Minimum Wages in Collective Agreement No. 3074 for the Laundry, Dry Cleaning, and Dry Cleaning Sector in 2025
Effective management of a business in the laundry, dry cleaning, or dry cleaning sector relies largely on rigorous human resources management and a precise understanding of the current salary scales. Collective Agreement No. 3074, updated on July 18, 2025, establishes the minimum wage scales applicable to all employees, whether they are blue-collar workers, employees, technicians, or managers. With the expansion of brands such as Pressing Elite, Blanchisserie Lavande, and Teinturerie de Paris, a thorough understanding of this scale is becoming essential to remain competitive while complying with the law. In 2025, the rise of new technologies and the ecological transition also require salary adjustments to ensure talent retention. This article details this scale and the associated nuances, essential for any company wishing to ensure compliant and dynamic social management. Discover everything you need to know about salary scales, including their definition, how they work, and their importance in employee compensation. Get tips to better understand your salary and that of your colleagues.Salary Categories in Agreement 3074: From Blue-collar to Executive in 2025 Agreement 3074 distinguishes several classification levels. Each category benefits from a specific scale, determined by coefficients corresponding to qualifications and experience. Since the 2025 update, these coefficients have established a minimum legal salary base, while also opening the door to more favorable company negotiations. The hierarchy remains faithful to the traditional sector hierarchy, ranging from multi-skilled workers to senior managers. In the current context, the trend is to place greater value on certain key profiles, such as forensic technicians or store managers, by awarding them specific bonuses or allowances. This approach aims not only to motivate but also to retain experienced staff in a sector facing fierce competition from innovative players such as Service Pressing Pro. Category
Experience / Training
Coefficient
Minimum salary in € (35-hour work week) Workers1-1
| No specific requirements | 1 | 1,801.80 | Employees | 2-1 |
|---|---|---|---|---|
| CAP/BEP (vocational certificate) or equivalent experience | 2-1 | 1,806.54 | Technicians | 5-1 |
| BAC+2 (high school diploma) or equivalent experience | 5-1 | 2,583.79 | Salary variations based on experience and responsibility in 2025 | Professional progress is accompanied by salary adjustments. For example, under agreement 3074, a beginner in the laundry or dry cleaning sector generally starts with a salary consistent with the initial coefficient and progresses with experience or increased responsibility. Young people in training also benefit from specific scales, including a reduction in their salary during the first few months, based on their age and qualifications. |
| Particular attention is paid to managers and technicians, whose salary scale evolves based on their autonomy, project management, or team leadership. The rule is that each increase follows a logical progression, often linked to the employee’s added value or specialization. For example, a skilled technician with several years of experience can achieve a coefficient above 6, with a base salary likely to exceed €3,000 gross monthly. | Experience / Responsibility | Level | Coefficient in 2025 | Minimum gross salary in € |
Beginner
2-1
2
| 1,806.54 | Store Manager | C1 | 1 |
|---|---|---|---|
| 1,801.80 | Sector or Department Manager | 7-1 | 7 |
| 2,583.79 | Bonuses and allowances: a lever of attractiveness in the sector in 2025 | In 2025, bonuses represent an essential component of total compensation, in addition to base salary. Agreement 3074 provides for several allowances intended to enhance the value of certain positions or compensate for specific constraints in the management of establishments. Among these, retirement compensation and compensation related to workplace accidents play a key role in employee loyalty and motivation. | Companies in the sector, such as Blanchisserie du Grand Ouest or Pressing Express, have also developed seniority and performance bonuses, as well as exceptional bonuses for achieving objectives. The trend is also toward introducing bonuses linked to productivity or service quality, particularly in the luxury or modern dry cleaning sectors. |
| Type of Bonus | Amount or Percentage | Award Conditions | Seniority Bonus |
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From 0.5 to 2 months depending on seniority
After 5, 10, or 15 years of service
Retirement Benefit Equivalent to statutory severance pay Applicable in the event of voluntary departure or retirement Performance BonusVariable depending on achievement
| Qualitative or quantitative objectives achieved | Leave and absences: the range of rights in 2025 in the sector | Provisions related to paid leave and absences have been strengthened to meet the social requirements of 2025. Coverage is expanded, particularly for family events and maternity, with minimum durations guaranteeing optimal protection. Furthermore, employees can benefit from exceptional leave for specific reasons, such as marriage, the death of a loved one, or the birth of a child. Public holidays cannot reduce pay if the employee has at least 3 months of seniority. |
|---|---|---|
| Exceptional leave extends up to 12 days for the death of a loved one. | Pregnant employees benefit from a 5-minute reduction in working hours per day. | Reason |
| Duration | Note | Marriage |
| 5 days + 1 unpaid day upon request | Possibility of extension according to internal agreements. | Birth of a child |
3 days
Guaranteed by the agreement.
