Salary scale for collective agreement 3319 – Green spaces – Kevin Grillot

The green spaces sector, a vital pillar of our urban and rural environment, is navigating a constantly evolving regulatory landscape in 2026. At the heart of this dynamic is the salary scale derived from Collective Agreement 3319, a fundamental document that shapes the compensation and working conditions of professionals. This update is far from insignificant; it is the cornerstone of a firm commitment to professionalization and fairness. Kevin Grillot, a recognized expert in the field, has often emphasized the importance of this collective agreement in ensuring fair recognition of the skills and efforts of the gardeners, landscapers, and technicians who beautify our lives every day. With growing economic and social stakes, ranging from making these professions attractive to retaining talent, a thorough understanding of this salary scale is essential for any company wishing to thrive and honor its commitments to its employees. It offers a clear overview of the minimum wages to be respected, positioning the green spaces sector as a key player in the fight against job insecurity and in favor of stimulating career progression. For Marc, head of a landscaping company, mastering this information is crucial for the health of his business and the well-being of his teams. In short: What you need to know about the Collective Agreement 3319 Salary Scale in 2026 💰 The salary scale of the Collective Agreement 3319 for green spacesis being updated in 2026, with minimum wages higher than the minimum wage. 📊 It clearly distinguishes three categories: Workers and Employees, Technicians and Supervisors, and Managers, each with its own progression. 🌱 The reform aims to strengthen the attractiveness of the

green spaces sector

• and to retain talent in the face of recruitment challenges. 🛠️ The new compensation rules For apprentices and professional training contracts, the pay scales are being revised upwards to encourage training. 🔍 The application of the pay scale requires constant vigilance, with regular audits to avoid penalties for non-compliance.
• 🚀 Brands like John Deere, Husqvarna, and Pellenc play a key role in equipment and training, also influencing skills development. 🔄 The collective bargaining agreement encourages continuing education and internal mobility to adapt to market changes and technological innovations. Understanding the Scope of the Collective Bargaining Agreement 3319 – Green Spaces Pay Scale The pay scale for landscaping companies, governed by the National Collective Bargaining Agreement for Landscaping Companies of October 10, 2008 (IDCC 7018), is a crucial document for anyone working in this field. But before delving into the specific figures, it isessential to understand its scope of action.
• What is the precise scope of this agreement, which impacts thousands of professionals? This is a fundamental question for ensuring fairness and legal compliance in the green spaces sector.
• The agreement clearly defines the main activities it covers. It encompasses a wide range of tasks, far beyond simply mowing the lawn. For Marc, whose company specializes in high-end garden design and the maintenance of large estates, it is crucial to know if all his activities are covered. Among the services included are the creation and maintenance of parks and gardens, interior landscaping, and landscaping in the broadest sense. This also includes the creation and maintenance of turf areas on sports fields, a specific niche that requires particular skills and equipment. Similarly, modern techniques such as hydroseeding and the scraping/lart-de-la-data-a-votre-portee-comment-le-web-scraping-peut-transformer-votre-entreprise/">application of plant protection products are explicitly mentioned, reflecting a constant adaptation to industry innovations. To go further, the agreement also addresses more complex and often risky activities, such as reforestation, pruning, brush clearing, and even the felling of street and ornamental trees. These tasks, which require technical expertise and specific certifications, are fully integrated within the framework of Agreement 3319.
• Automatic irrigation, when linked to landscaping, as well as greening, bioengineering, and ecological engineering work, highlight the growing environmental and technical dimension of the profession. Finally, even small gardening jobs, carried out by approved personal services companies, fall within this broad scope. Marc must therefore ensure that his company’s main activity, defined by its APE code, corresponds to one of these descriptions in order to correctly apply the minimum wages.
• ⚠️ Warning:

It is crucial to consult this salary scale before proposing a salary to a new employee. You cannot set a salary lower than the thresholds specified in the collective bargaining agreement. However, you are free to set a higher salary. The principle of “most favorable” always applies. Marc learned this the hard way early in his career when he almost underestimated the importance of these minimums. For any questions about collective bargaining agreements, reliable resources such as Kevin Grillot’s website offer valuable insights.

