22 July 2026

On 20 July 2026, all parties to the collective agreement announced that they had agreed on the outcome of the negotiations for the 2026-2027 Collective Labour Agreement for Dutch Universities (CAO-NU). This meant that the agreements reached during the negotiations have now been finalised in a definitive CAO. The agreement will run from 1 July 2026 to 30 June 2027.

The outcome focuses not only on providing attractive terms and conditions of employment, but also on creating an environment in which staff feel safe, supported and valued. The agreement therefore pays particular attention to professional development, health and a good work-life balance.  

Key changes at a glance:

• Pay rise and one-off payment: From 1 July 2026, salaries will increase permanently by 3.1%, plus €50 gross per month. On average, this amounts to a 4.1% pay rise. All staff employed by the university on 1 July 2026 will receive a one-off gross payment of €1,534 (based on a full-time contract). The pay increase and one-off payment will be paid no later than October 2026.  
• Continued focus on personal development: The parties to the agreement consider the effective use of development days to be very important. These can be used for training, career development and long-term employability. The parties wish to see these days used more actively and expect managers to do more to raise awareness of their use among staff.
• Agreements on pregnancy and work: PhD candidates will be entitled to a one-month contract extension if they take time to express breast milk. In addition, any allowances staff received before pregnancy will continue to be paid during maternity leave.  
• Support for women in the workforce: Particular attention will be paid to symptoms associated with the menstrual cycle and menopause. The negotiating parties encourage managers and staff to reach individual agreements through constructive discussion, with a view to supporting performance and promoting long-term employability.  
• Right to be unavailable: The parties aim to make it easier to maintain a healthy work-life balance. Universities will promote a workplace culture in which rest periods are respected and staff are not expected to be available outside working hours. They will therefore draw up ‘golden rules’ on availability, meeting culture, rest periods and work-life balance. The availability and attendance allowance will also be increased to recognise the extra effort made by specific staff in providing these services.  

Next steps

Now that a definitive agreement has been reached, we can examine the implications of the new arrangements for Leiden University. Where necessary, an action plan will be developed for their implementation. The parties to the collective agreement aim to incorporate the terms into the final collective agreement text by mid-October.

More information can be found on the UNL website.