wage will increase as of December 1, 2021 and will be increased to 1935 euros gross per month (14 euros per hour). This mainly affects job scales 1 to 5 and is an elaboration of previous agreements
  • The Administrative Harmonization Act on Vocational Education has been adopted. It makes it easier for MBO institutions to merge with secondary schools and could mean that more colleagues change work location. From now on, employers must therefore put a reasonable weighing of interests on paper. Employers must take into account private circumstances, travel time and working time
  • Employees who have to change locations and who do not agree with their employer's considerations can lodge an objection with the Appeals Committee. This committee is expanding with this
  • During the term of this collective labor agreement, the unions and the MBO Council will investigate the influence of the Supreme Court's ruling in secondary education on maternity leave and holiday leave for secondary vocational education.
  • After the Christmas holidays, members can think about a new collective labor agreement for next year
  • Read whole news item waarin AOb-driver Henrik de Moel gives a reaction. The message that all supporters agreed can be found via

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.
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CLA agreements for training

The collective labor agreement for MBO stipulates that teaching staff is entitled to 'training that is necessary to be able to perform their duties properly'. Those who work in the classroom are entitled to 59 hours of professionalization, and can derive rights from the training budget or plan of the education team. The employer must reimburse the employee for all costs if ordered. The employer must also provide study leave of up to three-quarters of the study load of the course or study program. If it concerns a request from the employee that is in the interest of the institution, 50 to 75 percent of the study costs will be reimbursed. Study leave then depends on 'the interests of the institution' and amounts to a maximum of one day per week.

Have a say in the collective labor agreement

AObmembers participate in discussing the collective labor agreement. This can be done via the sector council for secondary vocational education. Together with the sector council, the AObnegotiators 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 AOb-MBO senior manager Jetske van Woerden. Mail: jvwoerden @aob. Nl


Frequently asked Questions

  • What about the standard annual task in MBO?

    The standard annual workload is 1659 hours.

    The employee who is directly involved in the primary process and who is appointed to a position with career pattern 9 or higher, has a working week of 40 hours in a standard position.

    The employee can be deployed on 200 days per year to perform work. This may be deviated from in consultation between employer and employee. Activities in the first sentence do not include activities that the employee performs within the framework of the 59 hours for training and professionalization.

    In accordance with article 3.3 paragraph 1, the deployment for a full-time job is as follows:
    An employability framework applies to employees who are part of an education team (directly involved in the primary process and appointed to a position with career pattern 7 or higher). This employability framework means for a standard position that the standard annual task of 1659 hours is as follows:

    1200 Hours for those activities related to the implementation of education and the activities directly resulting from it

    459 Hours for those activities related to the organization and development of education, including professionalization, consultation, coordination and coordination.

    What is under 1200 hours?
    Scheduled group-related contact activities for the realization of the supervised teaching time (group lessons) and the associated preparation and aftercare, internship supervision (BPV), study career counseling, mentoring, taking tests and exams. This list is not exhaustive.

    The 459 hours are spent within the annual task on: individual advancement of expertise (59 hours), team development (107 hours per FTE per academic year), development (innovation) of the educational program, work consultation, team consultation, coordination and coordination, peer review, company internship, open days. This list is not exhaustive.

    The basic principle is that the employees in the education team divide the activities in a work meeting of the education team with the manager and with due observance of the general employability framework as indicated above. The 1200 hours and 459 hours can only be deviated from by unanimous decision of the education team. The general employability framework is an individually enforceable right. Objections can be lodged about this with the internal disputes committee.

    If the education team does not agree to divide the work, the manager will use the allocation option. The starting point remains the general employability framework, as above. The supervisor applies a surcharge of at least 40 percent calculated on group lessons. The works council may have set a higher add-on factor.

    You can do the AOb Ask by email to visit your team for more explanation and explanation about the task policy. We are happy to visit you. Call the Information and Advice Center via: +0900(463)62 - 62 

  • The division of labor is a tough puzzle. Do you have a useful tool?

    Every year, MBO teams have to solve a puzzle: the division of labor. Who will carry out which lessons and tasks and how many hours are available for this. The AOb has developed a handy folder and tool with which you can calculate your bet and follow a step-by-step plan with the entire team. Download the folder via . You will find the bet meter, the tool with which you can see the number of hours Through this link. The explanatory video is below and can also be found in the tool itself when you click on 'explanation'.

  • Am I entitled to a permanent contract after three temporary extensions?

    In art. 2.3 paragraph 3 of the CLA-MBO states that for temporary expansions of the number of employees that do not lead to a working hours factor greater than 1, the provisions of Article 7: 668a BW applies.

    That article states the following. From the day that between the same parties:

    • Fixed-term employment contracts have succeeded each other at intervals of no more than six months and have exceeded a period of 24 months, including these intervals, the last employment contract shall be deemed to have been entered into for an indefinite period from that day.
    • More than three fixed-term employment contracts have succeeded each other at intervals of no more than six months, the most recent employment contract is deemed to have been entered into for an indefinite period.


  • What requirements must a practical classroom meet?

    In the health and safety catalog for MBO you will find guidelines for, among other things, practice rooms. You can find the catalog via consult. Your institution's works council plays a role when it comes to enforcing health and safety legislation. We advise you to contact them if you do not meet the requirements locally. Your institution must also have a prevention officer who monitors the working conditions.

  • How many vacation days do I have and are they compensated for sickness and pregnancy?

    As an employee with a full-time job you are entitled to a thirty-day holiday per calendar year. These days consist of twenty legal holidays and ten non-statutory holidays. Public holidays are not included and are not included in the entitlement to holidays. You are also free on the days that you are not deployed. Do you work full time? Then your employer can devote you two hundred days to work. Under certain conditions, vacation days can be compensated in the event of illness. In such a case, the advice is to contact the Information and Advice Center of the AOb.

  • Am I entitled to paid parental leave?

    As an employee, you are entitled to a percentage of paid parental leave if your child for whom the leave is requested is zero, one or two years old on the start date of the leave and you have an employment contract that has lasted at least 12 months. With a full-time job, as an employee you are entitled to a maximum of 830 hours of paid leave per child. If the child is older than two years, you are entitled to unpaid leave.

Our negotiators

AObMBO director Henrik de Moel (photo) and sector director Hélène Jansen sit on behalf of the AOb at the collective labor agreement table and negotiate the collective labor agreement. During the negotiations, they engage specialists from the policy staff and legal service.