The tentative renewal agreement of the NCBA for employees of the Tertiary sector was signed on 22 March 2024, and will remain effective until 31 March 2027. The renewal brings relevant changes to the employee classification system, as well as a one-off lump payment covering the series of salary increases – the first of which to be applied on the April 2024 payroll period. Most relevant changes are summarised here below.
Regulatory section
Effectiveness and duration
The agreement for the renewal of the National Collective Bargaining Agreement for the Tertiary sector, covering the period between 1 April 2023 and March 2027.
Classification system
The agreement significantly amends the employee classification system, aiming to make it more flexible and dynamic.
Several professional figures have been erased in order to favour more rational professional classification criteria and, at the same time, new figures have been introduced, such as, e.g., the ‘head of training processes’ (level I), the educational organiser (level III) and the administrative and HR clerks (Level IV). Several new professional figures of the ICT, auditing and consultancy sectors were also introduced.
Fixed-term contract – Definition of reasons for extensions beyond 12 months (art. 71-bis)
Current regulations determine that fixed-term employment contracts may exceed 12 months (within the limit of 24) in circumstances specifically contemplated by the NCBA.
Art. 71-bis of the NCBA allows fixed-term contracts to exceed 12 months i) during specific times of the year (i.e. end-of-season, winter and summer sales, Christmas and Easter holidays, trade fairs) ii) in strictly defined cases where workers with specific professional skills are needed iii) new openings iv) temporary increase.
Parental leave (art. 198)
On the subject of parental leave, it is provided that the working parent who intends to take advantage of a period of optional leave is required to give at least five days’ notice in writing, instead of the previously required 15 days.
Salary increases (art. 213 and 216)
The pay increases, which may be absorbed if an explicit absorption clause has been included in the employment contract, will be granted to workers in six separate instalments (1/4/2023,1/4/2024, 1/3/2025, 1/11/2025, 1/11/2026, 1/2/2027
One-off lump payment (art. 213)
To cover the collective vacancy period, it is established that workers who are in force as of 22 March 2024 (date of signing of the agreement) shall be paid an additional lump sum paid in two separate instalments with the July 2024 and July 2025 payroll periods.
Any amounts already paid by way of future collective increases or improvements must be considered to all intents and purposes as payment in advance of this one-off lump sum.
We remain available for any further clarification.