Salary scale for agreement 3315 – Outdoor hotel industry – Kevin Grillot

The outdoor hospitality sector, a key pillar of French tourism, is undergoing constant change, particularly in terms of compensation. Collective bargaining agreement 3315, which governs employment in these establishments, is regularly adapted to reflect economic realities and ensure compliance with social requirements. In 2025, this update will result in a significant increase in salary scales, particularly following the amendment of December 30, 2024. These adjustments, essential for maintaining the attractiveness of employment in this sector, directly impact employee compensation throughout the year. From a sector combining service, catering, and outdoor tourism, the hotel industry remains a dynamic sector that offers numerous opportunities but also requires special attention to the correct scraping/lart-de-la-data-a-votre-portee-comment-le-web-scraping-peut-transformer-votre-entreprise/">application of salary agreements. The pay slip, an essential tool for transparent management, must now incorporate these new values and strictly adhere to the framework established by legislation and the sector. This rich context allows for an understanding of the nuances of the job market, while also pointing toward better recognition of skills and optimization of salary policies, particularly for employees in direct contact with customers or in management positions.

The fundamentals of the salary scale in the 3315 agreement for the outdoor hotel industry

To fully understand the impact of the new salary scale on employment in the outdoor hospitality industry, it is essential to understand its basic structure. Convention 3315, emblematic of this sector, defines a system of hierarchical coefficients for setting the minimum gross monthly salary based on professional categories. It thus ensures consistency between positions while promoting appropriate career progression. At the heart of this organization are coefficients ranging from 100 to 350, with each level corresponding to a specific salary, adjusted annually according to the economic situation. This mechanism is based on several key principles:

A progressive salary scale, promoting internal mobility and skill development

• Guaranteed minimum wages for each coefficient, ensuring a solid foundation
• Annual revaluation, in accordance with the December 30, 2024 amendment
• Adaptation to market fluctuations, particularly in relation to changes in the minimum wage and the value of the point
• This system is proving to be an essential tool for employers, allowing them to establish fair salary policies while providing employees with a clear perspective on their economic development. Transparency thus becomes a guarantee of loyalty and motivation in a competitive and seasonal sector. Coefficients and their correspondence to gross salary

Here is a summary illustrating the correspondence between coefficients, monthly gross amount, and associated values:

Coefficient

Gross salary from October 1, 2025 (€)

The amendment signed at the end of 2024 represents a key step for the outdoor accommodation sector. It regulates, in particular, the increase in the minimum wage and adjusts the value of the point, with a view to 2025. These changes aim to strengthen employees’ purchasing power while maintaining the sector’s attractiveness in the face of competition from other sectors and tourism sectors. Specifically, the increase in the gross minimum wage based on the collective agreement scale is accompanied by an adjustment in the value of the point, which will increase from €5.49 to €5.57 starting October 1, 2025. The implementation of these changes follows a specific schedule, subject to their official publication in the Official Journal of France.

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The main points of the amendment include:

An increase in the gross minimum wage for coefficient 100, to €1,836.88

An increase in the value of the point to €5.49, then to €5.57 in the fall of 2025

A stable minimum wage at the beginning of the year, subject to compliance with the current minimum wage

• An automatic adjustment of the scales, confirming their compliance with current legislation
• These measures, while ensuring better employee recognition, also require fairer cost management for employers. Regulation remains a lever for securing the sector’s economic stability during a period of inflationary turbulence and the transition to a more balanced market.
• Detailed Updates: Point Valuation and Minimum Wages
• At the heart of this reform, two key elements deserve attention:

The revision of the minimum wage coefficient 100, now set at €1,836.88 in 2025, compared to €1,800.86 previously

A gradual increase in the value of the point, which rises to €5.57, promoting a direct increase in employee compensation

This development, in line with sectoral negotiations, confirms the industry’s commitment to valuing skills and supporting job stability in a constantly changing sector. The point valuation directly impacts employees at all levels, from reception to catering, while also being an indicator of the social policy adopted by the social partners.

