Salary scale for agreement 3248 – Fast food – Kevin Grillot

Understanding the Salary Scale for Collective Agreement 3248 in the Fast Food Industry in 2025

Fast food companies such as McDonald’s, KFC, Burger King, Subway, and Domino’s Pizza are required to adhere to specific salary scales established by Collective Agreement 3248. In 2025, these scales guarantee a minimum level of pay for each employee, whether they work in a neighborhood fast food restaurant or an international brand. Knowing these minimums is essential to avoid underpayment and ensure compensation complies with current regulations. The latest increase, signed by Amendment No. 67 of April 30, 2024, reflects inflation and the increase in the minimum wage, keeping salary thresholds in line with the current economic climate. This framework is essential for all employers in the sector, whether independent or part of a group like Starbucks or Panera Bread. It applies to both small establishments and franchises owned by large groups like Five Guys or Pizza Hut, where fierce competition requires compliance with these minimums or face sanctions. Understanding this scale therefore becomes a strategic necessity for human resources management and for maintaining a loyal image in a sector often focused on customer satisfaction.

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The key elements of the new salary scale in fast food in 2025

The salary scale for the fast-food industry has been adapted to reflect the economic context of 2025. In concrete terms, this translates into a series of comprehensive scales, categorized by level and grade, which govern the minimum hourly and annual remuneration. The trend is upward, with periodic increases to keep pace with inflation and adjustments to the minimum wage. In 2025, the minimum hourly salary will vary between €11.65 and €17.05 gross, depending on the employee’s classification within the company hierarchy. For example: an employee at level I, grade A, will not be paid less than €11.65 gross per hour. At the other extreme, a position at level IV, grade D, reaches a minimum of €17.05 gross per hour. The scale also determines the gross annual salary according to the levels, with a maximum reached at level V, step C, at more than €71,000 per year, for experienced or executive profiles. It is important to emphasize that these minimums remain subject to regular revaluation, in particular by the signing of amendments renewing the scale, such as that of April 30, 2024. In addition to the gross salary, this scale also provides for specific allowances such as that for laundry of clothes, essential for large brands, as well as seniority bonuses. For a better overview, here is a summary table of the 2025 minimum wages:

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How to Effectively Use the Salary Scale in Human Resources Management

Employers in the fast food sector must ensure that they rigorously apply this grid to avoid any dispute. The first step consists of precisely determining the conventional classification of each employee, taking into account their position, responsibilities and seniority. The classification, generally indicated on the pay slip, must correspond to the step and level assigned to it according to the grid. A classification error could result in inadvertently exceeding the minimum threshold, but also in administrative sanctions. To do this, it is advisable to maintain an up-to-date database, incorporating all changes in position and seniority.

Furthermore, good management also involves planning for annual adjustments. In 2025, these modifications will take place following the signing of successive amendments. The revaluation of the grid must be strictly respected when paying salaries. It is recommended to establish regular simulations to ensure that all employees are paid at the right level, particularly in the case of waiters, cashiers, or employees in restaurant franchises such as Starbucks or Panera Bread.

Other elements of remuneration in the fast food sector

Let us not forget that the minimum remuneration does not entirely cover the overall remuneration in fast food in 2025. The collective agreement also provides for supplements, such as:

• Laundering compensation: due when the employer requires the employee to wear specific clothing at his expense, with an amount set at 3.82% of the minimum hourly wage within the limit of 151.67 monthly hours.
• Annual bonus: Dependent on seniority. Employees with 1 to 3 years of service with the company receive €215, up to 15 years with a gross bonus of €525.
• Seniority bonuses: Awarded after 5 years of service, with regular progression to retain staff.
• Overtime and night shift bonuses: Often increased to encourage flexibility.

To better understand these elements, it is useful to follow this link to a detailed fact sheet: Details on the collectively agreed salary scale. By including these supplements in compensation, the employer values the loyalty and investment of its employees in a sector often perceived as undervalued.

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Managing a fast food restaurant in 2025 requires addressing concrete challenges. High work intensity, rapid staff turnover, and skills development remain major challenges. The salary scale acts as a lever to retain a volatile workforce while complying with legal obligations. Faced with prestigious groups like Starbucks or Burger King, the pressure is increasing to offer attractive compensation. Fierce competition between establishments requires regular adjustments to minimum wages to attract and retain talent.

For example: an employee trained at Domino’s Pizza or Pizza Hut must be fairly recognized through the salary scale. The seniority bonus, which is constantly being revalued, plays a key role in avoiding turnover. The flexibility of staff, often recruited for seasonal reasons or on fixed-term contracts, must also be governed by precise scales, in line with industry developments. The law requires constant vigilance to remain within the regulatory framework while offering competitive compensation. Proper implementation of these rules ensures a healthy and legally compliant image, regardless of the management group.

Recent regulatory changes and their impact on the salary scale for fast-food restaurants

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Several amendments, notably the one dated April 30, 2024, have significantly modified the salary scale since 2024. Most of these changes were motivated by the need to adapt minimum wages to the economic and social realities of the sector. The minimum wage increase, as well as specific bonuses, such as those for laundry or seniority, have been incorporated into the new pay scale. Industry stakeholders must imperatively monitor these developments to avoid any disputes or misinterpretations. The rapidly changing regulatory environment also requires careful attention to other regulations, particularly those concerning overtime, increased night shift bonuses, and classification conditions.

Year

Collective bargaining remains the main lever for setting, adjusting, and developing the salary scale in the fast food industry. In 2025, representative unions and employer organizations play a central role in defining these minimum wages. The latest negotiation, concluded after several meetings, resulted in a consensus ensuring a consistent increase, adapted to the economic reality of the sector. Their involvement also ensures that the scale remains balanced, taking into account the competitiveness of brands like Five Guys and Starbucks. Active participation in these negotiations helps strengthen compliance with legislation and promotes better human resources management within each establishment.

FAQ on the Salary Scale in the Fast Food Industry in 2025

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How is the minimum wage determined according to Agreement 3248?

• You must check the professional classification indicated on the pay slip, then apply the hourly or annual rate corresponding to each level and step. What additional compensation components are planned for 2025? Laundry allowances, seniority bonuses, night shift bonuses, and increased overtime.
• What is the difference between the minimum wage and the collectively agreed salary scale? The scale may exceed the minimum wage depending on the level, but if the collectively agreed salary is lower than the minimum wage, the latter must be applied.
• How can salary compliance be verified in a franchise like Subway or Pizza Hut? By checking the classification and rate applied on each pay slip, compared to the minimums in the 2025 scale.
• What are the risks if the employer does not comply with the scale? Financial penalties, adjustments, and labor rights issues.

Écrit par

Kevin Grillot

Consultant Webmarketing & Expert SEO.

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