Understanding the Salary Scale According to Collective Agreement 3117 for Bakeries and Pastries in 2025
Faced with the constant evolution of the bakery and pastry sector in France, particularly in iconic brands such as La Mie Câline, Brioche Dorée, and Boulangerie Maison Pichard, the issue of compensation remains central to attracting and retaining talent. In 2025, Collective Agreement 3117, which governs artisanal businesses in the sector, provides a precise framework for the salary scale. With regular adjustments negotiated by social partners, this scale aims to recognize the work of each employee, from apprentices to experienced bakers. The challenge is not only economic, but also social, as it contributes to the recognition of the profession and the sustainability of small and medium-sized businesses, such as Boulangerie Colombus or Boulangerie Aux Merveilleux. Furthermore, this scale is part of a context where competition is fierce, particularly in the face of renowned establishments like Pierre Hermé or Ladurée, or in more accessible establishments like La Boulangerie Du Pain et des Idées. Compensation must reflect the seriousness of the sector, while remaining competitive. Since effective management of the salary scale is essential in the overall strategy of a craft business, it is essential to understand its components, its developments and the additional benefits negotiated in addition. For employers, particularly those who run a bakery in Paris or other large cities, knowing the updated scales precisely helps ensure regulatory compliance and optimize their human resources management.
discover our complete guide to salary scales. learn all about the different salary levels, the criteria that determine them and how it can influence your career. get tips for negotiating your salary and understanding market trends.
The salary scale resulting from convention 3117 defines a precise scale according to position, seniority and professional classification within artisanal SMEs. For 2025, it has several levels, corresponding to the different qualifications and responsibilities, as well as the diplomas and training followed by employees. The negotiated annual adjustments made it possible to harmonize these scales with inflation and the gradual increase in the cost of living.
Here are the key elements to know about this grid:
Salary minimums
- which vary according to the coefficient and the position occupied Increases for seniority
- applied from one year of presence in the company Bonuses and benefits linked to classification
- , such as the “white cabbage” allowance or the end-of-year bonusProfessional upgrades
- linked to training or job advancement Specific conditions for certain professions
- , such as luxury bakeries and large-scale artisanal retailersThis framework allows employers like Boulangerie Paul or Boulangerie Du Pain et des Idées to define a clear and fair salary scale. It should also be noted that these grids are accessible via official documents, often provided in PDF format by the National Labor Law Center, facilitating compliance and transparency in compensation management.
Category
| Coefficient | Minimum gross salary (in €) | Apprentice |
|---|---|---|
| 150 to 200 | 1200 to 1600 | skilled worker |
| 220 to 300 | 1,800 to 2,400 | Team Leader |
| 330 to 420 | 2,600 to 3,200 | Manager / Manager |
| 500 and above | 3,800 and above | Elements of the salary scale changes in 2025 for bakeries and pastry shops |
In 2025, the salary scale under agreement 3117 underwent several significant adjustments. These changes were not the result of chance, but rather the result of negotiations against a backdrop of inflation, improved working conditions, and a desire to promote the artisanal sector in the face of ever-increasing competition. Among the main changes, we note an average increase of 2.5% compared to 2024, according to the agreements signed by the social partners mid-year.
For each level of the scale, this translates into an increase in the minimum wage, allowing a salaried baker at Boulangerie Colombus, for example, to benefit from a salary that is largely in line with market growth. The move upmarket also affects specific sectors such as luxury pastries, where Pierre Hermé and Ladurée have invested heavily in training and production techniques.
In addition, clauses relating to fringe benefits have been strengthened:
An increase in additional vacation days, particularly in certain departments where workload is more demanding
- A six-month job guarantee after two years of service in the event of extended sick leave
- A new performance bonus linked to quality and customer loyalty
- An increase in hiring compensation to attract young talent
- These adjustments demonstrate a clear desire to retain employees while providing better recognition for their skills. Regular monitoring of the salary scale also allows managers to optimize their salary policy.
