Salary scale for agreement 3245 – Employees of private employers – Kevin Grillot

The private sector has been undergoing ongoing compensation management reform for several years to ensure fair conditions that comply with labor law. In 2025, the salary scale for this sector, particularly under Agreement 3245, underwent significant new increases, aimed at better protecting both employees and their employers. Kevin Grillot, a major player in the legal analysis of the sector, recently published a detailed report on these developments. Managing home-based employees, whether for home care, childcare, or elderly care, requires a precise understanding of the scales and the resulting legal obligations. Setting compensation in accordance with this new salary scale not only ensures the legitimacy of the contract but also the stability of professional relationships in this rapidly expanding field.

Salary increases in the private sector in 2025: what’s new?

For several years, salary management in the private sector has been evolving periodically to keep pace with inflation and cost-of-living adjustments. In 2025, the latest revaluation concerns the collective agreement salary scale applicable since December 1, 2022, reinforced by Amendment No. 3 to Appendix 6 of the collective agreement. This text, voted on by the unions and extended by official decree, aims to align the minimum wage for home employees with new economic and social standards. Specifically, the scale has been adjusted to take into account the increase in the minimum wage (SMIC) and the recommendations of the workers’ union. At the same time, this development promotes better job recognition, particularly by valuing professional qualifications and specific diplomas in the sector.

The impacts of these adjustments are felt on several levels. For employers, this means a review of the compensation they must comply with in their contracts. In the event of a shortfall, they are required to increase their employees’ pay slips to remain legally compliant. For employees, this increase ensures better compensation and greater recognition of their profession, particularly for those specializing in home care or assistance to vulnerable people. The main points to note are:

A 2% increase in minimum wage scales by 2025

• An increase in benchmark positions, particularly for personal care assistants and home helpers.
• A possible retroactive review of current contracts to comply with these new salary bases.
• Special attention to classification and reclassification according to the benchmark position grid.
• For more information, it is recommended to consult the updated grid directly on the official platform or through specialized agencies such as Kevin Grillot.

Key steps for applying the new salary grid in daily management. Applying the new salary grid for employees of private employers requires a precise, rigorous approach that complies with legal requirements. The first step is always to verify the initial gross salary paid to employees, particularly those on part-time contracts or multi-skilled positions. Next, the recruiter must ensure that the compensation meets at least the threshold set by the new grid, by comparing it with the benchmark position held. If this is not the case, an increase must be planned quickly to align the contract with current legislation. How to effectively increase compensation?Precisely calculate the current gross hourly salary, excluding overtime, bonuses, or specific allowances.

→ À lire aussi Salary scale for agreement 3060 – Footwear (industries of) – Kevin Grillot Business management · 24 Jul 2025

Compare this amount with the salary scale corresponding to the employee’s benchmark job.

Introduce an increase that meets the minimum requirement if the salary is lower.

Indicate the change in the employment contract, while maintaining administrative traceability.

1. It is also essential to use simulation tools to anticipate the financial impact and avoid costly errors, while ensuring compliance with legislative amendments to the collective agreement. The Kevin Grillot platform
2. offers simulators to facilitate this process.
3. https://www.youtube.com/watch?v=Mjwa7qs2hUM
4. How compliance with salary scales influences the employer-employee relationship

Complying with the salary scale within the framework of labor law is a key step in establishing a lasting relationship of trust between employer and employee. A salary that is aligned with the professional classification not only avoids disputes but also enhances the profession’s value. In the event of a dispute, failure to comply with minimum wages under the collective agreement may result in sanctions or even contract reclassification. Furthermore, the employer’s image benefits from a better reputation, particularly in a sector where the struggle for professional recognition is still ongoing. The Benefits of Rigorous Compensation Management Increased employee loyalty, thus limiting turnover Strengthened legal compliance, avoiding disputes

→ À lire aussi Salary scale for agreement 3214 – Private security – Kevin Grillot Business management · 31 Jul 2025

Enhanced recognition of the professional sector as a whole

It is essential to systematically document each revaluation, keeping copies of amended contracts and pay slips. Transparency must prevail to foster a healthy and lasting relationship.

