The French metallurgy industry is undergoing a major transformation with the adoption of new regulations that harmonize and modernize the relationships between employers and employees. This overhaul represents a considerable structural change for the entire sector and deserves attention to understand all its aspects.
The major changes brought by the new collective agreement
The new collective agreement for metallurgy marks a decisive turning point in the organization of the sector. Effective from January 1, 2024, this unified text replaces no less than 76 territorial and national collective agreements that existed previously. This simplification aims to create a more coherent and accessible regulatory framework for all actors in the industry, whether they operate in aerospace, automotive, steelmaking, or other industrial segments. A notable point is that the social protection scheme was already implemented in January 2023, demonstrating the progressive nature of this reform.
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Changes in job classification
The job classification system has been completely rethought to provide a more precise and objective evaluation of positions. From now on, six fundamental criteria are used to assess each job: the complexity of tasks, the required knowledge, the degree of autonomy, the contribution to the company, the dimension of supervision or cooperation, and communication skills. For each of these criteria, a score from 1 to 10 is assigned. The sum of these scores determines the job class and the corresponding group, with a total of eight groups identified from A to I. This system allows for a finer and more objective classification, better reflecting the reality of modern metallurgy jobs.
The new salary grid and its implications
Alongside the overhaul of the classification, a new hierarchical minimum salary grid (SMH) has been established. These minimums are now linked to the classes and job groups defined by the new classification. To illustrate this evolution, it is noted that minimum salaries have seen significant increases, such as for group A, class 1, which has risen from €19,420 to €21,700 annually, representing an increase of 11.7%. Higher levels have also benefited from increases, albeit less pronounced, such as group I, class 18, which has increased by 5.4% to reach €68,000 annually. A seniority-based increase system has also been introduced for certain groups, notably group F, which can see its remuneration increased by 4% to 8% during the first six years.
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The implementation schedule for the unique collective agreement
The transition to this new contractual framework follows a precise schedule that spans several years, with key milestones that pace the adaptation of companies and employees to these new rules. This gradual timeline aims to facilitate the appropriation of changes while ensuring legal security for all.
Key dates for companies in the sector
The pivotal date of this upheaval is January 1, 2024, which marks the official entry into force of the national collective agreement for metallurgy under code IDCC 3248. However, as previously mentioned, certain aspects have already taken effect, such as the new social protection scheme that has been in place since January 1, 2023. The new classification grid, on the other hand, is dated January 20, 2025, allowing companies the necessary time to adapt their internal systems and proceed with the reclassification of their employees according to the new criteria. This staggered implementation reflects a desire for a smooth and controlled transition.
Transitional periods and adaptation modalities
To facilitate this major transition, adaptation periods have been planned, allowing companies to gradually comply with the new requirements. They must follow a structured process that begins with informing employees and staff representatives about the upcoming changes. This is followed by the development of detailed job descriptions for each position, and then the actual classification of positions according to the new method. Finally, companies must officially communicate each employee’s new classification. This methodical approach aims to ensure transparency and equity in the implementation of the reform. Special provisions have also been made for certain categories of employees, such as apprentices, who benefit from a specific classification system based on the level of certification sought.
Concrete impacts for employees and employers
Beyond the technical and administrative aspects, this contractual overhaul produces tangible effects on the professional daily lives of actors in metallurgy, both for employers and employees. These changes affect essential dimensions of the employment relationship.
New rights granted to metallurgy workers
The new collective agreement introduces several provisions favorable to employees. Among these is an individual contractual remuneration guarantee that ensures no worker will see their remuneration decrease due to the implementation of the new classification. This protection is essential to secure professional paths during this transition period. The agreement also provides better clarity on professional development prospects through a more detailed and objective classification. For executives, now identified as employees in groups F to I, the recognition of their status is clarified and harmonized at the national level. Employees in other groups are classified by their employer into a specific socio-professional category.
Employers’ obligations and responsibilities in light of this reform
On the employers’ side, the new agreement entails several administrative and organizational obligations. They must first carry out a meticulous job description and evaluation of all positions according to the six defined criteria. This process often involves forming dedicated teams and training managers and HR leaders on the new evaluation tools. Companies must also adapt their information systems to integrate the new classifications into the Social Declaration Nominative (DSN), with standardized information on the employee’s contractual status and their professional code. They must also ensure that their salary grids comply with the new hierarchical minimums, which may lead to budget adjustments. Finally, they have the responsibility to inform and support their employees throughout this transition process, which requires clear and regular communication.
Anticipating skills, health, and technological transition
Beyond administrative aspects, the success of the reform will also depend on companies’ ability to anticipate technical changes and health issues at work. The increasing prevalence of digiitalization of positions, automation, and collaborative robotics necessitates the development of dedicated upskilling pathways: modular training modules, mentoring actions, continuing education, and regular skills assessments must be integrated into the human resources development plan. At the same time, it is essential to strengthen prevention and ergonomics in exposed positions (handling, vibrations, thermal exposure), by articulating prevention actions, risk assessments, and adjustments to limit absenteeism and preserve the physical and mental health of employees.
Finally, the collective agreement can be a lever to support industrial transformation towards a more carbon-efficient and circular economy: internal metal recycling policies, predictive maintenance to extend the lifespan of equipment, and support for internal mobility and professional retraining measures to facilitate transitions between jobs. These measures promote the resilience of companies and improve the employability of employees in the face of sectoral changes. The establishment of a shared technological watch, certified training on new technical and transversal skills, and structured social dialogue around health and innovation will enable the translation of regulatory changes into concrete gains in productivity, safety, and quality of life at work.