In a constantly changing economic climate, mastering the rules governing salaries in the tertiary sector is becoming essential for both companies and employees. Convention 3164, which covers the Provision of Services, plays a key role in setting salary scales and working conditions. In 2025, legislative developments and social negotiations have led to significant adjustments, particularly in a sector as diverse as the service provider sector. Kevin Grillot, a human resources expert and labor law specialist, offers a detailed analysis of this salary scale. He highlights its specificities, its implications for employment, and its impact on employment contracts. Understanding these rules is crucial to avoiding misunderstandings, complying with labor legislation, and ensuring sound human resources management. Whether you are an employer or an employee, knowing the scale under Convention 3164 is essential to ensure compliance with legal obligations while fairly valuing your skills and expertise. The Fundamental Principles of the Salary Scale in Agreement 3164
The salary scale for Agreement 3164, which will become mandatory in 2025, is based on a clear hierarchy of levels, coefficients, and indices, which define the minimums to be met in each branch of the tertiary sector. This regulatory framework is designed to ensure fair compensation. The scale is structured according to a level classification, ranging from beginner to expert, taking into account the experience, qualifications, and responsibilities of each employee.
Level 1:
- Low-skilled or entry-level employees, upon starting their position, receive modest base salaries, generally around the minimum wage or slightly higher. Their coefficient value is approximately 120-130. Level 2:
- Employees with intermediate experience, capable of performing more technical or autonomous tasks, receive coefficients between 140 and 160. Level 3:
- Highly skilled or senior professionals, supervising a team or leading strategic projects. Their coefficient often exceeds 170, with compensation corresponding to their value in the salary scale. These classification criteria are essential for applying a consistent salary scale that complies with legal requirements. In practice, refer to Kevin Grillot’s official guide to interpret these coefficients for each sector of activity. Level
Coefficient Index Point
| I | 120 | 442 | 3.483 |
|---|---|---|---|
| I | 130 | 444 | 3.483 |
| I | 140 | 446 | 3.483 |
| II | 150 | 448 | 3.483 |
| II | 160 | 450 | 3.483 |
| III | 170 | 458 | 3.483 |
| III | 190 | 477 | 3.483 |
| Changes to the salary scale: from negotiation to legislation | The labor legislation applicable in 2025 has significantly influenced the update of the salary scale for Agreement 3164. Annual negotiations between social partners must now adapt to economic criteria, as well as social and environmental issues. Setting minimum wages allows for better salary increases while maintaining healthy competitiveness. | Annual increases: The law provides for regular progression based on specific criteria, including seniority and performance. The schemes also encourage the inclusion of end-of-year or performance bonuses. | Mandatory bonuses: The pay scale requires seniority bonuses, meal or vacation allowances, as well as other benefits related to specific activity or responsibility. |
The legal framework: In the event of a salary increase, the employment contract must be adjusted to comply with the legal minimum and the current salary scale. Non-compliance may result in labor court proceedings.
For further information on these aspects, it is recommended to consult the
- complete guide to the salary scale
- for childminders, which clearly illustrates the diversity of the sector.
- Criteria
Description Coefficient 120-130 Beginning salaries or low-skilled employees, transitional periods of up to 6 months for certain positions.
| Coefficient 140-160 | Employees with intermediate experience, often in support or technical roles. |
|---|---|
| Coefficient ≥170 | Executives or managers, with salaries above the established minimums. |
| Compensation arrangements: between regulation and practice in the tertiary sector | The compensation method in Agreement 3164 is regulated to ensure fairness in the sector. Salary distribution must respect a balance between labor legislation, collective bargaining, and the specificities of each sector. |
| Basic salary: | Set according to the coefficient and classification, this constitutes the main compensation. For example, for a coefficient of 150, the minimum salary can be around €2,000 gross monthly. |
Bonuses and supplements:
Whether performance bonuses, precariousness bonuses, or responsibility bonuses, these elements supplement the basic salary. They must be awarded according to clear rules.