Salary Evolution in the Green Spaces Sector in 2026: A Key Milestone The green spaces sector is not static; it is constantly evolving, facing major ecological, technological, and social challenges. In 2026, the new salary scale, consolidated by collective agreement 3319, represents a significant milestone in this evolution. It doesn’t just set figures; it embodies a vision for the future of the landscaping sector, aiming to strengthen its attractiveness and guarantee fair and transparent compensation. Marc, who has seen his profession transform over the decades, knows how vital these adjustments are. The changes in 2025, extended and consolidated in 2026, respond to a pressing need to align compensation with current economic realities and workers’ expectations. The objective is multifaceted: to promote the profession, attract new talent to a sector facing labor shortages, and retain a skilled workforce. Established players like STIHL, Husqvarna, and Toro, which supply cutting-edge equipment, demonstrate the constant innovation and increasing technical demands of landscaping professions. Recognition of these skills must be reflected in pay. The recent extension of this pay scale to all players in the landscaping sector It increases transparency and provides a clear overview of the minimum wages to be respected for each position. This safeguards against disparities and represents a step towards greater fairness. In a context where combating job insecurity and encouraging career transitions are national priorities, this salary scale is positioned as a strategic tool. It helps employers, both large and small, to structure their compensation policies in a coherent and motivating way. For Marc, this means he can better plan his budgets, but above all, that he offers his employees clear career development prospects and recognition of their expertise. This helps build a relationship of trust and loyalty, essential in a profession that is often physically demanding. The agreement also emphasizes job classification, distinguishing between levels of responsibility and competence, which makes career progression more understandable for employees. The clarity provided by these salary increases is a real asset for everyone. How does this change concretely impact businesses and employees? The revision of minimum wages ensures that the base salary remains above the minimum wage, a strong sign of increased professional value. It also encourages skills development, as salary progression is linked to experience and ongoing training. This motivates Marc to invest more in developing his teams, knowing that this will translate into greater productivity and job satisfaction. Ultimately, a well-structured and regularly updated salary policy is a driver of growth for the entire landscaping sector, enabling it to meet the challenges of tomorrow. It’s a proactive approach for a vital industry.https://www.youtube.com/watch?v=JIR50q87RzQ The Fundamental Principles of the Salary Scale and Professional ClassificationThe salary framework defined by agreement 3319is based on fundamental principles, designed to ensure fair and equitable compensation at all levels of responsibility within the

landscaping sector.

It is a structure designed for clarity and accessibility, far removed from the complexities sometimes encountered in other sectors. The first of these rules is simple yet powerful: the minimum contractual salary must always be higher than the minimum wage (SMIC) in effect in 2025 and 2026. This provision demonstrates a commitment to valuing the professionalism of landscaping professions and recognizing their contribution to the green economy.For Marc, this rule is a solid foundation for his job postings. It allows him to position his company as an employer concerned about the well-being of its employees. But the salary scale goes further. It segments employees into distinct categories, each with its own specific salary scale. These include: workers and employees,

technicians and supervisors (TAM), and managers. Each category has a progression system that takes into account experience, acquired qualifications, and level of responsibility. This professional classification is not just about job titles; it guarantees logical and transparent career development, encouraging employees to train and develop their skills. Flexibility is also central to this

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salary grid.

For certain categories, such as technicians and supervisors, the compensation Compensation can be adjusted based on hours worked or daily rates, offering valuable flexibility for companies and better reflecting the realities of certain positions. Discussions with social partners have led to greater recognition of specific skills. For example, proficiency with high-performance tools from brands like John Deere or Pellenc, essential for maintenance and landscaping, is now more highly valued. This technical expertise is no longer just an asset; it is a direct driver of salary progression, encouraging excellence and continuous learning. Salary progression, which can be adjusted based on seniority or individual performance, is another key element of this reform. Guaranteed minimums are in place for contract renewals and internal promotions, providing security and predictability for employees. For Marc, this means he must regularly assess his teams’ performance and support their development, ensuring that their compensation accurately reflects their contribution and progress. Convention 3319 is not just a pay scale; it’s a guide for fair and dynamic human resource management that propels the green spaces sector forward. The table below illustrates this fundamental structure. Category 🧑‍💻 Minimum Gross Monthly Salary (euros) 💰 Key Conditions 📝 Workers and Employees 🌱 €1,691.12 to €2,580.24 35 hours/week, seniority, qualificationsTechnicians and Supervisors 🌳 €2,407.55 to €2,967.28 Daily rate, responsibilities

