Salary scale for agreement 3110 – Metallurgy – Kevin Grillot

The metalworking sector in France is undergoing a major transformation with the entry into force, since January 1, 2024, of a new national collective agreement (IDCC 3248). It aims to standardize and clarify the salary scale for nearly 1.5 million employees spread across more than 42,000 companies, thus avoiding the dispersion linked to the 76 previous territorial or sectoral agreements. This structural reform is part of an often complex salary negotiation context, where unions, employers, and social partners are seeking to harmonize remuneration conditions at the national level, in particular by aligning minimum wages with economic trends such as the minimum wage or inflation. The new salary scale, also known as the classification grid, now allows each employee to better understand their position on the professional scale, while providing a solid basis for negotiating raises or bonuses, including seniority bonuses or fixed-rate increases for executives. A clear understanding of the elements of this scale thus ensures the right to fair pay for all, in a sector where competition remains fierce.

How Agreement 3110 redefines the salary scale in the metalworking industry

Convention 3110, also referred to as the National Collective Agreement for the Metallurgy, constitutes an essential basis for structuring employee remuneration and guaranteeing social justice in a historically mosaic sector. It introduces a unified, sovereign salary scale for all players in the sector, including different categories such as executives, technicians, workers or operators. By eliminating the need for dozens of different territorial agreements, this new approach promotes consistency, transparency and fairness during salary negotiations. It is based on two fundamental pillars: job classification and the hierarchical minimum salary scale. The first, also called the classification grid, is used to position each employee according to their position, their skills and their autonomy. The second, for its part, establishes the minimum amount that an employee must receive based on their employment, while respecting the minimum wage and its annual increases. The merger of these two elements guarantees a unification of the labor market in the metallurgy, while leaving a certain margin for internal negotiations within companies. Understanding these terms will allow you to better understand your rights and obligations in your sector of activity.

The main new features of the salary scale in the metallurgy industry

• A single classification grid, detailed in job groups and classes, applicable to everyone.
• A hierarchical minimum salary scale (SMH) specific to each classification, revisited each year.
• A clear distinction between managerial and non-managerial employees, with increases for certain hourly or day packages.
• Integration of a seniority bonus mechanism, modulated according to seniority and the value of the point.
• Special attention is paid to young people and beginners, with specific salaries adjusted according to their experience.

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Employee classification in the metalworking industry: understanding the positioning grid

Knowing your precise classification in the metalworking industry is essential for negotiating your salary or preparing for your career. The new grid, developed by social partners, is based on an evaluation system based on six key criteria: complexity of the activity, required knowledge, autonomy in performing the role, personal contribution, ability to supervise or cooperate, and communication. Each criterion is assigned a rating between 1 and 10, which quantifies the employee’s level of expertise and autonomy. The sum of these points results in an overall rating, which determines the job class (from 1 to 18) and the associated group (from A to I). Easily accessible through the documents provided upon hiring or consultable on pay slips, this classification guides both the employer and the employee in career management. The creation of a summary table makes this rating easier to read, allowing for a quick overview of salary positions and career prospects.

Key criteria for accurate classification

• Complexity of the job: from simple to highly specialized tasks.
• Knowledge: ranging from minimal knowledge to highly technical skills.
• Autonomy: from working under supervision to full responsibility.
• Contribution: impact on production and overall performance.
• Supervision and cooperation: ability to manage or work in a team.
• Communication: ability to effectively convey ideas and information.

