Salary scale for agreement 3320 – Agricultural businesses – Kevin Grillot

Understanding the Salary Scale for Agricultural Businesses under Collective Agreement 3320 in 2025

In the agricultural sector, employee compensation is a key element in ensuring sustainable agriculture, combining respect for the land, livestock, and employee well-being. Collective Agreement 3320, covering agricultural businesses, sets a precise framework for minimum wages, based on a salary scale developed to ensure fair compensation. In 2025, faced with the challenges of a skilled labor shortage and growing demands for working conditions, it is crucial for all agricultural employers to master this framework. Implementing an appropriate salary scale, consistent with the classification of agricultural jobs, helps reassure agricultural employees while complying with legislation. This approach also helps strengthen motivation, retention, and the attractiveness of agricultural professions, essential for the transition to more responsible and environmentally friendly agriculture. So, let’s get a detailed understanding of the impact of this scale on each job on a farm, from agricultural technician advisors to family caregivers.

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The foundations of the salary scale in Convention 3320 – Agricultural businesses in 2025

The salary scale consists of a mechanism that distributes, according to different levels, the minimum amount of remuneration that all agricultural workers must receive. In 2025, this scale is based on a precise classification of jobs, ranging from entry-level employees to experienced technicians or agricultural managers. It is automatically adjusted during each revision of the minimum wage (SMIC), which in 2023 is set at €11.52 gross per hour, or approximately €1,747.20 gross per month for 35 hours. The main provisions of Convention 3320 ensure that every agricultural worker, whether a worker, supervisor, or technician, receives remuneration that at least meets these minimums. The national agreement is surrounded by specific rules, particularly regarding responsibility, autonomy, and technical expertise. In practice, the scale also allows for compensation to be adjusted according to experience, qualifications, and socio-professional category, which helps to clearly define the agricultural profession in all its diversity, from the simple worker to the consulting agronomist. Level

To determine the salary level for each job, several essential criteria are taken into account:

Technicality:

• Level of specific skills required to practice the agricultural profession, such as soil or livestock management. Autonomy:
• Ability to make decisions within the framework of assigned responsibilities. Responsibility:
• Compliance with standards and economic issues related to the operation. Management:
• Ability to supervise a team and organize work. Interpersonal skills:
• Interaction with partners, customers, or other employees on the farm. This classification system ensures fair and motivating compensation, while promoting the diversity of agricultural professions.

How to apply the salary scale on your farm in 2025

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For effective implementation of the scale in your agricultural business, several simple but essential steps must be followed. The first is to analyze each job in order to assign it a coefficient based on its actual duties. Then, the coefficient value must be determined based on the corresponding hourly rate, adjusted with each revision of the minimum wage. Since transparency is essential, it is advisable to document this classification, discuss it with each employee during a professional interview, and regularly reassess their position.

Key steps for practical scraping/lart-de-la-data-a-votre-portee-comment-le-web-scraping-peut-transformer-votre-entreprise/">application

Precise identification of jobs and duties: Use job descriptions, evaluations, or direct discussions with agricultural employees.

1. Clear definition of classification criteria: technical skills, autonomy, responsibility, management, interpersonal skills.
2. Assignment of a coefficient: Based on the current salary scale, each job is assigned a specific level. Calculation of minimum wages: Apply the corresponding hourly rate to ensure consistent or higher pay.
3. Transparent communication with employees: Explain the criteria, career opportunities, and benefits associated with their employment.
4. This approach is part of a fair approach, essential for strengthening loyalty and motivation within the farms and livestock sectors, while meeting the requirements of the leading agricultural union.
5. Discover our complete salary scale to better understand the pay scales in your sector. View salary data by position, experience level, and location to optimize your career and salary.

The Impact of the Salary Scale on Different Categories of Agricultural Employees in 2025

Minimum salary (€ gross/month)

Social and fiscal impact

One of the objectives of a well-designed salary scale is to promote the agricultural profession, often perceived as a sector undergoing rapid change toward sustainable agriculture. Fair pay, based on a clear classification, sends a strong signal to young people wishing to enter the agricultural and livestock sectors. It also encourages employers to evolve their practices by offering continuing education and rewarding career paths.

Levers for attracting new profiles

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Gradual salary increases to recognize seniority.

Easier access to professional training and support from an agronomist consultant.

Offer benefits linked to performance or responsibility.

• Highlight the possibility of progressing toward positions requiring responsibility through a transparent salary scale.
• Enhance the image of the profession by highlighting its environmental challenges and its benefits to society.
• Would you like to explore this approach further? Discover the different salary scales for the 3320 or 3098 collective agreement, available at
• this link
• . Discover our detailed salary scale that helps you understand the different compensation levels in your sector. Optimize your compensation strategy and ensure salary transparency within your company.

Legal obligations and advice for complying with the salary scale in 2025 Compliance with the salary scale, particularly in the context of sustainable agriculture, should not be considered a mere formality. Legislation in 2025 requires every employer to verify compensation compliance annually, particularly when preparing pay slips. Failure to comply may result in administrative and civil penalties of up to three years’ fines or damages in the event of a dispute.Key points to ensure compliance

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Use payroll management software that complies with current standards (e.g., Payfit).

Communicate with employees about their progress and classification.

Periodically verify that compensation remains compliant, particularly during revisions to the minimum wage or sectoral agreements.

• Consult a lawyer specializing in employment law if in doubt, to avoid any legal disputes.
• Strict compliance promotes sound management in agricultural businesses and reassures employees committed to a socially and environmentally responsible approach.
• Frequently asked questions about the salary scale for agreement 3320 – Agricultural businesses in 2025
• What is the difference between the salary scale and the minimum wage?
• The salary scale is specific to agreement 3320 and includes several levels corresponding to job classifications, while the minimum wage constitutes the national legal minimum wage set annually. The salary scale guarantees compensation above or equal to the salary scale, adapted to each agricultural profession.

How can the scale be adapted to an existing farm?

Existing jobs and tasks must be analyzed, a coefficient assigned to them based on the classification, and then compensation adjusted accordingly. Transparency and communication with employees are essential for successful implementation.

What are the risks of non-compliance with the scale?

Non-compliance exposes employees to civil, criminal, and administrative sanctions, including fines, labor court action to recall wages, or termination of contracts due to non-compliant pay.

Can an employee be paid below the scale?

No, the law imposes a legal and contractual minimum. Any payment below this level constitutes an offense and may result in penalties. The scale should be considered the minimum framework; however, compensation can be higher if the employer so wishes.

How can I stay up-to-date with changes to the salary scale?

The use of payroll management software, combined with regular regulatory monitoring, helps ensure compliance with minimums and the scraping/lart-de-la-data-a-votre-portee-comment-le-web-scraping-peut-transformer-votre-entreprise/">application of any updates to the agricultural agreement.

Écrit par

Kevin Grillot

Consultant Webmarketing & Expert SEO.

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