Salary scale for agreement 3078 – Oil (research and exploitation) – Kevin Grillot

Understanding the salary scale for agreement 3078 in the oil sector – An essential step for employees and employers

The oil sector in France, particularly research and development, is governed by a specific collective bargaining agreement, Convention 3078. In 2025, this salary scale is part of a constantly evolving economic context, where transparency and compliance are essential to ensure fair compensation for employees. The year 2025 marks a key milestone with the generalization of minimum wages above the minimum wage, as well as a regular review of the scales for employees, particularly those working in large companies such as TotalEnergies, Schlumberger, or TechnipFMC. It is becoming crucial for employers in the oil sector, whether SMEs or large groups such as Neptune Energy or Perenco, to be fully aware of the scales in force. Understanding this scale not only ensures compliance with the law, but also promotes salary negotiations based on transparent and harmonized criteria. Precise knowledge of coefficients, levels and associated bonuses is an essential lever for motivating staff while mastering human resources management in a competitive and regulated environment. The need to adapt remuneration according to experience, training or even responsibilities is now obvious for any entity wishing to retain its talents and ensure its credibility in the face of audits and regulatory controls. The salary scale in agreement 3078 should not be seen as a simple administrative table, but as a real strategic tool, making it possible to structure an effective salary policy for the entire oil sector in 2025. The challenge for each player remains to follow these developments, often dictated by agreements negotiated between social partners and unions affiliated to the Federation. national oil industry, while anticipating adjustments related to inflation and the global economic situation.

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The fundamentals of the salary scale for collective agreement 3078: levels, coefficients, and minimum compensation.

The salary scale applicable to Agreement 3078, in effect since the beginning of 2025, is based on a specific structure articulated around different levels and coefficients. These elements are used to determine the minimum salary applicable to each category of employees in the oil sector, including research, operations, and maintenance. Specifically, each position, based on its responsibilities, qualifications, and seniority, is assigned a specific coefficient. From this coefficient, the applicable minimum gross salary is calculated, which must be respected by the employer to remain in compliance with the agreement and current legislation. Employees are classified into hierarchical levels, ranging from manual or technical positions (coefficient between 140 and 200), to engineers and senior managers (coefficients above 500). This classification allows for the establishment of a clear and consistent salary progression, promoting the recognition of skills and experience. The value of the point, at €9.6055 in 2025, serves as a reference for calculating bonuses, increases, and other supplements. In addition, the scale provides for contractual increases adapted to each coefficient, as well as a specific surcharge for coefficients below 215, which generally applies to operations or maintenance staff. This strategic governance of compensation in the gas, oil, and energy sector is essential to ensure social stability and a shared interest between employers and employees.

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Major changes to the 2025 salary scale compared to 2023: salary increase and new organization

The adjustments made since 2023 reflect a constant effort to better reward oil sector employees in the face of economic and regulatory challenges. In 2025, the value of the point is increased to €9.6055, a 4% increase compared to the previous year, strengthening the basis for calculating salaries and bonuses. This increase comes at a time when employees’ purchasing power must be protected in the face of persistent inflation. Open to social discussions, the salary scale introduced in 2025 also features a more refined organization, spread across several levels and classification codes, allowing for more precise differentiation of positions and greater adaptation to various responsibilities. Employers at TotalEnergies, Saipem, and Neptune Energy can now apply more favorable salary scales, while respecting regulatory ceilings and minimums. The new salary scale also facilitates consideration of a profit-sharing policy and differentiated bonuses, linked to company performance and individual contribution. These changes reflect a desire to align compensation with international standards and strengthen the retention of key profiles, particularly in seismic research with players such as CGG or training monitoring with Société Générale de scraping/la-polyvalence-du-scraping-un-outil-mille-possibilites/">Surveillance. In short, the adjustment of the salary scale in 2025 contributes to better recognition of specialized skills and a more motivating work environment, while complying with legislation on minimum wages.

The coefficients of the 2025 salary scale: a precise hierarchy for all oil and gas professions

Coefficients constitute the core of the salary scale in the oil industry in 2025. Organized into several levels, they allow each position to be classified, from apprentice to experienced engineer. Coefficients generally range from 140 for entry-level or technical positions to 880 for management or strategic leadership positions. The hierarchy is designed to reflect the complexity of the position, the responsibility, and the autonomy granted. Aligning the coefficient with the minimum gross salary is essential for controlling the payroll and ensuring accurate human resources management. The trend for 2025 is toward increased recognition of intermediate positions, particularly those related to equipment maintenance or supervision, incorporating the standards of companies such as Fuchs Petrolub or Société Générale de scraping/la-polyvalence-du-scraping-un-outil-mille-possibilites/">Surveillance. The scale also promotes qualitative differentiation between the versatility of certain professions and specializations requiring high-level skills. The table below illustrates this organization. By knowing these coefficients, each employee or recruiter can quickly determine the compensation based on the responsibilities assigned. Coefficient