Managers 💼 €3,300 to €5,450 Management positions, experience New Remuneration Rules for Apprenticeships and Professional Training Contracts The Future of the Green Spaces Sector The sector relies heavily on the attractiveness of its professions for young people and those seeking a career change. In this context, the

agreement 3319 brought about a major transformation in the rules for compensation of apprentices and young people on professional training contracts. The decree published in the Official Journal on June 26, 2024, marking a crucial step, aims to make apprenticeships a lever for attracting talent to the recruitment challenges facing the landscaping sector. For Marc, who regularly takes on apprentices in his company, this reform is excellent news, as it strengthens the resources for training the next generation.Compensation rates have been increased, with the aim of providing more motivating support for young employees. It’s not just about paying more, but about recognizing the value of apprenticeships and the investment young people make in their training. The objectives of this reform are numerous and ambitious. First, it aims to encourage access to training by reducing the financial barriers that could sometimes discourage people from pursuing careers in apprenticeships. Second, it seeks to strengthen the role of tutoring and mentoring by recognizing the importance of mentors who pass on their expertise to new generations. Finally, it guarantees that every young person receives compensation commensurate with their progress and the responsibilities they acquire throughout their training.

Specifically, the minimum wage for an apprentice must now exceed the national minimum wage (SMIC), incorporating a specific scale based on age and the targeted qualification level. This progressive system allows for a more tailored approach to compensation. The apprenticeship stipend evolves with the apprentice’s skills. A young person under 18 will not receive the same amount as an apprentice over 21, who may already have a certain qualification or be aiming for a higher level. This is a pragmatic approach that takes into account the different stages of the apprenticeship. This program is not limited to young people; it also encourages career changes and the integration of diverse profiles, offering an entry point for those who wish to embark on a new career in landscaping. Apprenticeship recognition is also achieved in collaboration with equipment manufacturers. Brands like Husqvarna and Etesia, for example, are essential partners that allow apprentices to train on modern, high-performance tools, thus ensuring a gradual skills development adapted to the new market demands. Marc knows that investing in this equipment, and the accompanying training, is crucial to maintaining his company’s competitiveness. These new apprenticeship compensation rules are therefore a cornerstone for ensuring the long-term viability of the landscaping sector, by guaranteeing a steady stream of qualified and motivated professionals ready to meet the challenges of tomorrow. For details on other agreements, Kevin Grillot’s website provides further information. Age / Level 🧑‍🎓 Percentage of Minimum Wage (%) 📈 Under 18 👦 27% to 43%18 to 20 🧑‍🦰

