Salary scale for agreement 3156 – Waste activities – Kevin Grillot

The Fundamentals of the Salary Scale for Collective Agreement 3156 – Waste Activities in 2025

In a constantly evolving sector where environmental challenges have intensified, Collective Agreement No. 3156 governing waste activities occupies a strategic position. With the rise of players such as Suez, Veolia, and Derichebourg, waste management is no longer limited to simple collection, but also encompasses innovative recovery and treatment approaches. Regular updates to salary scales reflect these changes, providing a clear framework for employers and employees. In 2025, the recognition of work in this field goes beyond simple compliance with regulations: it becomes a lever for attracting qualified professionals in the face of fierce competition from groups such as Coved, Eco-Emballages, and Recycling Services. Understanding salary scales, coefficients, and the value of points is essential to understanding the balance between compensation and responsibilities. As the promotion of the circular economy intensifies, knowing the precise salary scale becomes strategic for any company concerned with retaining its staff while meeting its obligations. This complex context makes analyzing this agreement a key issue for the sector, especially in a context where regulatory, financial, and environmental requirements are converging to transform waste-related professions.

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Scope and specific issues of agreement 3156 in 2025

Collective bargaining agreement No. 3156, initially signed in 2000 and revised several times, covers all activities related to waste management. Its scope extends to many players in the sector, from multinationals like Veolia and Suez to local SMEs such as Groupe Charles André. It covers the collection, sorting, treatment, recovery, and decontamination of all types of waste: household, industrial, or special. The standard’s unique feature lies in its adaptability to a sector where environmental sensitivity influences every step. Companies must comply with minimum wages set out in the salary scale, as well as requirements relating to safety, personal protective equipment, and working conditions. The growth of the sector, combined with investments in technology, increases the need for employers to master these rules. For example, companies like Coved and Eco-Emballages must ensure optimal conditions for their employees assigned to hazardous waste management or the repair of specific equipment. The inclusion of these issues in the salary scale demonstrates their strategic importance for competitiveness and regulatory compliance.

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Compensation levels in 2025: a clear framework for all stakeholders

The basis of remuneration in the waste sector is based on a scale structured into coefficients, which directly links the position, qualifications, and seniority of employees. The value of the point, set at €18.30 in 2024, will change in 2025 to better reflect inflation and the economic context. It serves as the basis for calculating minimum gross wages, based on the coefficient specific to each position. For example, a Level I collection operator, with a coefficient of 1100, must receive a minimum of approximately €1,830 gross for 151.67 hours per month. These minimums guarantee employee protection, while leaving room for negotiation specific to each company. Regularly reviewing the scales also encourages loyalty and attractiveness by guaranteeing a level of remuneration consistent with responsibilities and the economic context. The table below summarizes the salary scale for 2025, including the projected increase in the point and the major coefficients:

Revision of the point value and impact on employee compensation

The annual review mechanism for the point’s value is a key lever for adjusting compensation to economic fluctuations. In 2025, this value will evolve to keep pace with inflation, particularly in a sector where employee skills development is essential in the face of the ecological transition. The latest update, in early 2024, raised the point’s value to €18.30, reflecting a 2.6% increase compared to the previous year. Such an increase directly impacts the calculation of minimum wages, while strengthening recognition for work performed. For an employer, this means an automatic revaluation of base salaries, as well as bonuses and allowances related to responsibilities or risks incurred. The increase in coefficients, combined with the valuation of the point, creates a favorable dynamic for experienced employees or those in positions of responsibility. Finally, this revision is part of a corporate social responsibility approach, where salary recognition must keep pace with changes in environmental and regulatory issues. Managing this evolution is essential for effective social dialogue and ensuring talent retention in a competitive sector.

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Focus on the salary of a technician in the waste sector

Technicians play a key role in implementing processing, sorting, and recovery operations. In 2025, their salary scale is clearly defined, with an average coefficient set at 1,170, allowing for a minimum gross salary of approximately €2,025 for 151.67 hours. Skills development, particularly in sensitive areas such as hazardous waste management or facility maintenance, makes it possible to envisage faster salary increases for these profiles. Large companies such as Smiresh or Sécurité Environnement must ensure compliant compensation, particularly to attract qualified talent capable of managing the challenges of the ecological transition. The salary scale, such as that of Recycling Services or Coved, provides a solid basis for upward negotiation, based on seniority or specialization. Beyond the simple amount, compensation often includes bonuses linked to performance, involvement, or safety, thus reinforcing the attractiveness of these positions. On the Kevin Grillot website, you can view concrete examples of the salary scale of a young employee in the fast food industry, to better compare with sectors such as waste management.

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Responsibilities and bonuses associated with waste management jobs in 2025

Waste management jobs are not limited to technical tasks. They often involve significant responsibilities in terms of safety, environmental protection, and team management. Employees may benefit from specific bonuses related to arduous work, safety, or occupational risks. The agreement also defines seniority bonuses, which encourage loyalty while recognizing experience acquired over the years. The overall compensation is therefore based on a base salary, supplemented by various allowances or bonuses that vary depending on the category and seniority. To better understand, here’s a summary of the possible bonuses and allowances:

• Hardship bonus for dirty or dangerous work
• Seniority bonus after 10, 15, 20, or 25 years of service
• Travel or meal allowance for off-premises work
• Team spirit or responsibility bonus

The challenges of changing salary scales in 2025: retention and competitiveness issues

With the rise of business activities, competition between companies is becoming more intense. Large groups like Groupes Charles André and Coved must rely on an attractive salary policy to attract and retain talent. Improving salary scales, incorporating bonuses and benefits, must meet several objectives: rewarding seniority, promoting versatility, and taking into account the skills development linked to the ecological transition. Building loyalty also requires transparency regarding salary increases and clear communication regarding investments in the sector. Furthermore, competition from related sectors, such as the Gennevilliers paper mills or Veolia’s green logistics, requires a rethinking of compensation in all its forms. In 2025, the priority is to build a coherent salary strategy capable of attracting both recent graduates and experienced employees. Regularly updating the salary scale, reinforced by social negotiations, is a major lever for ensuring stability in the sector while complying with its regulatory obligations. Discover our detailed salary scale to adjust your expectations and better understand compensation in your sector. Access precise salary information to maximize your career potential.

What is the minimum wage in effect in 2025 for an employee in the waste sector?

• The gross minimum wage for 151.67 hours, for a base coefficient, is set at approximately €1,930, in line with the anticipated increase in the value of the point. How does the annual review of the value of the point impact employees’ purchasing power?
• The revaluation of the point ensures an automatic salary increase, which helps maintain or even improve purchasing power in a context of moderate inflation. What bonuses can supplement the salaries of industry players?
• Hard work, seniority, and travel bonuses, as well as bonuses linked to performance or local safety. How do I understand the coefficient scale for my position?
• Each position is associated with a specific coefficient that determines the minimum salary, based on responsibility and experience. Are there any differences in compensation based on location or company size?
• Yes, adjustments may be made based on the region, contract profile, or specific internal policies, particularly in groups such as Security Environment or Recycling Services.

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Kevin Grillot

Consultant Webmarketing & Expert SEO.

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