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Beyond the base salary, the collective agreement provides for various bonuses and increases aimed at encouraging performance and loyalty. In 2025, these measures were strengthened to better support the competitiveness and motivation of staff in an increasingly international environment. The value of the point, set at €9.6055, serves as the basis for category-specific bonuses such as the collective agreement increase or the additional increase. The collective agreement increase, applicable to certain coefficients, can be up to €0.2423 per point, which results in an increase in remuneration for intermediate or technical positions. The additional increase, for its part, specifically targets junior or entry-level profiles with coefficients below 215. The latter see their remuneration increase, notably through the calculation of this additional increase, reaching up to €2.8881 per point. Furthermore, in connection with individual or collective performance, profit-sharing and participation bonuses can also supplement remuneration. These bonuses are calculated based on the company’s financial results, as was the case for groups such as TotalEnergies and Saipem in 2025, which prioritize loyalty through bonuses linked to production or safety. Finally, specific bonuses may be awarded for missions in difficult conditions, particularly in remote areas or on the high seas, where safety always prevails in the oil industry.

Type of bonus or increase

Ensuring legal compliance and maintaining the attractiveness of the oil sector is a constant challenge for companies. Annual or semi-annual updates of salary scales, including updated point values ​​and company agreements, are essential for complying with the law while retaining talent. French legislation, governed by law, requires that every employer, whether a large group like Fuchs Petrolub or a smaller player such as Société Générale de Surveillance, must respect minimum wages. In 2025, this obligation will take on greater significance in the oil industry, where international practices and safety issues reinforce the need for rigorous salary scale management. Furthermore, the trend is toward greater differentiation between professions based on objective criteria, with greater consideration given to seniority, training, and the assessment of individual contribution. Large groups, particularly those operating in the offshore or seismic sectors like CGG, must also monitor these developments to reassure their investors and partners. Transparency in salary policies is also becoming a differentiating factor for attracting new talent, particularly in a global context where competition for technical and scientific skills is reaching its peak. Regularly updating salary scales is therefore key to proactive and sustainable human capital management in the energy sector.

Discover our detailed salary scale, ideal for helping you understand the pay scales in your sector. Compare salaries, assess your market value, and make informed career decisions.

The oil sector, whether offshore or onshore, encompasses a variety of essential professions whose compensation is governed by Agreement 3078. Among them, laboratory analysts, quality managers, and chemical engineers play a central role. The diversification of roles, ranging from pipeline management with companies like Saipem to compliance monitoring with Société Générale de Surveillance, requires precise organization of salary levels and coefficients. Large companies such as TotalEnergies, Neptune Energy, and Perenco recruit a large number of technicians, engineers, and operators each year for this purpose. The specific nature of each profession directly influences the associated coefficient, a determining factor in the minimum wage. The diversity of sectors, from refineries to pipeline transportation, requires advanced training and practical experience, particularly in sensitive areas such as the Gulf or the North Sea. To better understand this complexity, it is crucial to study specific classifications and understand their benchmarks, such as those offered by CGG, or by relying on the compensation scale established for the sector. A thorough understanding of the roles and responsibilities allows for optimized human resources management in a sector subject to significant economic and regulatory pressures.

Oil Refining and Chemical Processing

• Offshore and Onshore Operations
• Quality Control and Laboratory
• International Project Management
• Maintenance and Technical Engineering
• Compensation Challenges for Attracting and Retaining Employees in the Oil Industry in 2025

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Attracting talent to a sector as technical and regulated as the oil industry requires a tailored and competitive compensation policy. The salary scale based on coefficients and a point value, renewed in 2025, allows for the establishment of fair compensation, differentiated according to experience and level of responsibility. Companies like TechnipFMC and Groupe Desgagnés must highlight these scales to attract profiles specialized in seismic exploration or complex project management. Retention is also a key concern. Rigorous application of the scale, combined with profit-sharing or participation bonuses, helps create a motivating corporate culture. The ability to offer career development opportunities, coupled with a transparent salary policy, is becoming a differentiating factor. In 2025, referencing players like Fuchs Petrolub or Neptune Energy in job postings can reassure employees about the stability and recognition of their contribution. Finally, the stability of statutory minimums and the regular reassessment of the salary scale are guarantees of an attractive sector, capable of facing global competition and current geopolitical challenges.

Discover our complete salary scale, designed to help you understand the compensation levels in your sector. Learn about average salaries, gaps, and trends to better negotiate your salary or assess your position in the job market.

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What is the value of a point in 2025?

The value of a point for calculating salaries in the oil sector in 2025 is set at €9.6055.

How are the job coefficients determined?

Coefficients are allocated based on responsibility, qualifications, and seniority, according to a specific classification in Agreement 3078.

Are bonuses mandatory in the 2025 salary scale?

Bonuses, such as the contractual increase or the additional increase, are provided for in the salary scale for certain levels and take into account individual and collective contributions.

What are the main groups in the sector?

The main players include TotalEnergies, Schlumberger, CGG, Saipem, Neptune Energy, and Perenco.

How can I stay up-to-date on the salary scale?

It is advisable to regularly consult official publications or the Kevin Grillot website to follow developments and updates.

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Kevin Grillot

Consultant Webmarketing & Expert SEO.

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