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Over 21 👩‍🎓

53% to 100% (depending on qualifications) https://www.youtube.com/watch?v=ENzUQz0-o98 Adapting Your Salary Policy to the Challenges of the Green Spaces Sector in 2026 The green spaces sector is constantly evolving, influenced by technological advancements, environmental concerns, and societal expectations. Faced with these changes, adapting one’s compensation policy is no longer an option, but an absolute necessity. By 2026, this means rethinking human resource management to make it more agile, transparent, and equitable. Marc, with the experience of a seasoned fisherman who has weathered storms, knows that thorough preparation is key to navigating these new waters. The salary scale of Collective Agreement 3319 is a guideline, but adapting it on a daily basis requires a strategic vision. The current reform includes an overhaul of continuing education programs, increased recognition of skills, and a shift towards more flexible compensation management. The goal is to promote internal mobility and retraining, powerful tools for addressing labor shortages and developing new expertise. This compels employers to adopt a transparent and progressive compensation policy. Raising awareness of compliance with the salary scale in all types of contracts, whether fixed-term or permanent, is now a priority. It is also about preventing the risks associated with the use of high-performance equipment, such as that from John Deere or Wolf, which requires specific skills and ongoing training to guarantee the safety and efficiency of the teams.For Marc, this translates into implementing concrete actions within his company. He must not only ensure that the minimum wages are respected, but also regularly reassessed to account for inflation and productivity. The synergy between learning and skills development for its employees is also paramount. Investing in training that allows teams to stay at the forefront of techniques and tools is essential. Adapting to new working methods, such as teleworking for administrative functions or increased flexibility for field teams, contributes to improving quality of work life and retaining talent. Finally, Marc is encouraged to develop partnerships with its suppliers. The use of innovative tools optimizes productivity and justifies more competitive compensation. These key actions are pillars of a modern and effective compensation policy. They not only ensure compliance with the legal obligations of the collective bargaining agreement but also create a stimulating and equitable work environment. By adopting a proactive approach, landscape companies can transform challenges into opportunities, attracting top talent and retaining their teams. It’s a win-win strategy for both employer and employee, strengthening the long-term stability and reputation of the green spaces sector. This constant adaptation is the key to success in a changing world.

Salary and Benefits Grid Comparison – Collective Agreement 3319 Green Spaces Explore the different profiles and benefits of the Green Spaces collective agreement (IDCC 3319).Salaries are indicative and based on observed averages to provide you with a clear perspective. Compare a specific profile:All profiles Reset selectionImportant note: Salary data are estimates based on general observations and can vary significantly depending on the company, individual experience, geographic location, and specific negotiations.

This comparison tool is a decision-making aid and in no way replaces a thorough consultation of the official texts and amendments to Collective Bargaining Agreement 3319 (IDCC 3319 – Agricultural Production and CUMA). No external APIs are used for the salary data; these are simulated for example and illustrative purposes only.Responsibilities and Salary Comparisons by Job Category in Agreement 3319 The salary scale in Agreement 3319 is designed to reflect the different levels of responsibility and expertise within the green spaces sector. It clearly distinguishes between job categories, allowing for better recognition of skills and greater fairness in compensation. This structure is essential for the clarity of the professional classification

and so that each employee can understand their position and career prospects. Marc, who has always prioritized fairness, finds in this system a solid foundation for managing his teams’ expectations. Let’s take the category of workers and employees . These professionals, often on the front lines in the field, are the beating heart of the green spaces sector . Their work is essential and ranges from planting to maintenance, including pruning and basic landscaping. For these positions, the salary scale

higher salary.

At the top of this hierarchy are the managers, whose role is strategic. They are responsible for managing large-scale projects, client relations, technical planning, and the overall management of the company. Their salaries range up to €5,450 gross per month , a compensationthat reflects the complexity of their roles and the impact of their decisions on the company’s operations. This system is not just a salary scale; it is a powerful lever for skills development. It encourages training, particularly on new industry advancements, and offers clear and motivating career prospects. For Marc, this is proof that the

landscaping sector knows how to value everyone’s contribution, from the entry-level gardener to the project manager, thus ensuring the sector’s sustainability and excellence. To learn more about salaries in other sectors, you can consult analyses such as those on the Agreement 3079

