The passenger road transport sector occupies a central place in daily mobility, with major players such as SNCF, Flixbus, Europcar, Keolis, and Transdev. In 2025, the question of salaries in this field remains crucial to attract and retain qualified professionals while respecting the standards set by collective agreement 3089. The salary scale, which evolves periodically, serves as an essential reference for both employers and employees. It guarantees minimum remuneration in accordance with legislation while taking into account the diversity of professions: drivers, maintenance agents, managers, and administrative staff. In a context where the sector is transforming through the integration of new modes of mobility such as the Mobility Village or the emergence of carpooling with Blablacar, this scale is becoming an inseparable tool to ensure fair and competitive remuneration. Transparency around these scales is essential to harmonize practices and preserve the vitality of the sector, in the face of the economic and social challenges posed by the ongoing ecological and technological transition. Discover our detailed salary scale to help you understand the pay levels in your sector. Access clear and accurate information to better negotiate your salary and evaluate career opportunities.
Collective bargaining agreement 3089, officially known as the “Road Passenger Transport” agreement, constitutes a fundamental regulatory framework for all companies in the sector. It brings together an agreement negotiated between employee unions and employers aimed at defining a clear framework for all professional relations, particularly with regard to wages, classifications, working hours, and benefits. The agreement applies in particular to public transport companies such as Keolis and Transdev, but also to private bus operators or smaller companies adapting their structure to the sector’s specific regulations. It covers a wide range of occupations, from bus drivers to cashiers, including technical and administrative staff. In 2025, this agreement continues to evolve to meet the new challenges related to the transition of mobility towards more sustainable solutions, while maintaining its fundamental principles. The legislation also specifies that this agreement takes precedence over the specific provisions of the French Labor Code, meaning that it must be scrupulously respected by all companies concerned. https://www.youtube.com/watch?v=FDJYJsQof1k
Activities covered by the Transport Collective Bargaining Agreement: A Complete Overview
Passenger transportation, whether urban or intercity buses, or special services such as school transportation or shuttles in urban areas.
Vehicle maintenance and repair activities, ensuring safety and regulatory compliance.
- Logistics services related to freight and the delivery of goods, in addition to passenger transportation.
- Auxiliary activities such as station management, ticketing, and customer service.
- Medical or specialized transportation for people with reduced mobility.
- These activities are codified in the associated NAF nomenclature, notably 4939A, 4939B for passenger transportation, and 5229A for logistics management.
- https://www.youtube.com/watch?v=Ynhlm_GkbwY
Classification and Salary Scale: Structure and scraping/lart-de-la-data-a-votre-portee-comment-le-web-scraping-peut-transformer-votre-entreprise/">Application Procedures
In 2025, the classification is divided into four main categories:
Laborers, for routine tasks. Employees, for intermediate administrative and office-based positions.
Technicians and supervisors, responsible for technical or management tasks.
- Engineers and managers, involved in strategic management.
- This hierarchical structure is supplemented by a system of groups and coefficients, allowing for the determination of minimum salaries. The salary scale therefore establishes salary thresholds based on seniority, level of responsibility, as well as certifications or diplomas held.
- Category
- Group
Coefficient
| Description | Worker | Group 1A | 110 to 120 |
|---|---|---|---|
| Simple, repetitive tasks, without specific qualifications | Employee | Group 2B | 121 to 130 |
| Basic administrative or technical activities | Technician | Group 3C | 131 to 140 |
| Technical or middle management responsibilities | Executive | Group 4A | 141 to 150 |
| Strategic or senior management responsibilities | This classification allows for the establishment of a clear hierarchy and the establishment of consistent salary scales based on responsibility and technical expertise, while respecting the legal framework. To begin applying these rules, it is essential to know the coefficient and group corresponding to the position held by each employee. More information is available on the official website | Salary Scale – Agreement 3044 | . |
Discover our salary scale, an essential tool for understanding compensation trends in your sector. Compare salaries by position, experience level, and region to better negotiate your compensation. Salary Scales for Each Professional Group in 2025Minimum salaries are established according to a precise scale, which evolves with seniority. The wide diversity of professions requires a clear differentiation between categories and regular updates of the scales. Here is an overview of the hourly rates applicable in 2025, by group and seniority group:
Coefficient
Upon Hiring
After 2 Years
| After 5 Years | After 10 Years | After 15 Years | Group 1A | €11.66 | €11.89 | €12.13 |
|---|---|---|---|---|---|---|
| €12.36 | €12.59 | Group 2B | €11.88 | €12.12 | €12.36 | |
| €12.59 | €12.83 | Group 3C | €12.33 | €12.58 | €12.82 | |
| €13.07 | €13.32 | Group 4A | €13.22 | €13.48 | €13.75 | |
| €14.01 | €14.28 | For more details on these rate schedules and how they apply to your company, Please consult the Salary Scale – Agreement 3300. | https://www.youtube.com/watch?v=ILUksuJ6-pM | Specific Compensation Rules: Bonuses, Overtime, and Allowances | Beyond the minimum wage, Agreement 3089 provides several mechanisms to ensure fair and motivating compensation. These mechanisms include: |
Mandatory bonuses: Seniority, productivity, target, or long-distance transportation bonuses.Overtime:
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Allowances:
for travel, night work, Sundays, or public holidays, particularly in the public transportation sector.
