Salary scale for agreement 3163 – Distance selling – Kevin Grillot

The Salary Scale for Collective Agreement 3163 in the Distance Selling Sector: An Essential Guide for Human Resources in 2025

In a constantly evolving environment, where e-commerce is becoming the norm for many French companies, salary management is more strategic than ever. Collective Agreement 3163, which governs distance selling, is adapting to the current economic context to ensure fair compensation that complies with regulatory requirements. Kevin Grillot, an expert in commercial negotiation and human resources management, highlights the new features introduced in 2025, including the new salary scale applicable in this dynamic sector. This article provides a detailed overview of this scale, its scraping/lart-de-la-data-a-votre-portee-comment-le-web-scraping-peut-transformer-votre-entreprise/">application criteria, as well as essential tools for optimizing salary management in your e-commerce business. A precise understanding of the scales will not only ensure legal compliance, but also motivate and retain talent in a rapidly expanding sector. We also focus on the need for appropriate professional training and the impact of these new rules on the distance selling sector.

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In-depth study of Convention 3163: context and developments in 2025

As we enter 2025, collective bargaining agreement 3163 continues to be a central benchmark for all companies operating in the distance selling sector. Signed on June 29, 2023, by the Professional Union of Distance Selling Companies (UPECAD) and several employee unions, this agreement reflects the sector’s commitment to modernizing its practices and strengthening legal security for employers and employees. It adapts the salary scale to the demands of a constantly changing market, particularly in the face of the growth of e-commerce, which is reaching new records every year. The implementation of this new scale, effective September 1, 2023, is part of a process of balancing competitiveness, attractiveness, and social justice. It is imperative for human resources to be fully aware of these developments to ensure effective salary management, taking into account both sector-specific characteristics and legal requirements. The main features of this development include:

Setting minimum salaries by professional category, based on qualification level

• Harmonization with the 2024 minimum wage, set at €1,801.80 gross monthly
• Adjustments to meet new expectations in commercial negotiations
• Strengthening salary management through tailored professional training
• This specific context requires constant monitoring by employers to avoid any discrepancy between regulations and internal practices. A thorough understanding of the salary scale helps limit the risk of litigation while fostering a motivating corporate culture.

Discover our comprehensive salary scale that helps you understand the pay levels in your sector. Get accurate and transparent salary information to better negotiate your compensation and plan your career.

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The salary scale in the 3163 collective agreement is based on a precise classification, aimed at ensuring internal equity while respecting legal minimums. It is structured around several fundamental criteria, allowing for clear differentiation based on employee position, qualifications, and experience. This approach also facilitates negotiation within the e-commerce sector, where competition for qualified profiles remains fierce.

Here are the key elements of this scale:

Categorization by profession and level: Represented by codes assigned to each position (worker, employee, supervisor, technician, manager), this classification facilitates administrative management and negotiation. For example, a supervisory technician in distance selling has a specific scale adjusted compared to an entry-level supervisor. Qualification Levels

1. : Depending on their experience and training, employees are classified into different categories such as entry-level, advanced, senior, or multi-skilled. The salary scale adapts to this hierarchy to encourage skill development. Guaranteed Minimums
2. : Each position has a minimum gross salary that must be met, with possible increases based on seniority, professional development, or sales performance. To better visualize these differences, here is a summary table of the job categories and applicable scales:
3. Job Category Level

Minimum Gross Salary (in €) / Month

To ensure consistent scraping/lart-de-la-data-a-votre-portee-comment-le-web-scraping-peut-transformer-votre-entreprise/">application, it is essential that each HR manager has a thorough understanding of the salary scale and its links with human resources management. The key lies in careful management of the constituent elements: professional training, seniority, skills development, variable compensation, and adjustments related to commercial negotiations. The 2025 context sees a strengthening of continuing education, essential to support skills development in remote selling.

Professional training:

Following technological developments and the evolution of the sector, it is essential to integrate specific training related to sales negotiation, customer management, and CRM tool management into the HR strategy.

Seniority monitoring:

• The rule is that each year of seniority results in an automatic increase or a specific revaluation, according to the scale in effect in the collective agreement. The importance of commercial negotiation
• : Since negotiation skills are central to commercial success, salary management must also take into account performance-related variables or bonuses. Proactive human resources management
• : Regular analysis of the gap between actual and guaranteed minimum salaries, as well as supporting employees in developing their skills, ensure dynamic and motivating management. Ultimately, optimal management relies on a detailed understanding of the salary scale, integrated into an ethical and effective HR development policy. Furthermore, the digitalization of human resources now offers tools to simplify management, particularly through dedicated platforms.
• Legislative changes and their impact on the salary scale in 2025 The legislative context for 2025 confirms the need for full compliance of the salary scale with the new regulations. Several key elements have been updated to address the social and economic challenges of the mail-order sector, particularly related to the increase in the minimum wage and the improvement of training programs. The main legislative changes concern:

The increase in the minimum wage to €1,801.80 gross per month from November 2024, directly impacting the minimum wages.

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New rules on the management of performance-related bonuses and incentives, in compliance with European directives on pay equity.

Better consideration of seniority and skills in determining salaries, through harmonization with national regulations.

Strengthening of vocational training programs to support skills development, further supporting the sector’s adaptability to digitalization.

• To navigate this environment effectively, all HR managers must ensure regular updates to pay scales and clear communication with employees. Transparent compensation management is a powerful motivational lever, particularly in the competitive e-commerce sector.
• Strategies to Optimize Salary Management in the Distance Selling Sector in 2025
• To cope with increased competition in distance selling, companies must rethink their human resources management and salary strategies. The goal remains to attract, motivate, and retain expert profiles while controlling the financial impact.
• Here are some key strategies:

Integrate continuing education

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: Offering specific training programs such as Sales Negotiation and Salary Management helps improve performance and leverage internal skills.

Implement a variable compensation policy

: Target-based bonuses, loyalty bonuses, or performance indicators are preferred to boost sales performance. Adopt proactive management:

1. Regularly check that salaries comply with the salary scale and adjust them based on experience and training completed. Use digital tools:
2. Payroll management platforms, automated tracking, and accurate reporting help optimize salary management and limit errors. Reward skills development:
3. In conjunction with professional training, promote salary progression alongside experience acquired in the sector. The sales sector, particularly in e-commerce, is evolving rapidly. Digitalization and specialized professional training play a crucial role, as does the ability to negotiate effectively to satisfy both employees and employers.
4. FAQ: Everything you need to know about the salary scale for Agreement 3163 in 2025 How are the guaranteed minimums determined under Agreement 3163?
5. Guaranteed minimums are set according to professional category, qualification level, and seniority. They are updated regularly to reflect increases in the minimum wage and sector-specific negotiations. What is the difference between the salary scale and the actual salary paid?

The salary scale establishes a legal and contractual minimum. However, the actual salary must also take into account individual negotiations, bonuses, and internal company policy.

What are the challenges of salary management for the Distance Selling sector?

The goal is to ensure legal compliance while motivating employees, retaining talent, and remaining competitive in the face of the growing e-commerce sector. Mastering the salary scale, coupled with ongoing training, is essential for success. How does professional training impact salary management?

It helps improve skills, increase employee value, and justify salary increases. Continuing education is now a strategic lever in human resources management.

Écrit par

Kevin Grillot

Consultant Webmarketing & Expert SEO.

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