The Challenges of Implementing the Salary Scale in 2026 and Solutions The implementation of the new salary scale of Agreement 3319 in 2026, while bringing significant progress for the landscaping sector, is not without its challenges. Each new regulation brings its own set of questions and necessary adjustments. The top priority remains compliance: avoiding labor disputes or the risk of fines for non-compliance with minimum wages is a major concern for Marc and all contractors. Regularly reviewing payslips and training programs is essential, a task that concerns both SMEs and large companies, including those operating under the banner of giants like John Deere or Toro. The integration of new market players and the widespread adoption of digital tools represent another significant challenge. These changes require specific resources and support for businesses, which often need to modernize their management systems. Raising awareness among employers, particularly in the green spaces sector, which is often characterized by strong seasonality, must be balanced with optimizing productivity and fostering economic growth. This is a delicate exercise that requires education and appropriate tools. The adaptation phase also necessitates strengthened social dialogue to anticipate and resolve potential tensions related to salary reviews or the simplification of administrative processes. Marc has often emphasized that dialogue with his teams is the best compass in these uncertain times. So how can these challenges be successfully met? Several solutions can be considered to facilitate the implementation of the salary scale.For Marc, this involves constant regulatory monitoring and the use of up-to-date payroll software. Automating and simplifying administrative procedures through digital tools are promising avenues for reducing workload and minimizing errors. Training managers on these new rules is also essential so they can guide their teams and answer their questions clearly. Finally, regular communication and clear training materials are indispensable so that even SMEs, often with fewer legal resources, can understand and apply the agreement without difficulty. This is a fundamental undertaking that requires perseverance and organization.

If the minimum wage (SMIC) increases during the year, it is crucial to verify whether the collectively agreed minimum wages remain higher. If not, the legal minimum wage (SMIC) must be applied. This is a point on which Marc is particularly vigilant, as the slightest error can have significant consequences. This ongoing adaptation guarantees the fair and effective scraping/lart-de-la-data-a-votre-portee-comment-le-web-scraping-peut-transformer-votre-entreprise/">application of the collective agreement, thus ensuring the sustainability and attractiveness of the green spaces sector. By addressing these challenges, the sector will demonstrate its ability to modernize and value its professionals. Problems Encountered 🚨 ❌ Non-compliance with minimum wages ⚙️ Administrative complexity⏰ Implementation delays 📉 Limited awareness of the salary scale among SMEs Proposed Solutions ✅

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Furthermore, companies like John Deere and Toro offer comprehensive solutions that go beyond mere equipment, sometimes providing management systems and decision-support tools that improve overall productivity. The integration of these technologies and the teams’ ability to fully utilize them are factors that directly impact the company’s profitability and its capacity to offer compensation in line with the new salary scale standards. The synergy between training, technological innovation, and strong partnerships is therefore key for the green spaces sector to thrive and guarantee a rewarding future for its professionals. This is an integrated vision of growth and talent development.

The Salary Scale for Managers in the Landscape Sector: Beyond the Minimums The salary scale for managers within the 3319 Green Spaces collective agreement represents the top of the professional classification. recognizing significantly higher levels of responsibility, expertise, and autonomy. For Marc, who aspires to develop his top performers into management positions, understanding this salary scale is fundamental to building an attractive career path that reflects market realities. The minimum salaries indicated for this category are annual gross salaries, reflecting the strategic nature and long-term commitment of these roles. As of April 1, 2025, and consolidated in 2026, these figures provide clear benchmarks. The management salary scale has several levels, from C to D, each corresponding to increasing responsibilities. For example, a C-level manager starts with a minimum of €37,769 gross per year, while a C5 manager can reach €48,030. Level D, on the other hand, is defined “by mutual agreement,” meaning that compensation is often negotiated based on experience, the rarity of skills, and individual performance, well beyond the minimum wage stipulated in collective agreements. This flexibility allows companies to attract and retain key talent for senior management or complex project management positions, where the impact on profitability and strategy is direct. For information on salaries under other collective agreements, you can consult articles such as the one on Collective Agreement 3318. It is important to emphasize that these minimum wages stipulated in collective agreements are significantly higher than the annual gross minimum wage (SMIC), which was €21,621.60 as of November 1, 2024. This means that companies in the green spaces sector must apply the amounts in the salary scale for their managers, and not the legal minimum wage. If the minimum wage increases during the year, it is essential to check If the minimum wages stipulated in collective agreements remain significantly higher, then the legal minimum must be applied, based on the principle of the most favorable rate. This vigilance demonstrates respect for managers and protects the company.

