Salary scale for agreement 3063 – Foundry – Kevin Grillot

Understanding the 3063 collective agreement salary scale in the foundry sector in 2025

Collective agreement 3063, governing the foundry industry, reached a crucial milestone in 2025 with the update of compensation standards. Faced with the constant evolution of the market, technologies, and regulatory requirements, it has become essential for both employers and employees to understand the specifics of the salary scale. A subtle balance between legal minimum wages and economic realities, this scale embodies an essential framework for structuring employment in the foundry sector. It directly impacts the daily lives of metallurgists, skilled workers, and also managers, who must adapt to the new standards to maintain their competitiveness.

The salary scale constitutes an essential foundation for the legal framework for foundries in France. It specifies the minimum salaries applicable according to job classification, level of responsibility, and seniority. In 2025, this scale is based on several key principles:

Transparency

• : Each employee must know their exact compensation, which must comply with the legal minimums. Progressiveness
• : Salaries increase based on seniority and qualifications. Fairness
• : Avoid any unjustified disparity between employees. The scale must ensure fair compensation based on the task and position. Adaptability
• : Depending on economic changes, the scale must be able to evolve regularly, particularly to keep pace with inflation or technological innovations. In 2025, the salary scale also sets the criteria for determining whether a metallurgist is in a position to be paid above the minimum wage, notably through more favorable classifications for certain strategic professions in the foundry.

Classification Level

In a sector as sensitive as the foundry, strict compliance with the salary scale is essential. It not only ensures compliance with the legal framework but also ensures better management of industrial relations. The obligation to respect minimum social benefits prevents any collective or individual conflicts, while valuing employee compensation according to their contribution. The main challenges for employers concern:

Talent retention:

By offering attractive salaries in relation to the salary scale.

• Reducing disputes: By avoiding any reclassification or dispute of compensation.
• Adapting to reforms: Monitor legislative developments to avoid the risk of penalties or sanctions.
• Going further, mastering compensation standards is also essential to remain competitive in the international market. The salary scale must reflect the quality of the French foundry’s expertise and equipment, while being consistent with other collective agreements in the metallurgical sector. Analysis of metallurgist salaries: a benchmark for the foundry industry in 2025

Salaries in the metalworking industry occupy a central place within the 3063 agreement. In 2025, their evolution is part of a logic of constant revaluation to keep pace with inflation and recognize the specialized skills of workers and technicians. These salaries, often considered the market benchmark, are a key indicator of the compensation framework in the foundry industry.

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The main characteristics observed this year include:

A gradual increase:

In line with the consumer price index, certain salary categories have seen increases of 2 to 4%.

• Strengthened classifications: To clearly distinguish between levels of responsibility, particularly for middle management or technical expert positions.
• Regional disparities: The areas where foundries are historically located tend to offer higher salaries to attract local talent. Position
• Average Monthly Salaries in 2025 Changes Compared to 2024

Length of service

, which often warrants an automatic raise.

Scarce skills

• , such as mastery of new technologies or specialized software.Geographic location
• , which influences local competitiveness.A concrete example illustrates this dynamic: a metallurgist trained in boilermaking in 2025 will see their salary increase more quickly if they obtain additional certification, opening the door to higher-paying positions in the foundry industry.
• Discover our salary scale, an essential tool for understanding compensation trends in your sector. Explore the different salary ranges by position and experience level to better assess your value on the job market.Legislative changes and their impact on the salary scale in 2025

In 2025, labor regulations in the foundry industry will undergo multiple adjustments. These legislative changes directly impact compensation standards, particularly to ensure compliance with the European and national regulatory framework.

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Better protection for employees

against job insecurity, with strengthened measures for maintaining their salary during sick leave or periods of partial unemployment. Increase in statutory minimums

to keep pace with inflation and the cost of living in industrial regions.

• Overhaul of the calculation of bonuses and allowances , particularly for overtime and on-call pay.
• Compliance with these standards requires constant vigilance to avoid any violations or penalties. Employers must also anticipate the integration of new obligations into their payroll management, which may require updated payroll software or specific training for their HR department.Topic
• Major change in 2025Social protection

Increased sick leave benefits

Continuing training for HR managers.

Relying on experts in labor law in the metallurgical sector.

Discover our salary scale, an essential tool for understanding pay scales, comparing salaries in your sector, and making informed career decisions.

• Industrial Relations in the Foundry Industry in 2025: A Lever for Social Dialogue
• Industrial relations within the foundry industry have always been a major challenge for establishing a climate of trust and transparency. In 2025, they remain a central concern, particularly for the effective implementation of the salary scale and job classification agreements. Regular negotiations with social partners allow the salary scale to be adapted to economic realities, while ensuring constructive dialogue with unions. Transparency regarding bonus management, classification changes, and career advancement fosters a calm atmosphere.
• Key steps include:

to review the application of the scale.

Company agreements

to adjust certain compensation parameters locally.

Active listening

• to employees’ needs and expectations. The challenges of balanced social relations
• A balanced professional relationship not only ensures compliance with the legal framework, but also employee fulfillment. It helps reduce conflict, foster motivation, and increase productivity. In the current climate of 2025, fostering communication and consultation is key to effectively managing the salary scale, particularly in a sector as demanding as foundry work.
• Wise employers implement listening and dialogue mechanisms, involving key stakeholders such as union representatives and works councils. This allows for the salary scale to be continually adjusted based on realities on the ground while complying with legal standards.

Écrit par

Kevin Grillot

Consultant Webmarketing & Expert SEO.

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