Salary scale for agreement 3107 – Building and Public Works (BTP) – Kevin Grillot

The salary scale for the construction and public works (BTP) sector, codified by agreement 3107, undergoes significant adjustments each year to reflect economic developments and market realities. In 2025, this dynamic is particularly notable due to intensified salary negotiations, which have made it possible to integrate significant revaluations for workers, ETAM (technical and administrative staff), and managers. Understanding the structure, minimums, and influencing factors of these salary scales is becoming essential for both employers and employees in the construction industry. In a sector traditionally characterized by high geographic variability and a high demand for specific skills, salary management must be accompanied by precise knowledge of classifications, coefficients, and other working conditions. This rich context requires regular updating of the scales, as any error or misunderstanding can directly impact the company’s competitiveness and team motivation. The year 2025, driven by industry-wide negotiations, represents a new milestone in the formalization of minimum wages, while inflation and talent shortages are increasing pressure for more attractive salary policies. Through this analysis, discover in detail how the salary scale is organized, the new minimum wages, and the main levers for optimizing compensation in a rapidly changing sector.

The fundamentals of the salary scale in the construction sector in 2025

The salary scale for the construction and public works sector constitutes the basis for all legally compliant compensation. It is developed to ensure fairness among employees and compliance with legal minimums. To better understand this structure, it is crucial to distinguish its key elements, including classification, coefficients, and the various levels.

What is a salary scale in the construction industry?

The salary scale is a precise benchmark that defines the minimum amount an employee must receive based on their qualifications, experience, and professional status. It is based on a simple principle: each position, each position of responsibility, must be paid up to a minimum threshold set by collective bargaining agreement 3107. This approach aims to ensure consistency in compensation, while taking into account the diversity of profiles and responsibilities. The main characteristic of this scale is its ability to standardize, while leaving room for negotiation specific to each company. Collective bargaining agreements, particularly those relating to public works and construction, regularly update these minimum wages based on inflation, the economic situation, and the needs of the sector. With this in mind, the salary scale is part of a balanced approach between employee security and employer flexibility.

Elements that structure the salary scale

Level of qualification:

• Worker, technician, employee, manager Wage coefficient:
• Numerical indicator used to determine the minimum wage based on experience and skills Professional classification:
• Distribution of positions into categories according to their responsibilities Minimum wages:
• Standard amounts, updated annually, complying with the minimum wage and adjusted during negotiations. To illustrate this logic, here is a summary table showing the classification of the main profiles:

Category

→ À lire aussi Learn how to identify and evaluate a rare 2 euro coin Non classé · 27 May 2025

Classifications, combined with coefficients, allow us to differentiate Compensation based on profile and level of responsibility. In 2025, this differentiation will be accompanied by major updates to reflect market realities and industry-wide negotiations. Classification plays a central role in salary negotiations, as it organizes the compensation hierarchy in line with employees’ skills and autonomy.

Classification of workers in the construction sector

Workers, often on the front lines on construction sites, progress through various classes, from beginner to expert. The most recent revision in 2025 brought the classifications into line with the sector’s new requirements, particularly in terms of technical expertise. N1P1-level workers, who are beginners, have a coefficient of around 120, while skilled workers at N3P2 level can reach a coefficient of 230 or more.

This system also prioritizes other profiles based on their autonomy and expertise. The more technical or managerial skills a worker possesses, the higher their coefficient, ensuring motivating compensation that reflects their responsibilities.

Levels for technical, administrative, and managerial staff: a broad range

Employees, technicians, and supervisors benefit from a classification that ranges from levels A to F. In 2025, the rule was to further refine this range to allow for greater differentiation. For example, an experienced technician will often hold a level E, with a coefficient between 300 and 400, reflecting more attractive compensation.

For managers, the classification focuses on their level of responsibility, their project management expertise, and their degree of autonomy. The 2025 scale thus adopted a more precise table, incorporating indicative thresholds to minimize gaps between different companies while remaining within the limits of industry agreements.

New minimum wages set in 2025 for the construction sector

→ À lire aussi Salary scale for agreement 3237 – Glass and ceramics – Kevin Grillot Non classé · 28 Jul 2025

The 2025 wage negotiations resulted in a significant increase in minimum wages to cushion the impact of inflation and address the labor shortage. These adjustments primarily affect workers, but also senior management and administrative staff. Minimum wages for construction workers in 2025

With the sector’s move upmarket, here are the new hourly and monthly wages in effect:

Level

Coefficient

Employees and managers also benefit from revised minimum wages, including higher coefficients:

Level

Gross monthly salary (35 hours)

Salary determination does not depend solely on the salary scale. Various factors adjust this base, promoting compensation adapted to the realities on the ground. Among them, five play a key role, both in the context of negotiations and in daily management.