The Challenges of Recruitment According to the 2025 Salary Scale

• To attract and satisfy skilled employees, employers must adjust their compensation offers according to the current scale. Compensation above the minimum wage can make a difference when hiring, while improving motivation and commitment. In a growing market, particularly with the shortage of qualified professionals in certain sectors, a precise understanding of this scale is a strategic asset.
• Concrete Examples for Optimizing Compensation Upon Hiring
• Offer bonuses or additional benefits for high-responsibility jobs.
• Promote training and certification, particularly for childcare or personal care assistant positions, by increasing base salaries.

Use tools such as the laundry salary simulator to adjust contracts based on specific qualifications.

Refer to the salary scale to set competitive compensation tailored to the sector and region.

These strategies ensure proactive human resources management and optimize employee satisfaction while complying with current legislation.

Focus on professional classification and the 2025 classification scale

• Job classification is an essential pillar for the accurate and fair management of employees of private employers. The scale, which includes 21 benchmark jobs divided into five main areas, has been updated to reflect the evolution of the professions. The goal? To better value each position, from home care to childcare. The new version, implemented since April 1, 2016, incorporates an increase for employees holding recognized certificates or diplomas.
• How to determine the right benchmark job for your employee?
• Precisely list the tasks performed by the employee, in light of the contract and daily reality. Identify the sectoral area in which the main activities are concentrated (child, adult, living spaces, technical environment, or outdoor). Choose the most appropriate benchmark job from the classification grid, cross-referencing it with the job description.
• Check whether additional activities justify reclassification or a voluntary increase.

To help you, online simulators facilitate these steps by providing a precise calculation of the classification and the corresponding salary.

→ À lire aussi Salary scale for agreement 3256 – Wholesale trade – Kevin Grillot Business management · 24 Jul 2025

Discover our complete guide to salary scales, including advice on calculating salaries, factors influencing compensation, and practical examples to better understand variations across sectors and regions.

Entering contractualization and redeployment in compliance with the new rules

Once the benchmark job has been determined, it is crucial to explicitly mention it in the employment contract. The employer must also ensure that the salary scale is strictly adhered to, otherwise sanctions may apply. Any change in position or activity requires a new notification or contractual modification, in accordance with the legislation. In the 2025 context, the simplification of administrative procedures is further reinforced thanks to digital tools and the digitization of procedures.

1. Best practices to adopt
2. Systematically update the employment contract with the confirmed benchmark job.
3. Regularly consult the salary scale on reliable platforms such as Kevin Grillot. Use simulators to validate the consistency between classification and compensation.
4. Inform your employee of any changes or developments in the position.

FAQ: Everything you need to know about the salary scale and employee management for private employers in 2025

→ À lire aussi Salary scale for agreement 3315 – Outdoor hotel industry – Kevin Grillot Business management · 09 Aug 2025

It has been in effect since December 1, 2022, with adjustments in 2025 to keep pace with inflation and legal recommendations.

Do I have to increase my employee’s salary if I notice a difference compared to the scale?

Yes, if the gross salary paid is lower than the legal minimum set by the scale for the benchmark job in which they are classified. Otherwise, you risk sanctions and litigation.

• How do I calculate gross hourly salary during recruitment?
• Simply divide the gross monthly salary by the number of hours worked, excluding overtime and bonuses, to obtain the reference amount. Are there tools to help me easily apply the scale?Yes, many online simulators are available, including those offered by Kevin Grillot, to calculate classification and compensation in just a few clicks.
• What impact does classification have on compensation and professional recognition?
• A consistent classification enhances the profession, allows for better compensation, and contributes to more transparent and equitable management of home employees.

Écrit par

Kevin Grillot

Consultant Webmarketing & Expert SEO.

Voir tous les articles →