A Clear and Regulatory Salary Scale for Collective Agreement No. 3238 – Water Services
As we approach 2025, the water services sector is facing significant changes in resource management and corporate regulation. Collective Agreement No. 3238, which primarily governs players such as Veolia, Suez, Eau de Paris, and the Société du Canal de Provence, now provides a precise framework for harmonizing employee compensation based on their level, experience, and training. The implementation of an updated salary scale, consistent with recent amendments such as the one dated April 30, 2024, allows public and private companies to establish a transparent salary policy, also facilitating the management of compensation compatibility with utilities. Knowledge of these minimums finally guarantees common ground between employers and employees in this strategic sector, within a context where water management is becoming a national and European priority. Discover our detailed salary scale, which will allow you to analyze salaries by position, sector, and experience. Optimize your compensation strategy and remain competitive in the job market.
Since the last amendment signed on April 30, 2024, the salary point rate in Agreement 3238 has been set at €1.24
This scale, which directly impacts employees’ minimum gross salary, is based on a precise calculation based on a number of points corresponding to the classification coefficient for each position. Regulations require the systematic scraping/lart-de-la-data-a-votre-portee-comment-le-web-scraping-peut-transformer-votre-entreprise/">application of these minimums, thus guaranteeing decent pay, in accordance with French law and European directives on fair pay in the utilities sector. Another fundamental point is compliance with the 35-hour week, as well as the possibility of increasing paid hours through premium overtime. The scale adapts in particular to differences in qualifications, between skilled workers, technicians, engineers, and managers, allowing for clear differentiation. It is in line with the logic of a sector that must combine competitiveness, cost control, and job attractiveness, particularly in the current context where water management is becoming a strategic issue for players such as Aqua France and the Syndicat des Eaux d’Ile-de-France.The minimum collectively agreed salary is €1,775.24 gross monthly for certain levels. An updated point value of €1.24.
Salary differences depending on classification (workers, technical and management staff, managers).
- Level
- Point value (€)
- Number of points
| Gross monthly salary as of May 1, 2024 (€) | Worker E11 | 1.24 | 11 |
|---|---|---|---|
| 1,775.24 | Executive J | 1.24 | 2,475 |
| 3,596.71 | Technician E21 | 1.24 | 251 |
| 3,116.24 | Employee E15 | 1.24 | 151 |
| 2,135.72 | Classifications and their impact on salaries in the utilities sector | In the water services sector, each position is classified according to several criteria that directly influence compensation. The 2024 salary scale primarily divides employees into three categories: manual workers, technical employees, and managers. Classification depends on several factors, such as the required level of knowledge, technical proficiency, autonomy, and responsibility. In practice, the pay slip must clearly state the coefficient, thus providing essential transparency in the face of inspections and controls. | For example, a technician at level E21, with sufficient practical know-how to perform several process steps in water treatment, can expect a higher gross salary than a basic manual worker, while still remaining in line with the official salary scale. The differentiation of levels is based on a precise grid, illustrated in the following table: |
Criteria
Level A (Basic)
Level B (Intermediate)
| Level C (Advanced) | Level D (Expert) | Knowledge | CAP (Certificate of Professional Qualification), experience | BEP (Certificate of Vocational Training), CQP (Certificate of Qualification for Professional Qualification) |
|---|---|---|---|---|
| BAC (Certificate of Vocational Training), CQP (Certificate of Qualification for Professional Qualification) | Bachelor’s degree, advanced experience | Skills | Simple, repetitive work | Varied assignments with procedures |
| Assignments with specific objectives | Design, coordination | Responsibility | Limited supervision | Performance under control |
| Autonomy in management | Strategic decision-making | https://www.youtube.com/watch?v=ZweHrjeokoc | https://www.youtube.com/watch?v=FCZSL_i3DG4 | Bonuses and allowances: a lever for promoting the water and utilities sector |
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An example of applicable bonuses in the sector:
Seniority bonus: up to €146.88 after 15 years, depending on the classification level.
Night shift pay: increased to 100% between 8 p.m. and 6 a.m.
Responsibility bonus for engineers and managers.
- Rules governing overtime and paid leave in the water services sector
- In the water sector, working time management must comply with strict standards, whether for overtime or leave. The schedule provides for an annual quota of overtime, generally set at 130 hours for small businesses with fewer than 20 employees, or 70 hours for those with larger workforces. These hours are paid with a 25% increase for the first eight hours, then 50% for the following eight hours.
- For leave, the agreement provides for two and a half days of leave per month, for a maximum of thirty working days. Exceptional leave is also granted in the event of serious family or personal circumstances, such as the death of a loved one or the birth of a child. Companies must respect a legal minimum of four days for marriage or civil partnerships, but the agreement also provides for more favorable exemptions, up to 12 days in the event of the death of a child. Leave Type
Details
Annual Leave
Approximately 30 working days, to be taken in one or more installments
| Exceptional Leave | Marriage, Death, Birth, Adoption |
|---|---|
| Family Event Leave | Duration varies depending on the event: from 2 to 12 days |
| Bereavement Leave | In the event of the death of a loved one, up to a minimum of 12 days |
| Changes for 2025: Salaries, Classifications, and Social Rights in the Water Sector | The ongoing revisions brought about by the utility sector amendments, particularly those of April 30, 2024, allow for an increase in minimum wages beyond 2024. This change aims to retain talent, better promote technical skills, and strengthen staff loyalty. The salary scale is also adapting to the growing importance of public water services, particularly with the emergence of players such as Aqua France and the new regional entities of the Île-de-France Water Syndicate. |
| Furthermore, job classification is becoming increasingly precise, with the creation of new levels for specialized technicians and the introduction of a “managerial-level” category for experienced technicians. Residence in areas with high levels of private or public companies, such as Eaux de Marseille or the Société du Canal de Provence, also influences the salary and benefits policies of various organizations. | Social benefits are also increasing with the increased implementation of continuing education programs, VAE (validation of prior learning), as well as a strengthened pension plan including death, disability, and essential healthcare coverage. |
Frequently asked questions about the salary scale under agreement 3238 and its implications in 2025
What is the minimum gross salary in the water sector in 2025?
The minimum wage under the agreement for 2025 is set at €1,775.24 for an entry-level position, with progressive scales based on classification. The value of the point remains at €1.24, allowing for a gradual adjustment of compensation based on the old and new classifications.
How to understand an employee’s coefficient in this agreement?
Plus d’informations sur la grille de salaire de la convention 3232
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The coefficient, mentioned on the pay slip, indicates the precise classification of the position, determining the minimum gross salary. It is an essential reference for verifying compensation compliance, particularly with the official salary scale published each year.
Are bonuses and overtime mandatory?
Yes, these elements are an integral part of compensation in the water industry. The agreement provides for increases for hours worked beyond the legal framework, as well as for shift work or difficult working hours. Their application ensures fair and motivating compensation.
Do employees of companies like Saur or Veolia receive specific benefits?
In addition to the minimums set by the agreement, these companies may offer additional bonuses or profit-sharing schemes. Their salary policies may also differ in terms of pension plans or training, always in accordance with the collective agreements. For further information, please consult the official schedule via this link dedicated to collective agreement 3215 or download the updated text of the collective agreement.
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