Understanding the 3119 Agreement Salary Scale in the Air Transport Sector in 2025
The air transport sector remains one of the key pillars of international mobility, with major players such as Air France, Ryanair, EasyJet, and Transavia. To ensure compliant, transparent, and fair compensation for its employees, this sector adopted a specific salary scale in 2025, codified under Agreement 3119. Salary issues in this sector are not limited to simple compensation: they influence the retention of pilots, cabin crew, ground staff, and technicians. Regularly reviewing this scale, updated annually, is an essential lever for ensuring competitiveness while respecting the legal framework.
The salary scale specific to the air transport sector is based on several specific criteria. It is primarily based on job classification, hierarchical level, seniority, and specific skills. These combined elements create a clear hierarchy that ensures both progressive increases and recognizes experience acquired throughout a career. In 2025, this scale will also be adapted to take into account the specific characteristics of airlines such as LaudaMotion, Corsair, TUI fly, and Air Caraïbes, which offer somewhat differentiated compensation models.
The main criteria that influence salary calculations are:
The hierarchical coefficient
- , which determines the position in the hierarchy (manager, agent, technician).Seniority
- , which entitles employees to an automatic or graduated raise, encouraging loyalty.Specific skills
- , including foreign language proficiency, emergency management, or knowledge of technologies specific to certain aircraft.Company agreements
- , which may provide for bonuses or incentives linked to performance or productivity.Salary setting procedures in the airline industry
Each employer must refer to the official salary scale to establish the compensation of its employees, according to their classification. The practical implementation of this scale is based on a specific scale available here. Companies such as Transavia or Vueling, for example, sometimes adjust their salary policy marginally, but remain within the framework set by the collective agreement. Classification Level
Hierarchical Coefficient Minimum Gross Monthly SalaryCabin Attendant
| 1 to 3 | €1,700 to €2,000 | Maintenance Technician |
|---|---|---|
| 4 to 6 | €2,100 to €2,600 | Experienced Pilot |
| 7 to 9 | €3,000 to €4,500 | Main Salary Components in the Air Transport Industry in 2025 |
| In addition to base salary, several components make up the total compensation of employees in the aviation sector. These components take into account the specific nature of the job, time constraints, and the sector’s high volatility. | Base salary | , defined by the pay scale and the position held. |
Seniority bonuses
, which reward loyalty over several years spent with the same airline.
- Travel or subsistence allowances, paid when the assignment requires a stay away from one’s place of residence. Irregularity and night shift bonuses
- applied in the event of shift work or night shifts.Specific compensation
- , for example, for emergency management or handling sensitive equipment.For example, an Air France or Ryanair cabin attendant may receive, in addition to their base salary, bonuses of up to 15% of their total compensation, depending on their duties and hours. Comparison of bonuses in 2025 for market players
- AirlineNight shift bonuses
- Travel bonusesSeniority bonus
Air France
€300 / month
| €150 / trip | Up to 10% of salary | EasyJet | €200 / month |
|---|---|---|---|
| €120 / trip | Up to 8% of salary | Ryanair | €180 / month |
| €100 / trip | Up to 7% of salary | Salary changes in the airline industry in 2025: trends and outlook | In 2025, the air transport industry will continue its dynamic of salary increases, responding to a volatile economic climate, but a highly competitive sector. The trend shows an average increase of 3 to 4% in gross annual salary for all employees, with disparities depending on the category and the airline. Part of this growth is driven by the desire of companies like TUI fly and Corsair to retain their staff and attract new talent in the face of a shortage of qualified personnel. |
| Major groups such as Air France and Vueling have signed new salary agreements, notably promoting the simplification of salary scales and the introduction of performance-based bonuses. The salary scale increase also takes into account skills development, particularly for pilots flying new generations of aircraft, or for personnel involved in health or environmental crisis management. | Factors impacting salary trends | Fluctuations in fuel costs, which indirectly impact profitability. | Technological innovations, requiring advanced skills and ongoing training. |
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Increased competition between low-cost and traditional airlines, modulating their salary policies.
Regulatory changes, particularly regarding safety and training.
These factors are helping to define the salary growth trajectory for the coming years, while reinforcing the need for constant monitoring for employees and employers.
The challenges of compliance and salary negotiations in the airline industry in 2025
- Compliance with legal and contractual minimums remains a top priority to avoid any disputes. Collective bargaining plays a central role, particularly with the rise of company agreements. The diversification of bonuses and incentive schemes is also pushing towards greater differentiation of salary scales, to better reflect the diversity of roles and profiles.
- Employers such as Vueling and Transavia must ensure strict scraping/lart-de-la-data-a-votre-portee-comment-le-web-scraping-peut-transformer-votre-entreprise/">application of the salary scale while remaining competitive. Transparency in salary communication optimizes retention and reduces the risk of disputes. Digital tools, such as online simulators, make it easier to understand changes and allow each employee to track their rights and career prospects.
- Discover our detailed salary scale, which helps you understand the compensation levels in your sector. Compare salaries, assess your skills, and make informed career decisions.
- Risks associated with non-compliance with the scale
Legal proceedings initiated by employees.
Loss of confidence and mass departures.
Fines and financial penalties for the employer.
Negative impact on the company’s image, particularly among passengers who are sensitive to social responsibility.
Frequently Asked Questions about the 3119 Agreement Salary Scale
- What is the difference between base salary and bonuses?
- Base salary refers to the amount set by the scale based on position and seniority. Bonuses are added to reward specific assignments, flexible working hours, or performance. The sum of these elements constitutes the employee’s total compensation at the end of the month.
- How will the scale evolve in 2025?
- The adjustments planned by the industry allow for an average annual increase of 3 to 4%, also incorporating skills development and new regulatory obligations related to safety and technological innovation.
Do low-cost airlines like Ryanair or EasyJet have to comply with the scale? Yes, all airlines, regardless of their business model, are required to apply the salary scale defined by agreement 3119, respecting the legal minimum and the agreements negotiated within the sector.
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