L‑GAV 2027‑2031: 41 hours, salary unchanged, Cumulus discount

Context

TL;DR

• New L-GAV for the five-year period 2027-2031
• Working hours from 43 to 41 with unchanged pay
• Cumulus: effective discount of 10% from January 1, 2027
• 100% of net salary for 90 days, then 80% of gross salary

Key facts

• Period → five-year period 2027-2031
• Cumulus → from January 1, 2027
• Working hours → from 43 to 41 hours per week with unchanged salary
• Coverage → employees with a working percentage below 20%
• Illness or injury → 100% of net salary for 90 days, then 80% of gross salary
• Spending → 10 points for every franc and an effective 10% discount
• Payroll → overall investment of 1.6%
• Adjustments → Food Retail up to 0.3%; other sectors up to 0.7%

The renewal of the Migros Group's National Collective Labour Agreement for the five-year period 2027-2031 was officially announced. The central new feature is the harmonization of employment conditions across the company: under the new L-GAV, the sectoral agreements previously applied in logistics, meat processing and the leisure sector will be superseded and abolished.

For a large group of employees, the stated effect is a reduction in weekly hours from 43 to 41, with no changes to the salary received. The text therefore links the reduction in hours to equal pay, without providing an individual quantification of the increase.

The new framework will cover the entire workforce, regardless of employment percentage. Even employees working less than 20% will benefit from the same guarantees and contractual conditions. In case of illness or injury, they will receive 100% of net salary for the first 90 days; thereafter, coverage will amount to 80% of gross salary.

Purchasing power and wage measures

From January 1, 2027, the program will award employees ten Cumulus points for every franc spent across the entire range of Migros-branded supermarkets and in the group's self-service restaurants. The benefit will translate into an effective 10% discount on purchases, provided through shopping vouchers.

For 2027, Migros has planned an overall investment of 1.6% of the total payroll, including specific increases for individual companies. For Food Retail, the nationwide allocation reaches up to 0.3%; for other sectors, the ceiling may reach 0.7%. Individual subsidiaries will independently communicate how the measures will be implemented. For a cross-border worker employed by a group company, this is the concrete scope that can be gleaned from the announcement: hours, salary, protections, spending and communication from the subsidiary. The text does not indicate locations, the number of workers involved or separate rules based on residence.

Operational details

The comparison for those who work in the group

Before and after, without conflating the different aspects

Before the new L-GAV, logistics, meat processing and the leisure sector were covered by specific agreements. The announcement describes their replacement and the adoption of uniform conditions company-wide. The correct comparison is therefore not only between the old and new number of hours: it also concerns the transition from sector-specific rules to a common framework.

The reduction from 43 to 41 hours is not presented as a universal measure for everyone. The source refers to a large group of employees. Therefore, a cross-border worker who works for Migros must interpret the application with reference to their own company and sector, without turning the general figure into an individual outcome that has already been defined. Pay remains unchanged for the group concerned.

The extension of guarantees to staff with an employment percentage below 20% broadens the contractual scope indicated in the announcement. The practical point here is the requirement described: according to the text, the employment percentage no longer excludes access to the same conditions. The same protection in the event of illness or accident is structured in two periods: 100% of net salary for the first 90 days and 80% of gross salary thereafter.

The Cumulus program should also be considered separately from the pay measure. It is presented as support for purchasing power: points accrue on the indicated purchases and the benefit comes in shopping vouchers. The investment of 1,6%, on the other hand, concerns the total payroll and includes the specific increases of the individual entities. In the text, it does not amount to an identical individual increase for everyone. Food Retail and the other sectors have different ranges, while the detailed implementation will be communicated by the subsidiaries.

For the cross-border worker reader, the scope must be kept narrow: the source does not mention Canton Ticino, the G permit, AVS, LPP, LAMal, withholding tax or double taxation. It therefore does not indicate any changes on these matters. The verifiable information remains the contractual information: hours, guarantees, spending and pay measures, with the level of detail deferred to the subsidiary.

Key points

The employee's operational checklist

Five steps to follow

1. Set the calendar. The new contract covers the 2027-2031 five-year period; for the Cumulus program, the date indicated is 1 January 2027. The source does not indicate any other individual deadlines, so the operational reference remains the one communicated by the group.

2. Identify the scope. Determine whether the employment relationship falls under logistics, meat processing, the leisure sector, Food Retail or the other company sectors. The new L-GAV supersedes the specific agreements for the first three sectors; the distinction also helps interpret the salary ranges indicated.

3. Wait for the communication from the subsidiary. The individual companies will independently and comprehensively communicate the implementation of the remuneration measures. This step connects the general framework to the situation of the individual employee, without adding percentages not reported in the announcement.

4. Compare working hours and protections. If you fall within the affected group, verify the reduction from 43 to 41 hours while maintaining the same salary. Also check access to the guarantees even with a working percentage below 20% and the sequence provided for illness or accident: 100% of net salary for 90 days, then 80% of gross salary.

5. Separate salary and spending. For 2027, note the overall investment of 1,6% of the total payroll, the allocation of up to 0,3% for Food Retail and up to 0,7% for the other sectors. For Cumulus, from 1 January 2027, consider ten points for every franc spent in Migros supermarkets and self-service restaurants, with an effective 10% discount in the form of shopping vouchers.

If you are a cross-border worker employed by a Migros company, this sequence allows you to read the communication without confusing the contract with matters not covered by the announcement. The source does not indicate forms, documents to submit or offices to contact: it is therefore not possible to derive any further procedure. The concrete step remains the independent communication from the subsidiary, to be compared with the conditions applicable to your employment relationship.

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Source: comozero.it