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From classification to salary: understanding the SMH scale in the metalworking industry

Once the classification is established, Convention 3110 sets a minimum hierarchical wage (SMH) for each job group and class, which serves as a minimum compensation threshold. This scale, updated annually, serves to ensure that each employee receives a fair salary appropriate to their position. It must always comply with the current minimum wage (SMIC), which means that if the amount of the SMH is lower, the SMIC prevails. Conversely, if the SMH exceeds the SMIC, the employer must pay at least that amount. The annual revaluation of the SMH depends on negotiations between social partners, but in 2025, most levels remained unchanged, given the failure of negotiations at the end of 2024. Minimum wages are also modulated by increases for managers on fixed-day or hourly rates, with percentages of up to 30%. A clear understanding of this scale allows each employee to verify that their compensation complies with the regulations. Salary Thresholds for 2025

Classification

Bonuses and Increases in the Metallurgy Scale: A Lever for Incentives and Recognition

Agreement 3110 provides several measures to enhance career development and retain employees. Among them, the seniority bonus plays a central role, particularly in sectors with high turnover or high technological deployment. Established to reward loyalty, this bonus is added to base pay according to a specific calculation based on the point value and the number of years of service. For example, an employee with 8 years of service and a point valued at €5 will receive approximately €58 gross per month as this bonus.

Principles and procedures for granting the seniority bonus

This primarily concerns employees classified in groups A to E.

• It is calculated by multiplying the point value by a specific rate, then by seniority.
• Rates vary between 1.45% for beginners and 3.8% for those with the most experience.
• Amounts are generally negotiated at the sector or regional level. It must appear separately on the pay slip, as a specific bonus.
• The challenges of salary negotiations in the metal industry in 2025
• Despite sustained growth in the metallurgical industry, the economic crisis and social issues are complicating the dynamics of wage negotiations. Following the failure of the official wage increase at the beginning of the year, a sign that social dialogue remains tense, most agreements are now negotiated within the companies themselves. The complexity of the economic context—inflation, rising production costs, and fluctuating international markets—is forcing employers and unions to demonstrate flexibility. The central issue remains: how to guarantee attractive compensation without jeopardizing competitiveness, while respecting the new wage scale? A pragmatic approach could involve combining the implementation of exceptional bonuses with the promotion of continuing education.

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The role of unions in wage negotiations

Unions play a strategic role in defending the interests of employees.

They intervene during national negotiations or within companies to adjust the wage scale.

• Their goal is also to ensure a fair distribution of room for maneuver.
• Effective communication can strengthen trust in social dialogue. The main demand generally concerns an increase in line with inflation or sectoral growth.
• Resources and tools for tracking the metalworking salary scale
• For both employers and employees, understanding one’s place in the salary scale is essential. Most of the necessary documents, such as the classification or the minimum salary scale, are accessible through official or sectoral resources. On specialized websites, you can download the
• salary scale for automobile sales

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or the

salary scale for collective agreement 3130 These tools facilitate compliance verification, negotiation preparation, and the management of future developments. Regular consultation of these resources, coupled with active social dialogue, contributes to better adaptation to the economic realities of 2025. FAQ: Your questions about the salary scale in the 3110 agreement What is the difference between classification and hierarchical minimum wage in the metalworking industry?Classification designates the employee’s position in an evaluation system based on their skills, responsibilities, and autonomy, while the hierarchical minimum wage (SMH) sets the minimum compensation applicable to this classification. The consistency between these two elements ensures that the salary reflects the classification while respecting regulatory minimums.

How do I know if my salary complies with the 3110 agreement scale?

You must check that the amount shown on the pay slip exceeds the threshold set by the scale, taking into account the group, class, any increases, and the specific situation (managerial, non-managerial, entry-level). It is also essential to consult the documents provided upon hiring, or to check the employee’s pay slip.

Is a seniority bonus mandatory in the metalworking industry?

Yes, if the employee meets the conditions stipulated in the agreement (groups A to E and at least 3 years of seniority). Its amount depends on the point value and seniority. It must appear separately on the payslip when paid.

What should you do if you disagree on compensation?

It is recommended to refer to official classification and salary scale documents. In the event of a dispute, the employee can refer the matter to the industrial tribunal or negotiate with the employer, often with the help of a union or staff representative.

Will wage negotiations be relaunched in 2026?

Everything will depend on economic developments and sectoral agreements. With momentum in 2025 partially suspended following the failure of the last negotiation, social partners will likely be keen to continue the dialogue in order to adapt the wage scale to economic and social realities.

Écrit par

Kevin Grillot

Consultant Webmarketing & Expert SEO.

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