- These elements can significantly affect an employee’s overall compensation. In 2025, their recognition and enhancement remain a priority to maintain the competitiveness of companies such as Blablacar, Ouibus, and Alsa, while respecting the provisions established by the collective bargaining agreement. It is important to note that these bonuses cannot be combined with certain other measures and must be included in the total compensation to ensure compliance. Type of Bonus or Allowance Description
- Impact on Compensation Seniority Bonus
- Progressive increase based on seniority in the company Increases minimum gross salary
Overtime
| Hourly premiums beyond 35 hours | Increases total compensation | Travel Allowances |
|---|---|---|
| Meals, fuel, accommodation depending on the assignment | Supplements base salary | Concrete example: bonus for carpooling |
| To encourage the use of carpooling via Blablacar or the Mobility Village, some local authorities or innovative companies pay specific bonuses. These initiatives are part of the overall strategy to reduce CO2 emissions, while also rewarding employee commitment to the ecological transition. These bonuses help motivate loyalty and improve quality of life at work, while respecting the thresholds set by the collective agreement. | Discover our salary scale, which helps you better understand market compensation. Compare salaries by industry, experience level, and region to optimize your career and salary expectations. | Salary progression methods: seniority bonus, revaluation, and career progression |
| The compensation system in the road transport sector is not static. The collective agreement provides mechanisms to ensure employee salary progression. The seniority bonus is an essential lever: it increases over the years, based on seniority within the company or group. | In 2025, regular salary scale revaluations will be implemented to support employee skill development. The possibility of promotions or upskilling through classification also allows access to greater responsibilities, and therefore more attractive compensation. | To support this dynamic, many players in the sector, such as Keolis and Transdev, have implemented continuing education and professional development programs to help their employees develop. Total compensation is therefore becoming a key component of this retention strategy. Type of Advancement |
Description
Effect on Salary
Progressive Increases Based on Years of Service
Increases Total Gross Salary
Internal Promotions
Upgrade or Change in Classification
| Substantial Increase | Training and Skills | Validation of Professional Certifications or Diplomas |
|---|---|---|
| Provides Access to Higher Groups | What are the Levers for a Successful Career in the Sector? | Regular training is a key step. Participating in training courses offered by companies such as Europcar or the Mobility Village, or specializing in new activities such as eco-friendly driving, can help you develop your salary position. Increasing your responsibilities also offers concrete opportunities, particularly in fleet management or team leadership. Finally, developing language or technical skills is a real asset in a globalized and competitive sector. |
| Sanctions and measures for non-compliance with the salary scale | Compliance with the salary scale is not a mere formality. The labor inspectorate or the DIRECCTE (Direction de la Travail et de l’Emploi) can conduct audits to verify the compliance of companies’ compensation. In the event of non-compliance, sanctions can be imposed, ranging from fines to formal notices. Companies such as Blablacar or Alsa, which are seeking to attract talent in a context where the transition to sustainable mobility is accelerating, must be vigilant to avoid these penalties. The 2025 case law emphasizes the need to maintain accurate documentation, particularly for contracts, pay slips, and classification scales. | Type of Sanction |
| Description | Consequences | Warning |
First formal notice for non-compliance
Administrative or financial penalty
Fine
Doubling of non-compliant remuneration
| Significant financial pressure for the employer | Seizure of documents | In-depth audit, particularly of pay slips |
|---|---|---|
| Criminal or civil prosecution | It is therefore necessary to maintain constant monitoring, particularly in an environment like that of Keolis or Transdev, where the relationship with communities and unions is strategic. Compliance with regulatory provisions guarantees business continuity and avoids costly litigation. | Frequently Asked Questions (FAQ) |
| How can I be sure that my salary respects the conventional scale? | Check that your remuneration corresponds at least to the thresholds indicated by your coefficient and your group. Remember to cross-check these figures with those indicated on the official website of your convention or via simulators like Qwant. | Can bonuses exceed the minimum salary set by the scale? |
| Yes, bonuses and allowances can increase the total, but the basic remuneration must always respect the conventional minimum linked to the coefficient or group. | How will the grid evolve in 2025 compared to 2024? | The grid is updated each year to take into account inflation, sectoral negotiations and ecological transition issues. The average hourly rate thus increased by 2%, keeping pace with the increase in the cost of living in the passenger transport sector. |
What are the professions with the highest salaries?
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Engineers, executives and management or technical-commercial supervisors generally receive maximum remuneration, often higher than the ceilings set for workers or technicians.
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