Year
| Average increase (%) | Main new features | 2024 |
|---|---|---|
| 1.8% | End-of-year bonus, increase in seniority-related bonuses | 2025 |
| 2.5% | Elimination of the previous salary scale, new job guarantee clauses | Additional benefits aligned with the 2025 salary scale |
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In addition to minimum wages, Agreement 3117 provides for several benefits in kind or in cash that supplement base compensation. In 2025, these measures will take on particular importance in the retention and attractiveness strategy, particularly for renowned brands such as La Boulangerie Aux Merveilleux or Boulangerie Maison Pichard, which strive to offer their employees a complete package. Key measures include:
Poaching compensation
to attract talent from other sectors or establishments
- Transportation allowance adapted to the location of the various points of sale in the Île-de-France region or the regions
- Meal allowance or restaurant vouchers
- Employer-funded professional training for career advancement Various benefits
- such as gift certificates or vouchers to boost motivation In the current context, these benefits increase the attractiveness of bakery and pastry positions. Balanced management of these elements is essential for building a strong and committed team. Drawing on concrete examples, it becomes clear that quality of life at work also depends on these benefits, as much as they are decisive for long-term loyalty. Benefit Type
- Content Transportation allowance
Tickets or reimbursement of expenses in the Île-de-France region and the provinces
| Training | Full or partial funding of professional training |
|---|---|
| Various bonuses | Gift certificates, exceptional bonuses, seasonal rewards |
| Participatory compensation | Profit sharing or performance bonuses |
| Benefits in kind | Meal vouchers, locker rooms, work equipment |
| Reading and effective scraping/lart-de-la-data-a-votre-portee-comment-le-web-scraping-peut-transformer-votre-entreprise/">application of the salary scale in 2025 | It’s not enough to simply know the salary scale for 2025; it must also be implemented rigorously. In both SMEs and larger establishments, proper implementation helps avoid any wage disputes or labor law violations, while ensuring internal equity. The first step is to ensure that every employee, whether at the bakery La Boulangerie Paul or an artisanal pastry shop like Boulangerie Aux Merveilleux, receives at least the statutory minimum wage corresponding to their coefficient and position. It is also recommended to: |
| Implement precise monitoring of salary changes based on years of service and training | Document all compensation changes to ensure internal auditing |
Use HR management software compatible with the conventional pay scale to automate these processes
Train managers to read the texts, such as the guide published by the National Center for Labor Law
Regularly check compliance with official texts, particularly via the resources available at https://kevin-grillot.fr/gestion-entreprise/grille-salaire-convention-3181/ or https://kevin-grillot.fr/gestion-entreprise/grille-salaire-boucherie-3101/
- Good management helps avoid disputes, promotes a calm social climate, and enhances the reputation of a craftsman who has successfully created a motivated and loyal team. Implicitly, this also contributes to strengthening the quality perceived by customers, in a city as dynamic as Paris or in a region where bakeries are a veritable institution.
- Discover our complete guide to salary scales, including key information on pay levels, evaluation criteria, and job market trends. Optimize your understanding of salaries and improve your negotiations.
- Salary Scale Challenges and Outlook for 2025 in the Bakery and Pastry Industry
- The bakery and pastry industry is experiencing rapid economic and social challenges. Salary scales must be measured in a context where competition with major brands like Ladurée and Pierre Hermé is driving greater employee appreciation. Upscaling and the development of premium products sometimes lead to compensation adjustments, particularly for positions with high levels of responsibility or technical expertise. The outlook for 2025 also highlights:
- The need to maintain a solid profit margin while offering attractive salaries
Increased pressure to improve working conditions, particularly through health and safety agreements
Upgrading skills through ongoing training, recognized in the salary scale
Constant adaptation to regulatory changes, in partnership with stakeholders such as the National Center for Labor Law
These developments provide a stimulating environment for artisans and their teams. It is becoming clear that for 2025, strategic management of the salary scale is an essential lever for addressing the financial, technological, and social challenges facing the bakery and pastry sector. Discover the salary scale for collective agreement 3245
- https://www.youtube.com/watch?v=4Mgxgd1Q5xs
- How does the salary scale influence the quality of work in a bakery?
- It ensures fairness between employees, motivates their commitment, and builds long-term loyalty.
- What are the main benefits in addition to the base salary?
- Transportation allowances, training bonuses, gift certificates, and other in-kind benefits enhance the attractiveness of the company.
How can we ensure salary compliance in a small-scale SME?
By using official resources, training managers, and leveraging appropriate software.
- Upscaling, product diversification, and professional recognition require regular adjustments to the salary scale.
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