Salary scale for agreement 3091 – Tourism organizations – Kevin Grillot

A Precise Salary Breakdown According to Collective Agreement 3091 for the Tourism Organization Sector in 2025

The tourism organization sector, particularly those affiliated with Collective Agreement 3091, has been undergoing constant evolution for several decades. In 2025, the need for an updated salary scale is more important than ever, both to ensure fairness between employees and to encourage career advancement in a highly competitive sector. Collective Agreement 3091, which governs relations between employers and employees in tourism organizations, has adapted its provisions to better reflect current economic and social realities. These adjustments concern minimum wages, job classifications, and the recognition of experience and certified qualifications. > The implementation of this salary scale is an essential step in ensuring transparency and clarity in remuneration, thus enabling sector stakeholders, whether they are “Tourism Training Organizations”, “Tourism Development Agencies” or members of the “Tourism Professionals Network”, to better plan their human resources management. The global economic context, marked by a rise in the cost of living and an adjustment of the minimum wage, directly influences these scales, which must follow regular changes in order to remain relevant. The reference date for this aggiornamento is January 1, 2025, the date from which these new minimums apply.
> Taking these variations into account helps ensure a balance between the industry’s competitiveness and recognition of the work performed by employees, particularly those working in diverse and often seasonal occupations. To better understand these adjustments, it is essential to decipher each section of this scale, its principles, its scaling criteria, and finally, its concrete implications for companies and employees. The salary scale also acts as a lever for attracting new talent in a sector where competition is fierce, given the competition from other sectors such as Tourism & Leisure.
Discover how to implement an effective salary scale for your company. Optimize salary management, ensure fairness, and boost employee motivation with clear and transparent structures.

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The salary scale of Convention 3091 is based on solid foundations, aiming to accurately reflect the diversity of professions and the level of qualification required in the tourism sector. The first cornerstone is to define a clear hierarchy, organized into levels or grades, which codify, among other things, the complexity of positions, autonomy, responsibilities, and qualification levels. This hierarchy must be both easy to understand and broadly adaptable to future developments.

> Key principles include:
– Recognition of professional experience, now essential for any advancement.
– Valorization of qualifications quickly validated by recognized certifications or diplomas.
– Differentiation between executive, coordination, and management roles, in accordance with job classifications.
> The second ambition is to regularly adjust the minimum wages to keep pace with inflation and the minimum wage, as was recently agreed. It should be noted that, under this agreement, the minimum wages are not limited to a simple percentage increase, but also take into account the growing complexity of responsibilities.
> Transparency is also a determining factor: each employer must clearly indicate the job title, professional category, grade, and corresponding index on the pay slip. These elements facilitate audits and reassure employees about the legitimacy of their compensation.
> Finally, the agreement emphasizes the need to combine these criteria with an ongoing social dialogue process between social partners, particularly through the establishment of monitoring committees. This allows for rapid adjustments to the scale based on economic and social issues.
No. of levels

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Minimum wages in the tourism organization sector are subject to regular adjustments, dictated by several economic and social factors. In 2025, one of the major events concerns the increase in the hourly minimum wage to €1,801.80 gross monthly for a 35-hour full-time position. This increase, planned by the government, directly impacts each level of the wage scale, particularly those at the entry threshold.

> According to the collective agreement, this revaluation is not limited to a simple arithmetic calculation, but also involves an adaptation of jobs and responsibilities. Furthermore, the increase in the minimum wage aligns the minimum wage for certain levels, notably N°A and N°B, but also for more specialized positions, such as those related to management or coordination.
> Furthermore, changes in purchasing power must be accompanied by a qualitative reflection on the value of work, especially in a sector where seasonality can limit salary increases. Additional actions, such as the implementation of a seniority or recognition bonus, complement this revaluation dynamic.
> Effectively managing these adjustments also requires evolving the pay scale in stages to avoid sudden changes and maintain the overall attractiveness of tourism professions. The transparency of these changes is ensured by the official publication of the new pay scales, which can be viewed on reliable sources such as Kevin Grillot’s website. Classification criteria and their influence on compensation in the 3091 sector
Job classification within the 3091 agreement is based on a precise assessment of job content and responsibilities. This process, which dates back several years, was designed to promote better recognition of skills while allowing employers to adjust compensation based on the position held. > The classification grid is broken down into several fundamental criteria:– The type of activities performed: reception, management, animation, sales.

– The level of autonomy and initiative: from simple executor to expert or manager.

– The nature of responsibilities: supervision, coordination, or project management.
– The required level of knowledge and experience, validated by professional diplomas or certifications.
> This system offers an advantage for employees: they can precisely know their grade and the corresponding compensation, as well as understand possible career paths. It also encourages internal mobility, a key factor in boosting a career in a sector as dynamic as tourism.
> For employers, a clear classification promotes regulatory compliance, transparency in job offers, and the prevention of compensation-related disputes.
> Regularly updating this scale, including the latest development in 2025, ensures harmonization across the entire sector, with fairness evident during annual negotiations. Key Criteria
Concrete Examples
Impacts on Compensation
Type of Activities
Reception, Entertainment, Management, scraping/la-polyvalence-du-scraping-un-outil-mille-possibilites/">Marketing

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> The balance between competitiveness and fairness remains at the heart of the debate. Openness to social negotiation, legitimized by regular consultation through the national commission, ensures smooth adaptation. The responsiveness of these adjustments is essential to maintain the sector’s growth and its ability to sustainably attract talent supervised by organizations such as the Tourism Training Organization.

Frequently asked questions about the 2025 salary scale for Agreement 3091
How is one’s salary grade determined under the new scale?
The classification depends on the job content, autonomy, and responsibilities held. The official reference framework for the agreement specifies these criteria, which can be accessed via Kevin Grillot’s website.
Do companies have to automatically apply the minimum wage increase to all employees?
No, the increase mainly concerns the minimum wage, but each employer must adjust the actual salary based on the position and seniority.What impact does it have on seasonal workers?The pay scale provides greater visibility on their compensation, and adjustments are possible through bonuses or recognition schemes specific to the seasonal tourism sector.

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Are social partners involved in adjusting the pay scale?

• Absolutely. The national monitoring committee allows for the review and development of the pay scale based on the economic context. Where can I view the updated pay scale?
• On the official Kevin Grillot website, or via the portal dedicated to collective bargaining agreements.

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Kevin Grillot

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