Managers in the landscaping sectorare the architects of projects, the managers of multidisciplinary teams, and the key contacts for clients. Their expertise extends beyond technical skills; it encompasses strategic vision, budget management, business development, and innovation. Their compensation reflects this complexity and added value. By offering clear and competitive

compensation prospects, the landscaping sector can attract the best managers and engineers, essential for its future growth. This salary scale is a tool for attracting these key professionals. Management Level 📈

Minimum Annual Salary as of April 1, 2025 (gross) 💰 C 🎯€37,769 C1 🚀 €41,917

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C2 🌟

€41,917
C3 💡

€43,663 C4 ✨ €44,974

C5 🏆

• €48,030
• D 👑
• By mutual agreement

Optimizing Payroll Management: The Case of Technicians and Supervisors in Collective Agreement 3319

The category of Technicians and Supervisors (TAM) occupies a strategic position in the green spaces sector, acting as a link between operational teams and management. The salary scale of the collective agreement 3319 precisely details their compensation, a key element for their motivation and recognition. For Marc, ensuring smooth and compliant payroll management for these employees is essential, as they are often the cornerstones of the organization and execution of projects. Their minimum wages are expressed as gross monthly amounts, reflecting the stability of their commitment. Technical Assistants (TAMs) are classified into different positions, from TAM.1 to TAM.4, each corresponding to a progression in terms of skills, experience, and responsibilities. As of April 1, 2025, a TAM.1 receives a gross monthly salary of €2,220, while a TAM.4 can earn up to €3,138 if their contract is a fixed-day contract. This distinction is important: TAMs can be paid on a standard monthly basis or via a fixed-day contract, which is often the case for those with significant autonomy in organizing their work and a high level of responsibility for results. Marc must carefully assess the most appropriate type of contract for each of his TAMs, taking into account the nature of their tasks and their degree of autonomy. The professional classification is crucial here.Just as with managers, it is essential to remember that the minimum salaries for TAMs must be strictly applied. The gross monthly minimum wage (SMIC), increased to €1,801.80 on November 1, 2024, remains below the lowest threshold of the TAM (Technical and Administrative Staff) pay scale. This means that companies are legally obligated to apply the minimum wage stipulated in the collective bargaining agreement. ⚠️ Important:If the minimum wage increases during the year, it is essential to verify that the minimum wages in agreement 3319 are still significantly higher. If not, the legal minimum wage must be applied. This constant monitoring is the employer’s responsibility and a guarantee of job security for the employee.

Technicians and Supervisors play a vital role in project implementation. They coordinate teams of workers and employees, ensure the smooth running of operations, manage material stocks, and maintain relationships with clients in the field. Their technical expertise and problem-solving skills are central to the performance of the landscaping sector. The remuneration provided by the The collective agreement aims to recognize this central role and encourage these professionals to continue developing their skills, particularly in team management and landscape-specific techniques. Effective payroll management for this category is an investment in the company’s stability and growth. This is why the salary scale is a strategic tool. TAM Position 🧑‍🔧Gross Monthly Salary as of April 1, 2025 (standard) 💸 Gross Monthly Salary as of April 1, 2025 (daily rate) 💼 TAM.1 🛠️

€2,220 €2,552TAM.2 🌳 €2,329€2,678 TAM.3 📊 €2,510

€2,887 TAM.4 🚀€2,729 €3,138The Salary Scale for Workers and Employees: The Essential Foundation of the Green Spaces Sector Workers and employees form the backbone of the green spaces sector. The beautification and maintenance of our landscapes depend on their daily work, their expertise, and their commitment. The salary scale of the collective agreement 3319 details their compensation precisely, taking into account their position and skill level. For Marc, who started in the field, it is essential that these professionals are paid fairly, because without them, no landscaping company could operate. The minimum wages for this category are expressed both as a gross hourly rate and as a gross monthly salary. The salary scale for laborers and employees is structured into several positions, from O.1 to O.6 for laborers, and from E.1 to E.4 for employees. Each level corresponds to a progression in task mastery, autonomy, and experience. As of April 1, 2025, and consolidated in 2026, a laborer in position O.1 starts with a gross hourly rate of €12.00, or a gross monthly salary of €1,820.04. For a more experienced worker, such as those in position O.6 or E.4, the hourly rate can reach €13.43, corresponding to a Gross monthly salary of €2,036.93 This salary increase is a powerful incentive to develop skills and make a long-term commitment to thelandscaping sector.

