Salary negotiation for construction and industry

Understanding the new salary scale in the BTP in 2025: a crucial issue for all employees

Imagine that you work in the BTP or industrial sector. You have probably noticed that the pay scale is evolving rapidly, especially since 2025. Between revaluations, bonuses, regional allowances and new classifications, salary negotiation is becoming a real insider’s game. All the more so as the Fédération Française du Bâtiment, the CAPEB, the FNTP or even the UIMM struggle to keep up with these changes. Understanding the structure of this new scale gives you all the keys to negotiate your next contract or your future promotion. Between us, don’t stay in the shadow of an underestimated salary. You have the power — I’ll help you use it.

The structuring of the BTP salary scale 2025: a puzzle in full mutation

In 2025, the BTP salary scale has changed profoundly. Gone is the simple table with fixed minima. Now, each position is classified according to several parameters: qualification, responsibilities, autonomy and seniority. The convention collective nationale du Bâtiment has implemented a hierarchical classification that divides positions into two main categories:

• employees of small companies (fewer than 10 employees)
• employees of larger companies (≥ 10 employees)

This division is not just an administrative detail. It directly determines the minimum amount your employer must respect. The scales are negotiated at the level of professional branches and formalized in branch agreements. In short, everything is based on a coefficient, a bit like your “score” of competence. The higher your coefficient, the higher your minimum gross salary. A real market mechanism, where each step must be mastered if you want to come out ahead.

Coef	Typical position	Gross hourly wage 2025
150	Laborer, beginner	11,95 €
170	Assistant bricklayer, skilled worker	12,45 €
185	Bricklayer, formworker, plasterer	13,10 €
210	Team leader	15,00 €
250	Site manager, technician	18,20 €

Beyond the basic salary, other elements influence remuneration, such as specific bonuses or accompanying allowances. The diversification of bonuses must be well understood if you want to avoid being shortchanged during your negotiation. The key remains your ability to master these levers to play companies against each other. If you want to go deeper, consult this article on negotiation techniques.

Bonuses and allowances: a real lever in negotiation in 2025

It’s no secret: in BTP as in industry, the base pay alone is not enough to make a difference. Bonuses often represent 10 to 20% of total pay. In 2025, the trend is increasing, with regional bonuses, meal or travel allowances that can significantly raise your income. Here’s what you need to know:

• Meal allowances: around 10,50 € per day, payable if your site lasts several hours and the employer does not provide meals.
• Travel or commuting allowances: variable flat rates depending on distance, sometimes very lucrative in urban areas or in isolated rural zones.
• Regional bonuses: often negotiated on a case-by-case basis, they can represent up to 10% of total pay depending on the area.
• Seniority bonuses: applied from the 3rd year in the company, they can increase the base salary by 3 to 5%.

However, be careful not to be fooled into thinking these allowances are a joker for a low salary. They supplement, but do not replace, a negotiation on gross salary and the annual bonus. To prepare well, I recommend consulting this guide to reviewing your salary offer.

The major differences between workers, ETAM and executives in 2025: each profile has its stakes

In 2025, professional categories in the BTP and industry are becoming increasingly differentiated. The distinction between workers, ETAM (Employees, Technicians, Supervisory Agents) and executives becomes essential to understand in order to negotiate one’s salary. Here is how each group is positioned:

Workers: a revaluation that benefits younger employees

Workers, often on the front line on site, benefit from an average increase of 2.5% to cope with inflation and the shortage of specialized labor. Their minimum coefficient has risen from 150 to 170, and their hourly minima have been revalued. For example, a beginner laborer today can claim a minimum of 11,95 € gross per hour, compared with less than 11,50 € in 2024.

What also changes is the appreciation of their experience. In addition, training in energy efficiency or safety can open rapid advancement opportunities. The presence of unions such as the Fédération Nationale des Travaux Publics or the CFDT Construction et Industrie also favors this upgrade.

ETAM: a strategic rung between technicians and management

Employees, technicians and supervisory agents see their coefficients start at 250 and rise to 400. In 2025, this category experienced an increase of around 3%, variable depending on the sectors. Their base salary can reach €25 gross per hour, particularly for those with a specialization or advanced technical certification. The seniority bonus becomes a real advantage for those who stay more than 3 years in the same structure.

This is the category where negotiation becomes most strategic. With regular progression, these professionals can develop their salary indexing, especially if they train in mastering new software (Revit, BIM). The BTP market now values these profiles as real investments for companies

Executives: a separate, highly negotiated world

Executives, notably site engineers or QSE managers, have a specific scale. Their remuneration depends largely on individual negotiation, with a minimum base often set by the collective agreement but flexible according to experience and negotiating ability. Their minimum gross annual salary is around €50,000, but can rise quickly with specialization or a certified background in project management or safety.

Employers such as the FNTP or the UIMM encourage these profiles to specialize, because their technical and managerial expertise is highly sought after. In a context where the shortage of qualified executives is reaching a critical level, these profiles become essential levers.

Legislative and conventional developments redefining remuneration in 2025

To avoid falling behind, you must master the legislative and conventional context. The interprofessional national agreement (ANI) signed in 2025 in the BTP sector provides for strengthened monitoring of pay to cope with inflation. Labor inspectors are tasked with ensuring that each branch respects this framework.

The social partners, including FO Métaux, CGT Construction Bois Ameublement, UNSA Industrie and CFDT Construction, continue to negotiate to adjust these scales. Geography also plays an essential role. For example, tight zones such as Île-de-France or PACA see their minimum wage revalued more often, to attract talent.

In practice, this means that if you want to maximize your pay, you must be able to negotiate taking into account these developments and ongoing certifications. Continuing education, particularly in rapidly expanding areas such as energy management or BIM, becomes a real differentiation lever. To help you prepare for this step, consult this comprehensive guide on salary negotiation.

Technical training: key to progression and valuation in 2025

In this constantly evolving sector, your best asset is training. Whether you are a worker, technician or executive, mastering new skills gives you a considerable advantage during negotiation. For example, a site manager who becomes certified in energy management can request a raise immediately, because their expertise meets a new legal regulation.

• Certified training: in BIM, project management, safety or thermal matters.
• Professional certifications: which serve as leverage during negotiations for rapid advancement.
• Training specific to new standards: RE2020, risk reduction, digitalization.
• Soft skills training: team management, communication, leadership.

A study conducted by the Fédération Française du Bâtiment shows that those who invest in their training can expect an increase of +15% to +25% in a few years. The key? Project yourself into versatility and mastering new digital tools. If you want to know how to optimize your path, here is an sample email to negotiate your training. Training is therefore a real engine of evolution, provided you know how to talk about it during your interview.

The stakes of salary negotiation in the 2025 context: prepare for action

Between changing legislation, the talent crisis, and the rise in skills, you cannot afford to remain passive. Salary negotiation is above all a strategy to master, not a matter of luck. In 2025, the key is preparation. Start by:

1. Taking a precise stock of your situation, with your training, responsibilities and achievements.
2. Comparing your salary with sector minima by consulting the collective agreement and the scale in force.
3. Identifying your arguments: trainings, certifications, rare specialties.
4. Anticipating objections by preparing concrete and measurable responses.
5. Choosing the best moment to start the discussion, avoiding periods of overload or tension.

To help you in this approach, this practical guide on salary expectations can make all the difference. The more prepared you are, the more you can turn a simple request into a concrete victory. Don’t forget that in this sector, posture and confidence mean everything. Negotiation is as much an acting game as it is about numbers.