A New Salary Scale for Agreement 3125 in the Telecommunications Networks Sector in 2025
In 2025, the telecommunications networks sector, including long-standing players such as Orange, SFR, Bouygues Telecom, and Free, will see its salary scales evolve in response to recent collective bargaining negotiations. The January 31, 2025 agreement, published in the BOCC, establishes adjusted guaranteed minimums and specifies the distribution by group, ranging from technicians to engineers, including managers. This applies to a multitude of companies, from giants like Altice to smaller organizations such as those employing employees at OXpact and Webedia. The new salary scale is part of a desire for harmonization, while leaving room for employers to adjust according to their economic situation. These changes have a direct impact on compensation and human resources management, particularly in companies such as Télécom SudParis and local operators. How is the 2025 conventional salary scale structured in the sector?
The 3125 salary scale framework is based on a clear classification, divided into several groups and thresholds, allowing each employee’s position to be assessed based on their responsibilities, seniority, and training. Each group has a minimum gross annual salary threshold in euros, which all telecommunications companies must respect, although they may add supplements or bonuses. The unique feature of this scale lies in its ability to adapt to various profiles: from skilled workers to technicians, engineers, and senior managers. The regulations specify that these minimums provide a basic salary, but companies like Webedia or Orange can, in practice, offer higher salaries, particularly to attract young talent or retain their employees in a highly competitive market. Group
Thresholds
| Minimum gross annual salary in 2025 (€) | Threshold A | Threshold 1 |
|---|---|---|
| 122,464 | Threshold 1 bis | 23,418 |
| Threshold 2 | 24,574 | |
| Threshold 3 | 25,834 | |
| Threshold B | Threshold 1 | |
| 123,564 | Threshold 1 bis | 24,340 |
| Threshold 2 | 25,353 | |
| Threshold 3 | 26,943 | |
| These thresholds provide a clear overview of the legal minimums, but in practice, salary increases can be observed, particularly in leading companies such as Bouygues Telecom or Numéricable. Differentiation by position is essential, with a progressive gradation. For example, an experienced R&D engineer may well exceed these minimums, while a junior technician will receive compensation close to these thresholds. To remain competitive, these companies are not hesitant to revise their pay scales beyond the minimums, based on their salary policy, their financial health, and the skills sought. Finally, this scale guarantees basic fairness for all, in a context of significant technological and structural changes in the sector. | What are the criteria for determining salaries in telecommunications in 2025? |
More than ever, compensation in the telecommunications network sector depends on several key criteria. Among the most decisive are the position held, the level of responsibility, experience, and specific training. In 2025, the trend is towards increasing recognition of engineers or technicians who have completed specialized courses such as those at Telecom SudParis or other recognized engineering schools. Length of service also plays an important role in the calculation, with progressive salary progression in line with the thresholds established by the collective bargaining agreement.
The exact position and responsibilities
The level of prior training
- Experience and seniority within the company
- Specific technical skills, particularly in networks or security
- The geographical location and size of the company
- For example, at Orange or SFR, an engineer with 10 years of experience in infrastructure management will be able to expect a salary well above the minimum wage, and may even benefit from specific benefits. The ability to advance to leadership positions or master rare skills are becoming strategic criteria for optimizing compensation. Transparency around these criteria allows employees to showcase their career paths, but also allows employers to attract and retain the most competitive candidates as 2025 begins.
- Salary Fluctuations: A Look at the Telecommunications Market in 2025
The telecommunications market in 2025 is marked by fierce competition between operators such as Bouygues Telecom, Free, and its subsidiary Altice. The battle to attract talent is forcing them to offer salaries above minimum wages, especially for technology and engineering profiles. Furthermore, the economic crisis or increased investment in 5G or fiber optics is forcing some employers to increase their salary scales. Upward or downward adjustments may also depend on local or sectoral conditions, particularly in less densely populated areas where profitability varies.
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Factor
Impact on salaries
| Increased competition | Increased minimum wages and bonuses |
|---|---|
| Investments in 5G and fiber | Specific increases for certain positions |
| Economic crisis or global context | Stabilization or reduction of salaries |
| Faced with these challenges, employees must remain vigilant regarding changes in their compensation. Regular monitoring, particularly by consulting salary scales or obtaining information from sector observatories, allows them to assert their rights and assess their market value. For employers, such as Webedia and other players in the sector, it is also important to adjust their salary policy to remain competitive without exceeding the desired profitability. | Main frequently asked questions about the 2025 salary scale in telecommunications |
What is the difference between the statutory minimum wage and the collectively agreed salary? The statutory minimum wage, generally set by the SMIC (French minimum wage), serves as a basic threshold. The collectively agreed salary scale, on the other hand, establishes more favorable minimums based on classification and seniority, which can exceed the minimum wage in the telecommunications sector. Companies must respect these minimums, but can also offer extra-salary benefits. How do I know which threshold applies to me in the 2025 salary scale?
The threshold is determined by your position and experience. Your pay slip should clearly indicate this, or if it doesn’t, you can consult your collective bargaining agreement or your company’s HR department. Thresholds are also accessible via specialized platforms or by contacting unions.
Will salary increases be guaranteed year after year? The majority of agreements provide for annual indexation, often linked to inflation or the Big Mac index, as planned for 2025. However, these increases remain subject to the financial health of each company and collective bargaining.
This rapidly changing sector requires constant adaptation of the salary offer. Whether you are an employer or an employee, it is essential to monitor these developments, hence the importance of regularly consulting news articles like those from Kevin Grillot, which offer detailed analyses of the collective bargaining salary scale. Transparency and negotiation remain more than ever at the heart of the sector’s challenges.
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