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It is crucial to note that, here again, the salary scale of the collective agreement is more advantageous than the minimum wage (SMIC). As of November 1, 2024, the gross hourly minimum wage was set at €11.88, and the gross monthly minimum wage at €1,801.80. The minimum wagesunder the collective agreement for workers and employees are therefore systematically higher. ⚠️ Important: as with other categories, if the minimum wage increases during the year, it is essential to check whether the minimum wages stipulated in the collective agreement remain significantly higher. Otherwise, the legal minimum wage (SMIC) must be applied. Marc knows that this vigilance is constant and necessary to ensure the accuracy of all payroll slips.

The workers and employees

are the artisans of the landscape: gardeners, tree pruners, maintenance workers… Their tasks are varied and often require great versatility, good physical condition, and in-depth knowledge of plants and landscaping techniques. The compensationset by

agreement 3319 aims to value these essential skills and ensure a decent standard of living. By offering fair minimum wages and clear career advancement opportunities, thelandscaping sector will be able to continue attracting and retaining the talent that makes it so valuable. Theclear job classification

• helps to understand possible career progression. It is the recognition of their work that fosters pride in the profession and guarantees a solid future for the

• landscaping sector . Worker/Employee Position 🧑‍🌾
• Gross Hourly Rate as of April 1, 2025 (€) ⏱️
• Gross Monthly Salary as of April 1, 2025 (€) 💲
• O.1 🌿 €12.00 €1,820.04

• O.2 🌲

• €12.06
• €1,829.14
• O.3 🌳
• €12.18

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€1,847.34

O.4 🍂 €12.47 €1,891.32 O.5 🌺 €12.83 €1,945.93 O.6 🌾 €13.43 €2,036.93 E.1 🌱 €12.00

€1,820.04 E.2 🌼 €12.18 €1,847.34E.3 🌻 €12.55€1,903.46 E.4 🌷 €13.43

€2,036.93 Frequently Asked Questions about the Salary Scale for Collective Agreement 3319 in 2026 What are the minimum wages in effect for green space employees in 2026?

In 2026, minimum wages, adjusted to account for 2025 inflation and future increases, guarantee that all employees in the green spaces sector receive compensation above the minimum wage (SMIC). The precise amounts vary according to job classification: an experienced worker will receive a minimum of €1,691.12 gross per month, while a senior manager can expect up to €5,450 gross per month. These figures evolve according to position, seniority, and acquired qualifications, as detailed in the salary scale of Collective Agreement 3319. How does this salary scale influence recruitment and retention of talent in the sector? The salary scale of Collective Agreement 3319 has a major impact on attracting and retaining talent. By offering competitive salaries, a clear hierarchy, and career advancement opportunities, the green spaces sector values ​​its employees and attracts new talent. Recognizing salary progression, combined with enhanced training programs, fosters loyalty and reduces turnover. This also helps maintain high productivity and strengthens the industry’s competitiveness in the face of economic and environmental challenges, making compensation a strategic lever.What are the essential tools and partners for implementing the new salary structure? The successful implementation of the new pay scale relies on key tools and partnerships. Equipment suppliers like Husqvarna and Iseki support the sector in developing technical skills. Wolf and Pellenc tools, through their innovative land maintenance solutions, improve productivity. John Deere and Toro offer comprehensive solutions that ensure pay compliance. Beyond equipment, ongoing training and the use of up-to-date digital payroll software are also essential for efficient administrative management that complies with the standards of Collective Agreement 3319. What are the penalties for non-compliance with the pay scale in 2026? Failure to comply with the minimum wages established by Collective Agreement 3319 can result in significant administrative penalties for employers, and even labor court disputes. The labor inspectorate is responsible for ensuring compliance and can impose fines or orders to adjust wages. It is therefore essential for companies in the green spaces sector to maintain constant vigilance. The sector is even planning a strengthened monitoring procedure in 2026 to guarantee transparency and equal pay, underscoring the seriousness of violations.

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