What changes for employees on June 1, 2026
01 June 2026 · 3 min reading time
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June 1, 2026 marks several changes that employees should be aware of. The most visible one concerns the increase in the minimum wage, but other topics may also have an impact on the payslip, transport costs, paid leave or rights to anticipate for young parents.
The goal is simple: to understand who is concerned, what should be checked on the payslip and which steps may be useful from June onwards.
The minimum wage increases on June 1, 2026
From June 1, 2026, the minimum wage increases. The gross hourly rate rises from €12.02 to €12.31. For a full-time employee working 35 hours per week, the gross monthly minimum wage rises from €1,823.03 to €1,867.02. The guaranteed minimum is also increased to €4.35.
This increase directly concerns employees paid at the minimum wage. If you are paid at the minimum wage, your June payslip must therefore take the new gross hourly rate into account. For a part-time employee, the increase applies proportionally to the number of hours worked.
| Minimum wage amount | Before June 1, 2026 | From June 1, 2026 |
|---|---|---|
| Gross hourly minimum wage | €12.02 | €12.31 |
| Gross monthly minimum wage, based on 35 hours | €1,823.03 | €1,867.02 |
The net amount may vary depending on the employee’s situation and the contributions applied. To avoid any approximation, it is therefore preferable to refer to the official gross amount shown on the payslip.
Employees close to the collectively agreed minimum wage should check their salary
The increase in the minimum wage does not mean that all employees are automatically given a pay rise. Above all, it requires wages below the new legal minimum to be adjusted.
Employees paid above the minimum wage do not therefore automatically benefit from an increase in the same proportions. However, employees close to a collectively agreed minimum wage should check that their salary remains compliant with the new legal minimum.
In practice, three elements should be checked on the payslip: the gross hourly rate, the base salary and the applicable collective bargaining agreement. If the collectively agreed minimum wage has become lower than the minimum wage, the employer must at least apply the new minimum wage.
Work-study employees may also be concerned
Employees under an apprenticeship contract or a professional training contract may also see their pay change. Their minimum salary is often calculated as a percentage of the minimum wage, depending on their age, year of contract and level of training.
With the minimum wage increase on June 1, 2026, some work-study employees should therefore check that their minimum pay has been adjusted. This check is particularly important when the contract provides for remuneration expressed as a percentage of the minimum wage.
For a work-study employee, the right reflex is to compare the gross salary shown on the June payslip with the new applicable amount. If the amount seems inconsistent, they can request a check from the payroll department or their employer.
The guaranteed minimum rises to €4.35
The guaranteed minimum also increases on June 1, 2026. It rises to €4.35. Unlike the minimum wage, it is not a minimum salary, but a reference value used in certain situations, particularly to assess certain expenses, benefits or allowances.
Not all employees are therefore concerned in the same way. The impact depends on the sector, the collective bargaining agreement, company practices and the pay or compensation elements calculated on the basis of this reference.
For an employee, the main point is to check whether this amount can change their meal allowances, certain professional expense reimbursements or benefits linked to their position.
The €100 fuel allowance can be requested in June
The €100 fuel allowance does not start exactly on June 1, but it directly concerns eligible employees during this month. The application form has been available since May 27, 2026, and applications can be submitted until July 30, 2026.
This allowance is intended for low-income workers who use their personal vehicle to commute to work or make business trips. To be eligible, the employee must notably belong to a household whose reference taxable income per share, for 2024, is less than or equal to €16,880. The employee must also be considered a long-distance commuter, meaning they travel at least 15 km per home-to-work journey, or 30 km round trip, or at least 8,000 km per year as part of their professional activity.
The vehicle must notably be a petrol, diesel or non-plug-in hybrid vehicle, be properly insured and must not be a company car or service vehicle. Electric or hydrogen vehicles, heavy goods vehicles, agricultural vehicles and company or service vehicles are excluded from the scheme.
The process is not automatic. The employee must apply online and provide their civil status, tax number, vehicle registration number and vehicle registration certificate number. If the application is approved, the allowance is paid into the bank account known to the tax authorities within approximately 10 days.
June 1 may open a new paid leave reference period
In many companies, June 1 marks the beginning of a new reference period for paid leave. When this period is not set by a company, establishment or sector-level agreement, it generally runs from June 1 to May 31 of the following year.
In principle, the employee acquires 2.5 working days of paid leave per month of actual work. However, certain absences may be treated as working time for the acquisition of paid leave, and specific rules apply in particular in the event of sick leave.
For employees, the right reflex is to check their paid leave balance, remaining days and internal rules on taking or carrying over leave. This check is particularly important in cases of sick leave, maternity leave, adoption leave or inability to take leave within the required deadlines.
Pay transparency should be monitored in June 2026
Pay transparency is one of the major social issues to follow in June 2026. The European directive on pay transparency must be transposed into French law before June 7, 2026. It aims to improve pay transparency and reduce the gender pay gap.
Once the directive has been transposed, companies will notably have to indicate in job offers, or before the first interview, the proposed remuneration or at least a salary range. It will also be prohibited to ask candidates about the remuneration of their previous positions.
For employees already in post, the reform also provides access to certain criteria used to determine remuneration, pay levels and salary progression. However, it is important to remain precise: these rights will depend on the effective transposition of the directive into French law and should not be presented as automatically applicable from June 1.
The additional birth leave should be anticipated from June
The additional birth leave should be available from July 1, 2026, after the publication of the implementing decrees. It therefore does not apply directly on June 1, but employees who wish to benefit from it as early as July should anticipate their request during June.
This leave concerns working parents, especially employees, after the birth or arrival of a child. For employees, the announced compensation is decreasing: 70% of net salary during the first month, then 60% of net salary during the second month, paid by the primary health insurance fund.
Employee parents will have to inform their employer at least 1 month before the desired start date of the leave, specifying the start date, the duration of the leave and, in the case of a 2-month leave, whether it will be split or taken all at once. This period may be reduced to 15 days when the additional birth leave starts immediately after paternity leave, childcare leave or adoption leave.
For an employee who wants to use this new right as soon as it comes into force, June therefore becomes a month of preparation.
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