Salary scale for agreement 3153 – Social and family tourism – Kevin Grillot

Understanding the 3153 Collective Agreement Salary Scale in the Social and Family Tourism Sector in 2025

The social and family tourism sector has been undergoing constant change for several years, particularly in terms of employee compensation. In 2025, this trend continues, with particular attention paid to regularly updating salary scales, particularly through amendments negotiated by social partners. Collective Agreement 3153, which governs these activities, introduced a new salary scale as of January 1, 2025, to better reflect the economic reality while ensuring optimal protection for employees. This salary scale, essential for minimum wage deductions, allows for the harmonization of practices within the various companies in the sector and ensures fair compensation at every level of responsibility. Industry players, including giants like Pierre & Vacances and Vacances Bleues, as well as smaller organizations like Auberges de Jeunesse and Cap’vacances, must ensure strict compliance with these scales. The 2025 update comes at a time when competition, particularly with players like Voyages-sncf.com and Havas Voyages, is pushing for better recognition of employee work. A clear understanding of this scale is essential for any professional in social and family tourism, in order to be fully aware of their rights and salary development opportunities.

Discover everything you need to know about the salary scale, including its definitions, its importance for employers and employees, and tips for negotiating your salary based on this scale.

→ À lire aussi Salary scale for agreement 3136 – Broadcasting – Kevin Grillot Uncategorized · 15 Jul 2025

The new 2025 salary scale is based on a precise hierarchy, ranging from level A1 to G3, with guaranteed minimum monthly gross salaries in euros for 35 hours. These levels are essential for determining the amount an employee can earn based on their responsibilities, training, and experience. The table below summarizes the minimums applicable to each level:

Level

It is important to note that these minimums constitute the legal basis, and many employers are required to offer higher salaries to attract or retain employees. Furthermore, these minimums are regularly adjusted to keep pace with inflation and economic developments, as seen in recent years with notable increases in 2023 and 2024. As a result, if you work in the sector, it is essential to check your pay slip to confirm your level and, by extension, your guaranteed minimum salary. Discover our comprehensive salary scale guide, an essential tool for understanding and evaluating salaries in your sector. Learn how to navigate the different salary scales and optimize your compensation.

Responsibilities by Level and Their Impact on Compensation in 2025

→ À lire aussi Salary scale for agreement 3215 – Automotive services – Kevin Grillot Uncategorized · 20 Jul 2025

Levels A1 to B1:

Assistant or entry-level positions, such as receptionists, administrative employees, or junior activity leaders.

• Levels C1 to D1: Intermediate responsibilities such as supervisors, experienced activity leaders, or technical staff.
• Levels E2 to F2: Management or front-line management positions, such as activity managers or team leaders.
• Level G3: Management or strategic management positions, sometimes including the management of major structures or projects.
• This classification has a direct impact on compensation, as does the scope of responsibilities or the complexity of the assignments. For example, in a city like Nice or Marseille, D1 level activity leaders can earn a salary higher than the national average, given the cost of living. Advancement through these levels depends not only on seniority but also on continuing education and acquired skills, which encourages a dynamic of stimulating career development in 2025. Examples of jobs and their classifications

Here are some concrete examples to better understand:

Entry level activity leader at A1 or B1 level, often recruited by organizations such as Auberges de Jeunesse or Cap’vacances.

Activity manager at E2 level, often in holiday clubs or villages managed by ClubMed or Pierre & Vacances.

• Site director or project manager at G3 level, a sought-after position in large groups such as Vacances Bleues or Terres d’Aventure.
• Each of these examples illustrates the need to know your exact level to assert your rights, particularly during salary negotiations or when changing positions.
• Discover our complete guide to salary scales, which explains how salaries are determined, pay scales in different sectors, and the issues related to pay equity. Learn about market trends and best practices to optimize your compensation.

Classification criteria and their practical scraping/lart-de-la-data-a-votre-portee-comment-le-web-scraping-peut-transformer-votre-entreprise/">application in 2025

Level of qualifications: diplomas, specific training, or professional certifications.

