Understanding the Salary Scale for Collective Agreement 3264 – Games, Toys, and Model Making: A Key Issue for Employers and Employees
Salary management in the games, toys, and model making sector is essential for ensuring legal compliance while fostering a peaceful labor climate. In 2025, Collective Agreement 3264 continues to structure minimum wages, aiming to harmonize practices in a dynamic and competitive industry. Whether you are an employer or an employee, it is essential to understand the salary scale to anticipate changes, particularly with key players such as Lego, Playmobil, Mattel, and Hasbro. A precise understanding of minimum wages helps avoid disputes and ensures fair recognition of the work performed, whether in the design, production, or distribution of flagship products such as Fisher-Price or Nerf.
The basics of the salary scale for collective agreement 3264: what you need to know in 2025
The salary scale is the cornerstone of employer-employee relations in the games and toys sector. It governs minimum wages based on professional classifications, coefficients, and pay grades. Agreement 3264 applies to a variety of businesses, from small family businesses to multinationals such as Vtech and Carrera. In 2025, this scale was updated to reflect economic growth and legislative adjustments, including inflation indexation. Generally speaking, compensation must meet certain mandatory thresholds, including the minimum wage or the minimum wages set by the agreement.
At the heart of this framework, each employer must ensure that their employees’ compensation is aligned with the current scales, failing which they may be subject to sanctions. The salary scale is often consulted online, such as this link, allowing for a quick check that the salaries being charged comply with the requirements of the agreement. Category
| Coefficient | Minimum gross monthly salary (in €) | Annual equivalent (in €) | Entry-level employee |
|---|---|---|---|
| 100 | 1,785 | 21,420 | Qualified technician |
| 150 | 2,500 | 30,000 | Production manager |
| 200 | 3,200 | 38,400 | Professional classifications in agreement 3264: a guide for assessing salaries |
In the games, toys, and model-making sector, each position corresponds to a specific classification, determined by the level of responsibility, technical expertise, and seniority. The classifications are structured by coefficients that reflect the relative value of each job. As of 2025, this structure has not changed, but the interpretation of the levels and the calculation of salaries have been refined to better reflect market realities. The main categories include:
Skilled workers, with a coefficient of around 100 to 125.
Skilled employees, with a coefficient of 150 to 175.
- Technicians, with technical responsibilities, are often ranked at coefficient 200 or higher.
- Executives, whose compensation generally exceeds coefficient 300.
- Concrete examples such as a Lego production line manager or a project manager at Vtech illustrate this diversity. The correct classification ensures consistent compensation while motivating the team, with clear recognition of responsibilities.
- Examples in the sector
A play animator at Fisher-Price can start at coefficient 100, with a gross monthly salary of approximately €1,785. On the other hand, an engineering project manager working with manufacturers such as Smoby or Nerf can reach coefficient 250, with a salary exceeding €3,200. These classifications also help manage career progression.
Discover our complete salary scale that helps you understand compensation levels in various sectors. Access accurate and up-to-date information to assess your salary or that of your employees. Changes to the salary scale in 2025: impacts and outlook for the sector
The economic context of 2025 will have a significant impact on the salary scale in the gaming and modeling industries. Rising inflation, combined with pressure to attract and retain talent in a competitive market, is pushing for an upward revision of minimum wages. Agreement 3264 reflects these trends with a gradual increase, particularly for mid- and senior-level employees.
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Examples of recent changes:
Updated salary scales to incorporate digital skills.
Adjustments to better compensate positions of greater responsibility in international project management.
Increased minimum threshold to remain competitive in the face of rising costs of living.
- Discover our detailed salary scale, designed to help you understand the different compensation levels within your sector. Easily navigate through salaries, scales, and market trends to make informed career decisions. Comparing the salary scale of collective agreement 3264 with other agreements in the sector
- The differences with other collective agreements, particularly those related to the manufacture of board games or educational products, are notable. Collective agreement 3264 benefits from a specific scale based on precise classifications, distinct in terms of minimum wages and responsibilities. In 2025, this differentiation remains essential for a clear understanding of the compensation landscape.