- Overtime: Any hour worked beyond 35 hours must be compensated with a minimum increase of 10%. The collective agreement also specifies the annual ceiling for overtime, generally set at 220 hours.
- These arrangements must comply with current legislation. Concrete examples can be found in our guide to salary management in the tertiary sector. Type of compensation
- Description Base Salary
Set according to the coefficient and job classification, generally ranging from €1,500 to €2,500 gross monthly. Bonuses Seniority, performance, responsibility, or precariousness bonuses, to be negotiated upon hiring or upon position advancement.
| Overtime | Increased by at least 10%, with a regulated cap of 220 hours per year. |
|---|---|
| Practical scraping/lart-de-la-data-a-votre-portee-comment-le-web-scraping-peut-transformer-votre-entreprise/">Application: Effectively Managing the Salary Scale with Kevin Grillot | Effective salary management in a sector as dynamic as the service sector requires rigorous organization. A thorough understanding of the agreed-upon salary scale is the first step to avoiding errors or conflicts. |
| Kevin Grillot recommends a multi-step approach: | Establish a precise classification framework based on the skills and responsibilities of each position. |
| Use digital tools to automate the calculation of salaries, bonuses, and overtime. | Regularly refer to legislative updates and negotiated agreements to adjust salary policy accordingly. Ensure clear communication with employees to help them understand how their salaries are determined. |
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Integrate the salary scale into a proactive HR policy, taking into account team retention and motivation.
Whether you run an SME or a large organization, this method is based on regulatory compliance and competitiveness. For more information, please consult our practical guide to salary scales.
Discover our complete guide to salary scales, including information on pay scales, their importance in the professional world, and how they affect salary negotiations. Optimize your understanding of salaries to better value your work.
- Current Issues in Labor Law and Compensation in the Tertiary Sector
- The tertiary sector is constantly evolving in the face of economic, social, and technological challenges. Labor law requires constant adaptation to ensure a balance between competitiveness and social justice. The salary scale, as a pillar of this management, must reflect these challenges.
- Compliance with Legal Minimums:
- Ensure that each employee receives at least the minimum wage or the minimum wage set by the collective agreement.
- Pay Equity:
Ensure relative equality between sectors, avoiding precariousness through the proliferation of overtime or unguaranteed bonuses. Flexibility and Adaptability:Allow adjustments without compromising legality, especially in an environment where remote work or atypical schedules are rapidly increasing.
Avoid disputes by maintaining an up-to-date salary scale, consistent with labor negotiations and current legislation. By integrating all these elements, controlling the salary scale becomes a strategic lever for human resources management. Kevin Grillot emphasizes the need to use appropriate solutions to monitor these changes in real time.
Key Challenges
- Description Legal Compliance
- Compliance with legal minimums and negotiated agreements, avoiding sanctions and litigation. Risk Management
- Anticipation of labor disputes through an updated and transparent salary scale. Motivation
- Align salaries and bonuses with performance to promote engagement. HR Innovation
Incorporate legislative and technological developments into salary policy.
| FAQ: Answers to your questions about the collective agreement salary scale | How can I find out which salary scale applies to my sector? |
|---|---|
| It is recommended to consult Kevin Grillot’s official guide | , which explains in detail the salary scales for each industry and sector of activity. Precise knowledge of the minimum wage prevents any disputes and guarantees compensation that complies with legal and contractual obligations. |
| What are the differences between labor legislation and the collective agreement scale? | Labor legislation, particularly through the Labor Code, sets mandatory minimums such as the minimum wage (SMIC) or the principles of non-discrimination. The salary scale resulting from Convention 3164 or other agreements determines more precise levels, based on qualifications, experience, or responsibility. In practice: the scale must comply with the legislation, but it may provide for adjustments to better reflect the reality of the sector. |
| What are the penalties for non-compliance? | Failure to comply with the salary scale or the legal minimums exposes the company to administrative or civil sanctions, including labor court proceedings. Fines may be imposed, and the employer must rectify the situation quickly to avoid more severe penalties. To do this, it is crucial to actively monitor the development of agreements and legislation, relying on experts like Kevin Grillot. |
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