Technical and professional skills: proficiency in specific tools or software, foreign languages, or leadership skills.

1. Managerial responsibilities: team leadership, project management, or activity coordination.
2. Complexity of assignments: tasks requiring autonomy, decision-making, or customer relations. When in doubt, consulting the collective agreement or official benchmarks will ensure that the classification is correct. Don’t overlook the importance of proper classification to optimize your compensation and negotiate your advancement. In 2025, the regular updating of these criteria by social partners will allow the salary scale to evolve in line with professional realities.
3. The role of social partners and negotiations on the salary scale in 2025
4. Negotiations surrounding the salary scale in the social and family tourism sector in 2025 are governed by ongoing dialogue between unions and employers. The collective agreement stipulates that the updating of minimum wages and classifications is part of a regular negotiation process. In 2025, these negotiations are taking place in a context where globalization, with benchmarks such as SNCF and Voyages-sncf.com, requires ongoing adaptation of the salary scales to maintain the attractiveness of the sector.

The social partners have also highlighted the need to integrate criteria related to quality of life at work, continuing education, and diversity into the negotiations. The aim is to ensure better recognition of professions while allowing for salary progression consistent with sectoral and economic developments. These discussions have led to amendments, such as Amendment No. 76 of November 2023, renewed in 2025, which specifies the applicable minimum wages and classifications to ensure equal treatment. Negotiation Challenges for Employees

→ À lire aussi Discovering the password hidden behind the asterisks: a practical guide Uncategorized · 31 May 2025

Obtaining raises in line with inflation and economic growth.

Ensuring that your classification accurately reflects your actual responsibilities.

Accessing training to advance to higher levels.

Taking into account bonuses and other benefits associated with certain positions.

• Employees must remain vigilant and regularly refer to official texts, particularly by consulting sources such as
• the hairdressing salary scale
• or
• for the management of company salary scales

. Collective bargaining thus remains an essential lever for increasing compensation in a sector as dynamic as social tourism in 2025. Salary Outlook for 2025 in the Social and Family Tourism Sector Following the salary scale update in 2025, the outlook for salary growth is moving toward gradual growth, influenced by economic and social progress. The importance of continuing education is reinforced to enable employees to advance to higher levels or take on greater responsibilities. Furthermore, certain sector trends, such as the integration of new technologies or sustainable development, offer career development opportunities. Employees who specialize in promising areas, such as eco-responsible project management or the digitalization of activities, are more likely to achieve higher compensation.Finally, staff retention is a priority for industry players. The implementation of bonuses, benefits in kind, or profit-sharing schemes could also contribute to better overall compensation. To further explore this, employees are advised to explore resources such as the sales and management salary scales in detail, in order to anticipate changes and optimize their career paths. FAQ about the salary scale in the social and family tourism sector in 2025

→ À lire aussi Netflix announces the worldwide release of the romantic K-drama starring Jisoo of BLACKPINK and Seo In Guk Uncategorized · 11 Jan 2026

What is the minimum wage applicable under collective agreement 3153 in 2025?

The gross minimum wage is €1,785.64 per month, corresponding to level A1, and varies according to the assigned classification level. Level G3 employees can expect to earn more than €3,200 gross per month.

How do I find out my classification level?

The level is indicated on your employment contract or pay slip. It must also appear in the official collective agreement scale. If in doubt, it is useful to consult human resources or the online sector reference system. What criteria influence classification and compensation?The main criteria are education, experience, responsibilities, and the complexity of the assignments. Foreign language proficiency or specific technical skills can also play a determining role.

What should I expect if my salary doesn’t meet the minimum wage agreed upon?

It’s advisable to check your pay slip and, if there’s a discrepancy, request back pay from your employer. A thorough understanding of the regulations, such as the salary scales in the collective agreement, makes this process easier.

Écrit par

Kevin Grillot

Consultant Webmarketing & Expert SEO.

Voir tous les articles →