What will change in the con­struction sector as of December 31, 2025?

The job structure has been revised and made more detailed to achieve a more precise distinction between the different roles and responsibilities within the sector. This aims to achieve clarity and fairness in job evaluation.
 

• Expansion and reclassification of roles: the number of job levels has been expanded to allow for better differentiation. HR must reassess and reclassify existing positions according to the new, more extensive job levels. The challenge lies in updating the job descriptions to meet the new competency requirements and responsibilities.
   
• Competency-based classification: the new classification places greater emphasis on specific competencies, including soft skills such as leadership and communication. A comprehensive competency analysis, conducted by HR in collaboration with managers, will ensure that current employees are placed at the right levels. This may also involve the re-evaluation of certain roles or offering additional training to develop the necessary competencies.
   
• Introduction of modern roles: new roles, which respond to technological advancements within the sector, have been incorporated into the job structure. This includes positions focused on digitalization and sustainability, which are necessary to keep up with sector developments. A direct consequence is that HR must develop new job descriptions, determine pay levels, and possibly be involved in recruiting or reallocating personnel for these new roles.

The restructuring of the pay structure has a significant impact on wage costs and requires a strategic approach to compensation policy. The changes focus on raising salaries and encouraging career advancement within the sector.
 

• Increased entry levels: entry levels have been increased to make the sector more attractive for new talent and to ensure the retention of skilled personnel. The average increase is 5%, varying per position.
   
• Salary budgeting: with the increase in entry levels and faster advancement opportunities, it is essential that HR works closely with the financial department to revise and adjust salary budgets. This includes planning for future salary costs and anticipating the financial impact of faster wage increases.
   
• New pay scales for specialist roles: higher pay scales have been introduced for critical roles. This change ensures that specialist knowledge and experience are appropriately rewarded, which is essential for retaining expertise in the sector.
   
• Communication and support: to inform employees about the changes in the pay structure, it is important that HR establishes a communication plan. Employees need to understand how the new pay scales work, what their advancement opportunities are, and how this affects their career within the organization.

In addition to the direct adjustments in pay scales, the new collective labor agreement includes agreements on a sustainable pay policy. This policy aims to ensure fair wages for all employees and considers the cost of living and market developments.
 

• Automatic inflation adjustment: a key new measure is the automatic adjustment of wages based on inflation. This prevents employees from losing purchasing power and ensures that wages remain in line with economic reality.
   
• Periodic reviews: the pay and job structure will now be periodically reviewed to ensure it continues to align with changes in the sector and the broader labor market. This means there will be regular updates to keep the pay structure current and relevant.
   
• Flexibility in HR policy: with the regular updates of the pay and job structure, HR must ensure that the organization is flexible enough to quickly respond to changes. This may involve developing new procedures for salary adjustments, job changes, and internal communication.