At the sessions of the competent bodies of representative trade unions, held on 8 May in Zagreb, the completion of another extremely demanding cycle of collective negotiations in the INA Group was analysed and decisions were made on the signing of collective agreements.
From the very beginning, the negotiations were difficult, lengthy and marked by external influences and large differences between the union's demands and the employer's offer. The very fact that more than six months have passed from the trade union initiative to the beginning of negotiations shows the attitude of the Management towards workers and social dialogue.
Instead of conducting talks in a timely and responsible manner, representative trade unions had to further convince the Management Board that the negotiations had nothing to do with court proceedings and other events in the past period, which were a consequence of the activities of non-representative trade unions.
The employer's first offers were far below the expectations and minimum real needs of workers in today's economic circumstances. In February, only a two percent increase in the basic monthly salary was offered, with a differentiated approach according to work performance (an increase only for selected ones, according to the criteria set by the employer, without IMS and IVS). The offer for IMS was designed in such a way that only workers (sellers) whose salaries are below the minimum wage will be raised to 1,060.00 euros, and for workers whose salaries are higher than that amount, the employer did not propose an increase. For MPM managers, a differentiated approach according to work performance would be applied.
There was no financial offer for IVS. To the negotiating committee of the trade union, such an approach and the employer's proposals were absolutely unacceptable and were completely rejected.
The March offer for INA Group, increased by one percent according to the same principles of increase according to work performance, did not represent a serious response to the position of the union's negotiating committee, so this proposal was rejected as well. Instead of understanding the position of workers (rising cost of living and inflation), the meetings were marked by presentations by the employer on business difficulties and regulated prices.
During the negotiations, the trade unions clearly insisted on the protection of all groups of workers and did not agree to attempts to divide workers according to the criteria of work performance in INA Group. We especially insisted on:
When it became clear that the employer had no intention of seriously accepting the workers' demands, the trade unions turned to the Minister of Economy and the Supervisory Board of INA, expecting the owner's responsibility and involvement in solving the problems of employees. Unfortunately, there was no reaction. This has once again confirmed that workers and their representatives remain alone in the fight for decent working conditions and adequate income. During the negotiations, the negotiating committee of the trade unions clearly and unambiguously stated that without an improvement in the offer, the negotiations will be terminated.
Despite strong pressures and the constant threat of interruption, at this point, given the current circumstances, the maximum of what is possible has been achieved:
For INA d. d., TRS, STSI, LUBRICANTS, CROSCO, HOSTIN, PLAVI TIM — with application from 01/05/2026
Salary increase:
Increase of the hot meal up to the maximum non-taxable amount: hot meal +33.64 EUR, i.e. increase from 66.36 to 100 EUR net.
Increase in supplements:
The redesign of the existing seniority allowance into a "loyalty bonus" in 2027 — instead of the current calculation (paid in January 2026), the following ranges are introduced:
| Years of uninterrupted service in INA Group | Amount (gross 1) |
|---|---|
| 0 – 4 | 0 € |
| 5 – 10 | 430 € |
| 11 – 15 | 690 € |
| 16 – 20 | 950 € |
| 21 – 45 | 1.120 € |
One-off payment in January 2027: the first four months in proportion to the old calculation method, the remaining eight months in proportion to the new calculation method.
Calculation example (gross salary 1,700 EUR, 16–20 years of service, 6%):
| Model | Amount / months | Total |
|---|---|---|
| Current model (4 months) | 102 €/month. | 408 € |
| New model (8 months) | €79.17/month | €633.33 |
| Total payment | €1,041.33 |
For IVS — with effect from 01/05/2026
For workers who are not firefighters:
For workers who go under the Ordinance on Firefighting:
For IMS — with retroactive application from 1.1.2026.
The application of the increase for existing workers is calculated on the amount of the contracted salary as of 31.12.2025: for auxiliary workers, the current salary is increased by EUR 70 gross, and for all other IMS workers by EUR 80 gross.
| The current UBP. | New UBP |
|---|---|
| 980 + 70 | 1.050 € |
| 980 + 80 | 1.060 € |
| 1.070 + 80 | 1.150 € |
| 1.220 + 80 | 1.300 € |
MPM Manager: the current salary is increased by €80, and is additionally increased by 14 percent.
| The current UBP. | New UBP |
|---|---|
| 1,220 + 80 = 1,300, +14% | 1.482 € |
| 1,326 + 80 = 1,406, +14% | 1.603 € |
| 1,414 + 80 = 1,494, +14% | 1.703 € |
| 1,530 + 80 = 1,610, +14% | 1.835 € |
To all IMS workers: a hot meal +33.64 EUR, i.e. an increase from 66.36 to 100 EUR net. Implementation of a hot meal in IMS from 01/08/2026.
Although the progress achieved is the result of the trade union struggle and the determination of representative trade unions, we remain dissatisfied with the fact that both employers and owners consider such increases appropriate in times of record cost of living, high inflation and increasing pressure on workers. That is why we will not stop, but we will insist that new negotiations begin in mid-September and that they must be completed by December 1, 2026. Our goal remains the same, and that is the fight for fairer wages, better working conditions and greater respect for all INA Group employees.