- For example, for collective agreement 3320, dedicated to leisure and attraction establishments, minimum wages are calculated according to different coefficients, often higher to reflect the specific nature of the responsibilities.
Collective agreement
Gross minimum wage (in €)
Special features
IDCC 3264 (Games, toys, model making)
| €1,785 to €4,778 | Classification by coefficient, various levels | Agreement 3320 (Leisure, Attractions) |
|---|---|---|
| €2,000 to €5,200 | Responsibilities in the Attractions Sector | Agreement 3201 (Garden Centers) |
| €1,950 to €4,500 | Responsibilities Related to Business Management | Comparing these agreements allows you to better position your salary offering and adjust your practices to attract the best talent while complying with regulations. |
| Focus on Employee Compensation in the Model Making and Educational Games Industry | Companies specializing in model making, such as those producing scale models or construction kits, are subject to the same salary scale as those producing educational toys such as those from Vtech or Carrera. The challenge is to provide fair compensation while remaining competitive in the face of international competition. | To illustrate this, let’s take the example of a Lego assembly technician or an engineer at Fisher-Price. These positions, often ranked around coefficients 150 to 200, benefit from minimum wages that change based on annual industry negotiations. |
The sector is also impacted by the rise of innovations in smart toy design, which is leading to adjustments in salary scales to reflect these new skills.
Contractual Responsibilities and Their Implications for Compensation
Beyond simple figures, a central concept in Agreement 3264 concerns functional and professional responsibilities. Compliance with obligations regarding equal opportunity, freedom of association, and equal treatment directly influences the salary structure.
Employers must guarantee a non-discriminatory remuneration policy, in accordance with current legislation. The provisions relating to welfare or mutual insurance, still in force in 2025, complement these aspects by ensuring reinforced social protection for all employees.
Practical examples:
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Application of a differentiated scale for employees with disabilities.
Questioning the salary scale if discrimination is identified.
Incorporation of bonuses for specific responsibilities such as project management or quality control.
These responsibilities, when properly respected, ensure a work environment where growth and recognition are aligned.
- Innovations in compensation in the games and toys sector in 2025
- The games, toys and model making market is undergoing a profound transformation thanks to the integration of new technologies. Remuneration must therefore evolve to reward these new skills. The trend is towards variable remuneration, associated with bonuses linked to performance or innovation.
- Major brands like Nerf or Magic Maker offer bonuses for innovative projects, linked to digitalization or sustainability. Initiatives that encourage creativity while guaranteeing remuneration adapted to the challenges of 2025.
Furthermore, remuneration may include benefits in kind, in particular brand products or integrated continuing training to strengthen the expertise of employees.
Best practices for applying the salary scale in 2025: advice for employers and employees
To respect the salary scale in agreement 3264, a rigorous and transparent approach must be adopted. Here are some essential recommendations:
Maintain regular monitoring of updates to the agreement, particularly via specialized websites or by consulting the Legifrance platform.
Use powerful HR management software, such as Payfit, to ensure automatic compliance and avoid errors.
Offer annual reviews to discuss salary developments in line with the scale and responsibilities.
Comply with legal minimums, particularly the minimum wage, while rewarding advancement through bonuses or benefits.
- Ensure clear and honest communication with employees about their classification and development.
- These practices strengthen trust and motivation, while avoiding potential disputes related to compensation.
- FAQ: Frequently asked questions about the salary scale for agreement 3264
- What is the difference between the minimum wage and the collective agreement scale?
- The minimum wage is the legal minimum threshold set by the State, while the collective agreement scale in the games, toys, and modeling sector provides higher minimums depending on the classification and position.
How can I check if my salary is in compliance with the agreement? You can consult the updated salary scale via online resources, such as this link. If in doubt, do not hesitate to contact an expert in employment law or human resources.
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What should I do if my employer does not comply with the salary scale?
You have three years to file a complaint with the Industrial Tribunal. It is advisable to gather evidence and consult a specialized lawyer to defend your rights.
Are bonuses and benefits in kind governed by the salary scale?
Bonuses can supplement the salary scale, but their payment must comply with negotiated amounts and conditions, in addition to the minimum wages agreed upon.
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