At the start of the consultation in connection with an approval procedure under Section 27(1)(a) of the Works Councils Act (Wet op de ondernemingsraden), the employer will notify the CLA parties promptly and in writing of the proposed transition in the context of the Future Pensions Act (Wet toekomst pensioenen). If requested by the CLA parties, the employer will provide the transition plan (which includes the pension costs before and after transition and the number of employees).
If an employer does not have a works council but another form of representative body, the same powers and funding obligations for advice apply to this body as to a works council.
If the employer does not have a works council or other form of representative body and employees must make individual agreements, the employer will facilitate professional independent advice for employees on the pension transition from the beginning and for the duration of the transition process. This pension advice can be organised either collectively or individually per employee. The representative body and/or individual employees are made aware of the importance of professional support in the pension transition and are specifically referred to the trade unions as having the necessary expertise in the matter.
The CLA parties will evaluate the pension agreements following the expiry of the statutory transition period, which is in 2028. As part of this evaluation, the WVB will make an inventory among the employers of the then prevailing pension schemes to check whether they meet the minimum frameworks set out in the CLA Banks. A report on this will be made to the trade unions.