• The Different Professional Categories and Their Compensation in 2025 Under Agreement 3315, each employee occupies a specific position, determined according to their qualifications and responsibilities. The salary scale, which ranges from coefficient 100 to coefficient 350, provides for each category with an appropriate minimum compensation. This segmentation aims to reflect the diversity of positions, whether they are receptionists, managers, or technical staff in outdoor establishments. Based on criteria such as experience, training, and the nature of the position, the salary scale allows for consistent progression. For example, a receptionist in a position with a coefficient of 150 will receive a minimum gross salary of around €2,059.68 starting in 2025. Conversely, a campsite manager in a senior position could reach a coefficient of over 250, with a minimum salary exceeding €2,672.38.
• Here is a more detailed overview of the professional categories and their minimum salary levels: Reception and Service Staff: coefficients 100 to 150

Catering and Entertainment

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: coefficients 160 to 200

Management and Administration

: coefficients 210 to 250

Technical or Administrative Staff

1. : coefficients 260 to 350 These classifications help structure salary increases while ensuring logical progression. They also provide a lever to encourage continuing education and the acquisition of specific skills, which are crucial in a sector characterized by seasonality and the diversification of services offered in the outdoor accommodation industry.
2. Specific Revaluation for Jobs in Catering and Related Services The catering and related services sectors in the outdoor accommodation industry are also experiencing a separate revaluation, but one that is aligned with the industry’s overall policy. Catering employees, whether servers, cooks, or service managers, benefit from specific coefficients, often higher in some cases to reflect their technical expertise and responsibility.
3. By 2025, these categories are guaranteed an increased minimum salary, just as the revaluation of the salary point contributes to uniformly increasing their compensation. For example, a server at the beginning of their career could receive a minimum gross salary of €2,059.68, corresponding to coefficient 150, while a chef or service manager could reach a coefficient above 200, with a minimum gross salary exceeding €2,338. This salary harmonization in the restaurant sector is also based on the need to retain talent in the face of increased competition. Furthermore, continuing education remains a strategic focus for enhancing the value of these jobs, allowing them to access higher responsibilities or more specialized technical functions. Sector-specific regulations thus ensure better recognition, while anticipating a qualitative evolution of the services offered in campsites and other outdoor facilities. Practical arrangements for implementing the new salary scale in 2025
4. Employers must ensure that their human resources management incorporates these new minimum wage values, while respecting the timeline set by regulations. Implementation involves several key steps: Verify the official publication of the order extending the amendment of December 30, 2024, in the Official Journal.

Update internal salary scales to incorporate the new amounts by coefficient.

Review each pay slip accordingly, particularly for current or newly hired employees.

Clearly communicate to employees the changes in their compensation and the terms of scraping/lart-de-la-data-a-votre-portee-comment-le-web-scraping-peut-transformer-votre-entreprise/">application.

Ensure the compliance of social security and tax declarations with the new scale.

Rigorous and transparent management is essential to avoid disputes, build trust, and maintain cohesion within the sector. To facilitate this task, customizable payroll templates are available for download. Mastering these procedures provides a competitive advantage for establishments, while ensuring payroll management complies with regulatory requirements.

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Practical resources to optimize payroll management

Example payroll templates to download

1. Information on the salary scale in other sectors
2. Comparative analysis of other collective bargaining agreements
3. The challenges of training to maintain high skill levels in the outdoor hospitality industry
4. In a sector as dynamic as outdoor hospitality, continuing education appears to be a prerequisite for ensuring competitiveness and team loyalty. Skills development allows for the integration of innovative practices in catering, management, and guest reception. With the gradual increase in salaries, particularly through the increase in the value of the point, training is becoming a strategic lever to justify these human investments. To go further, several training programs and programs form the basis for sustainable skills development:
5. Certified professional training, paving the way for career advancement

Specialized modules in catering, reception, or hotel management techniques

Work-study training programs, facilitating the transition from employment to training

• Partnerships with local and national training centers
• This process helps address the sector’s challenges, including seasonality, the growing demand for personalized services, and the need to integrate sustainable practices. Training thus appears to be a strategic investment for the sector’s sustainability, aiming for better service quality and increased customer satisfaction.
• FAQ on the salary scale for agreement 3315 in 2025

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What is the minimum salary for an employee with a coefficient of 100 in 2025?

The gross minimum salary for an employee with a coefficient of 100 in 2025 is €1,836.88 for 151.67 hours per month. This amount was increased following the amendment of December 30, 2024.

How does the value of the point affect compensation?

• The value of the point, set at €5.49 at the beginning of the year and then increased to €5.57 in the fall, is used to calculate employee compensation. The revaluation of this value contributes directly to salary increases, particularly for those in positions of responsibility or higher qualifications.
• When should the new salary scale be implemented?
• The new scale must be implemented as soon as the extension order is published in the Official Journal, generally at the beginning of the following month. It is essential for employers to respect this deadline, failing which they may face sanctions or litigation.
• What are the benefits of the annual revaluation for employees?

Regular salary increases in the outdoor accommodation sector guarantee better compensation that keeps pace with inflation and recognizes qualifications. They also promote loyalty and increase motivation, essential for providing quality service in a competitive sector.

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Kevin Grillot

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