As announced, the unified status for supplementary pensions will enter into force from 1 January 2030. The change is being made because treating blue-collar and white-collar workers differently in this area is considered discriminatory. Between 2015 and 2030, organisations must gradually eliminate the differences between the two employee categories in relation to supplementary pensions. How do you go about this as an employer?
The harmonisation activity will initially take place at sectoral level. All sectors will have until 1 January 2027 to eliminate supplementary pension differences between blue-collar and white-collar workers. This means that we are approaching the last two-year sectoral consultation period (employment agreement 2025-2026).
As an employer, you always have to take account of decisions made at sectoral level, and this change is no exception.
You will receive more information directly from your employers’ federation, social secretariat or any other channel relevant to sectoral unified status plans about the steps that your sector is taking or will take.
Once you have received this information, it is advisable to contact your broker. We can then work together proactively to ensure the smooth harmonisation of your supplementary pension plan(s) by the deadline of 1 January 2030; as a broker and consultant for your plan(s), we do not receive information directly from the different sectors.
Do you have any questions about harmonising your company plans? Contact your Employee Benefits Account Manager at Vanbreda Risk & Benefits.
International employee benefits cases require clear coordination, transparent communication and close alignment between local expertise and international expectations. To boost our services in this area, Vanbreda has brought all international employee benefits requests together in a single desk.
Money plays a central role in our lives, from everyday choices to decisions that affect our future. Despite this, many people find managing their money far from easy. In a world of increasing financial complexity, this raises the question of how equipped we really are to make rational financial decisions. Financial literacy is crucial here, for both individuals and organisations.
At the beginning of March 2026, the Council of Ministers reached an agreement during its third reading of the new pension law, meaning that the pension reform is now ready for consideration by parliament. This brings the matter to its final phase, the ambition being to systematically implement the statutory pension reform measures starting in 2027. The ultimate goal of the reforms is to make the system more sustainable, just and fair.
The uniform status for supplementary pensions will come into effect on 1 January 2030. What this actually means is that a different supplementary pension for manual and white-collar workers in a comparable situation is no longer permitted. This legislative change has a major impact on employers and requires careful preparation. Read below how we can support you as an employer in this process.