Salary scale for agreement 3104 – Footwear industry – Kevin Grillot

Understanding the Salary Scale for Collective Agreement 3104 – Footwear Industry in 2025

In the footwear industry, Collective Agreement No. 3104 precisely regulates the minimum wage for employees. With constantly evolving markets and regulations, it is essential for employers and employees to fully understand the structure of this salary scale. In 2025, this regulation is adapting to new requirements regarding purchasing power and social standards. Because compensation reflects not only the employee’s qualifications but also their responsibilities and seniority, it is essential to understand it in detail. This salary overview, developed by Kevin Grillot, is part of a context where the fashion, quality, and competitiveness of shoes such as those from Geox, Salomon, and Mephisto require rigorous management of labor costs. Find out how this scale affects you and what you can expect from future developments. Discover our comprehensive salary scale, which helps you better understand compensation structures and evaluate salaries based on skills, experience, and industry.

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The salary scale of collective agreement 3104 applies to all employees working in the footwear sector, whether they are manufacturers, designers, or managers. It applies to those on fixed-term or permanent contracts, with a standard working time of 35 hours per week, or 151.67 hours per month. Its primary objective is to ensure a fair base of compensation, guaranteeing a minimum for each level of qualification.

What is the precise scope of this scale? It covers:

Production employees, such as those involved in shoemaking at Batsford or Bobby.

• Technicians specializing in bioproduction or industrial maintenance, essential to ensuring the continuity of manufacturing processes.
• Executives and quality or design managers at brands like Bulgari or Scholl.
• Employees in management or administration, particularly those responsible for inventory management or scraping/la-polyvalence-du-scraping-un-outil-mille-possibilites/">marketing at brands like TBS or Geox.
• To apply this scale, it is also necessary to be familiar with the founding principles: compensation must respect a certain relationship with the minimum interprofessional growth wage (SMIC). In 2025, the gross minimum wage will be €1,296 per month, subject to annual revaluation. The scale must therefore evolve in line with these adjustments, particularly through classification criteria by group and level. Employee Classification

Number of Points

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How can you accurately determine your level? Here are the main criteria used:

Level of Qualifications

: Diplomas, certifications, or specific training in footwear, fashion, or the biomedical industry.

1. Responsibility : Team management, quality or production responsibility.
2. Seniority : Length of service within the company or sector.
3. Job complexity: degree of autonomy, influence on production or product design. By combining these elements, each employee is assigned one or more groups, which determine their minimum salary. For example, a shoe operator at Lottusse or Mephisto, with long seniority, may aspire to a higher group, reflecting an above-average salary.
4. Discover our salary scale that helps you understand the salary distribution within your company. Learn how to establish fair and transparent compensation to strengthen employee motivation and engagement. Key elements of compensation: scales and levels according to collective agreement 3104

In 2025, the salary scale will be divided into several groups, each with a specific scale. This ensures transparency and fairness in setting salaries, while allowing the company room for discretion based on the economic context. Here is a simplified overview of the scale for 2025:

Points

Monthly Gross Minimum Salary

1A / 1B

Indexation to the minimum wage : When the minimum wage increases, the salary scale must be adjusted to remain consistent and avoid any deterioration in purchasing power.Automatic review in the event of economic fluctuations

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: If the economic context or sectoral conditions change, the joint committee can initiate an additional revaluation.

Integration of bonuses and benefits

: Additional salary benefits, such as seniority bonuses or performance bonuses, will also be automatically revalued.

• These adjustments guarantee greater flexibility and fairness, aligning compensation with economic reality while complying with French legislation. Discover our salary scale, an essential tool for understanding salary trends and evaluating compensation in your sector. Optimize your human resources management with clear and accurate information on salary levels. Specifics of the Increase for Permanent Site or Operation Contracts in 2025
• A key aspect of the 2025 salary scale is the allocation of a 5% increase for employees on permanent site or operation contracts. This increase aims to compensate for the specific nature of these contracts, which are often linked to large-scale projects or operations, such as the production of high-end shoes at Bulgari or Scholl. In concrete terms, this means that these employees receive a salary 5% higher than their base salary, while remaining within the legal and contractual framework. The increase applies to all groups, taking into account a minimum salary set by the scale. This allows companies to maintain motivation during one-off or high-workload projects.
• For more details, see this salary scale for hotels and luxury goods. Overtime and its revaluation in 2025

Assembly line or workshop work, such as at TBS or Salomon, often involves overtime. In 2025, these hours are strictly increased to ensure full compliance with employee rights.

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25% overtime pay for the first 8 hours of overtime.

50% for hours beyond this limit.

Hours worked on Sundays are entitled to a specific 25% overtime pay, or more on holidays such as May 1st, when the overtime pay would reach 100%.

Knowing that overtime pay must comply with the latest legislation, many companies, particularly those associated with the Scholl or Geox brands, are adapting their policies to remain attractive in the face of global competition. Additional rights related to compensation in 2025: bonuses, vacation time, and other benefitsConvention 3104 is not limited to basic salary alone. It provides a set of rights and benefits to make employment more attractive and equitable for all employees:

Bonuses

: seniority bonus, performance bonus, performance bonus linked to quality or productivity.

Exceptional leave

• : related to marriage, death, or birth, with specific durations and flexible periods.
• Relocation leave
• : with the right to two days for house hunting and two more for moving.

Severance pay

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: calculated based on seniority and position held, often more advantageous than the legal minimum.

Regardless of your position in the luxury footwear or leather goods industry, these rights strengthen employees’ ability to manage their personal lives while maintaining their professional stability.

• Steps to assert your rights and anticipate the 2025 update To ensure you receive the correct salary according to the current salary scale, you must follow a few essential steps. First, regularly check your pay slip to ensure that the calculation corresponds to that stipulated in the collective agreement.
• Then, contact the HR or payroll department if you have any doubts or any non-compliance. Some employees, particularly those in production or workshops at brands like Besson or Salomon, can also consult their staff representative or union to assert their rights. Finally, since changes to the salary scale are periodically updated, it is advisable to follow official communications. The Fédération des Industries de la Chaussure regularly publishes updates on their website, including this page dedicated to salary scale 3244.
• FAQs on the salary scale for collective agreement 3104 in 2025 What is the difference between the minimum wage and the SMIC in 2025? The minimum wage is set by the specific scale of Agreement 3104, often higher than the minimum wage (SMIC), but must comply with the latter below.
• How do I find out my salary group? Your group depends on your qualifications, responsibilities, and seniority. Consult your contract or ask your union representative.

Will overtime still be increased in 2025?

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Yes, it will still be increased by 25% for the first 8 hours and by 50% thereafter, in accordance with the rules of the agreement.

What additional benefits can I expect in 2025?

Seniority bonuses, performance bonuses, severance pay, exceptional leave… enhanced rights to recognize your commitment.

Does the scale evolve in line with the economy? Yes, indexation to the minimum wage and automatic mechanisms ensure adaptation to economic and social fluctuations.

Écrit par

Kevin Grillot

Consultant Webmarketing & Expert SEO.

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