- Death of a parent
- 3 days
- Compliance with the legal notice period.
| Contract termination procedures and notice period in 2025 in the sector. | Compliance with notice periods is essential to ensure a smooth and legally compliant contract termination. Agreement 3074 provides for durations adapted to each category of employees to protect their stability while allowing employers to plan for transitions. The regulations are consistent with current laws, taking into account the new legislative provisions of 2025. | The notice period for a worker’s resignation is generally one week if their seniority exceeds two years. |
|---|---|---|
| The notice period for dismissal for a technician is set at a minimum of one month. | Executives are entitled to three months’ notice in the event of contract termination. | Type of termination |
| Notice period | Specific Conditions | Resignation |
| 1 week to 3 months depending on category and seniority | Compliance with contractual clauses | Dismissal |
According to seniority and qualifications
Compliance with legal and contractual procedures
- Retirement
- 3 months for managers, less for others
- Defined by collective agreements or legal provisions
| Professional classifications and their evolution in 2025 in the sector | Professional classifications play a major role in the career development and compensation of employees. The 2025 salary scale incorporates a logic of progressive advancement, promoting continuing education and the recognition of acquired skills. At Blanchisserie Royal and Teinturerie Moderne, these classifications also allow for the establishment of promotion paths, while ensuring strict compliance with legislation. Entry-level workers are ranked at coefficient 1-1, with a possible increase to 2-2 after 6 months. | Supervisory technicians can reach coefficient 6 after several years of experience. |
|---|---|---|
| Senior managers are ranked at coefficient 8 and above, with high managerial responsibilities. | Category | Level |
| Training Level | Responsibilities | Coefficient |
| Worker | 1-1 to 2-2 | No diploma required / CAP (vocational certificate) |
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Performing repetitive tasks
1 to 2-2
- Technician
- 5-1 to 6-1
- BAC+2 or experience
| Responding to technical issues | 5-1 to 6-1 | Executive | 7-1 to 9-1 | Higher diploma or experience |
|---|---|---|---|---|
| Strategic direction or management of a sector | 7-1 to 9-1 | Social issues and salary attractiveness in 2025 in the cleaning and laundry sector | Faced with a shortage of skilled labor and the arrival of new generations, the collective agreement reflects reality by strengthening salary attractiveness. The implementation of bonuses, automatic indexations linked to inflation, and programs promoting training contribute to boosting the sector. Transparency in the salary scale also fosters calm social dialogue, as demonstrated by the initiatives of Teinturerie de Luxe and Blanchisserie Lavande. | Employees’ expectations are shifting toward a balance between pay, working conditions, and career prospects. By adopting a salary policy based on transparency and the promotion of professional skills, the sector must continue to attract employees in an industrial context marked by digitalization and sustainability. |
| https://www.youtube.com/watch?v=zNMq2cJm7os | Frequently asked questions about the salary scale of collective agreement 3074 in 2025 | How are salaries set for young apprentices in 2025? Apprentices’ pay is increased by 5% compared to the current legal scale, with specific scales based on age and qualifications. | What are the main factors influencing salary progression in the sector? | Seniority, responsibility, technical expertise, additional training, and increased responsibilities play a key role in salary development. |
| How does the agreement take into account flexible working hours? | Through flexible arrangements, with a company agreement lasting up to 12 months, while respecting a weekly ceiling of 42 to 43 hours. | Will bonuses have a significant impact in 2025? | Absolutely. They supplement the base salary and can represent up to several months’ compensation depending on performance or seniority. | Has the sector implemented measures to attract new talent? |
Yes, by increasing transparency, offering attractive bonuses and promoting continuing professional training.
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