Collective bargaining, a key lever

Sector agreements, negotiated annually between unions and federations, determine the evolution of minimum wages. In 2025, these discussions made it possible to incorporate significant increases, demonstrating the shared desire to adapt compensation to economic and social challenges.

Companies in the construction sector must, however, remain attentive to these developments to ensure compliance. Negotiations also aim to adapt the pay scale to regional specificities, particularly in the Île-de-France region or in areas where demand is high.

Bonuses and allowances: an essential supplement

Beyond the base salary, the construction sector offers various bonuses that can significantly increase compensation. These include:

Basic allowance:

for employees on remote construction sites or on extended travel.

• Extensive travel allowance: in cases of significant geographic mobility.
• Bad weather allowance: in response to difficult weather conditions.
• Performance bonus: in recognition of collective or individual performance.
• These optional but common elements improve total compensation and promote the sector’s flexibility in the face of sometimes difficult conditions in the field. Geographical Influences and Skills Shortages

Salaries in the construction industry fluctuate depending on geographic location. In regions where labor demand is high, particularly in the Île-de-France region or the Southeast, companies are forced to offer higher salaries than the minimum wage to attract the best candidates.

Similarly, the shortage of qualified professionals such as site managers or electrical technicians requires salary offers to be revised upwards, without necessarily waiting for the next negotiation.

Discover our complete guide to salary scales: definition, importance, and tips for navigating the world of compensation. Learn about the criteria that influence salaries and optimize your negotiations.

Upskilling and Salary Policy: Drivers of Retention

→ À lire aussi Salary scale for agreement 3088 – Road freight transport – Kevin Grillot Non classé · 26 Jul 2025

Employees who specialize or acquire new qualifications see their coefficient increase. For example, a worker trained in machine operation or electrical safety can expect an automatic increase during the annual salary scale review.

This approach is part of a shared desire among companies to promote skilled employment, while offering rewarding and rewarding career development opportunities.

Training and Certifications: A Win-Win Investment

CACES training for machine operation

Electrical qualifications

Certifications in construction site management or safety

• Heavy goods vehicle or special vehicle licenses
• These training investments aim to upgrade employees’ skills while justifying salary increases. Since workforce quality is a priority, every euro invested benefits employee professional recognition and compensation.
• Internal Practices of Construction Companies in the Face of Industry Changes
• To remain competitive, some companies implement a proactive salary policy that exceeds mandatory minimums. The key lies in dynamic HR management, incorporating all possible levers to attract, train, and retain talent.

Attractiveness and Retention Strategies

→ À lire aussi AI’s Impact on Web Traffic: Cloudflare Warns Online Publishers About Their Future Non classé · 27 Jun 2025

Annual raises above the minimum scale

Seniority or loyalty bonuses

Benefits in kind: company car, improved health insurance

• Profit-sharing or incentive schemes
• By combining these practices, construction companies can improve employee satisfaction while reducing turnover. Employee recognition and development have become pillars of sustainability in a competitive market. Discover our complete guide to salary scales: understand salary ranges, the factors influencing compensation, and current trends in the French labor market.
• FAQ: Everything you need to know about the 2025 construction sector salary scale
• 1. What distinguishes the 2025 construction sector salary scale?

It incorporates increases resulting from industry-wide negotiations, with updated minimum wages for workers, technical and management staff, and managers, to better reflect the economic reality and the labor market.

Classifications, combined with coefficients, determine minimum wages based on profile, responsibility, and experience, allowing for precise differentiation between levels.

3. What role do bonuses and allowances play in total compensation?

These often flexible components can represent a significant portion of salary, particularly for employees who travel or work in difficult conditions, and complement the official salary scale.

4. How can a company retain its employees in a competitive environment?

By implementing bonuses, regular raises, and offering benefits in kind, a company can attract and retain talent in the face of industry demands.

5. Where can I find the official and up-to-date minimum wage values?

The latest versions of the scales, as well as industry agreements, are available on specialized websites such as that of the French Construction Federation or in legislative documents.

Écrit par

Kevin Grillot

Consultant Webmarketing & Expert SEO.

Voir tous les articles →