2026 BTP Salary Grids: Understanding Levels, Coefficients, and Remuneration.
01 June 2026 · 4 min reading time
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The BTP salary grid in 2026 sets the minimum pay applicable to professionals in the construction and public works sector according to their qualification level, coefficient and professional category. Workers, ETAM employees and managerial staff are each covered by separate collective pay scales, defined by collective agreements and branch-level agreements.
These grids are regularly reassessed to take into account changes in the French minimum wage, the labour market, inflation and wage negotiations within the sector. The amounts applicable in 2026 are therefore an essential reference point for checking whether a salary is compliant or estimating pay at the time of hiring.
However, one important point must be kept in mind: there is no single national grid that applies to all BTP employees. Minimum wages may vary depending on the branch, region, employee status, classification, coefficient and company size. Since June 1, 2026, no full-time employee can be paid less than €1,867.02 gross per month for a 35-hour week. If a collective pay grid provides for a lower amount, the French minimum wage must apply.
Understanding the BTP salary grid helps employees anticipate career development, compare their pay with collective minimum wages and identify salary prospects according to their job, classification and experience.
BTP: what is a salary grid?
In the construction and public works sector, pay is based on a salary grid governed by the collective agreement. This grid sets the minimum wages that employers must respect according to several criteria: status, qualification level, seniority, professional category or the coefficient assigned to each position.
The BTP coefficient, often mentioned on the payslip, corresponds to a level of responsibility, technical skill and autonomy. It helps identify the gross hourly or monthly minimum wage applicable to the employee. The higher the coefficient, the more the role involves skills, experience or supervision, and the higher the minimum pay.
Salary grids are updated regularly to reflect changes in the French minimum wage, working conditions and agreements reached within the branch. They therefore guarantee a minimum pay base for professionals in the sector, regardless of their contract: permanent contract, fixed-term contract or temporary work.
BTP workers’ salary grid 2026
Levels and positions
The salary of BTP workers is determined by their qualification level and position within the company. There are generally four levels, reflecting the complexity of the tasks performed, the employee’s autonomy and their level of responsibility on site.
The first levels concern execution workers, who perform simple tasks under supervision. Intermediate levels correspond to skilled workers and qualified tradespeople. The highest levels concern master workers, team leaders or employees able to organise part of the worksite with a high level of autonomy.
Explanation of coefficients
Each level corresponds to a coefficient, which serves as a reference point for determining the applicable minimum wage. The coefficient is a job classification index based on the complexity of the tasks, required skills, experience, autonomy and level of responsibility.
The higher the coefficient, the higher the collective minimum wage. However, amounts may vary depending on the collective agreement, region and company size.
The table below presents an example of a grid applicable in Pays de la Loire as of March 1, 2026, adjusted with the French minimum wage in force since June 1, 2026. When the collective minimum wage is lower than the French minimum wage, the amount to apply is the French minimum wage.
Details of coefficients, gross wages and examples
| Level | Position | Coefficient | Gross monthly minimum wage 2026 for 35h |
|---|---|---|---|
| Level I - Execution worker | Position 1 | 150 | €1,867.02 minimum |
| Level I - Execution worker | Position 2 | 170 | €1,867.02 minimum |
| Level II - Skilled worker | — | 185 | €1,867.02 minimum |
| Level III - Professional tradesperson | Position 1 | 210 | €2,064.23 |
| Level III - Professional tradesperson | Position 2 | 230 | €2,244.72 |
| Level IV - Master worker or team leader | Position 1 | 250 | €2,425.20 |
| Level IV - Master worker or team leader | Position 2 | 270 | €2,607.21 |
These amounts are provided as an example to explain how to read a BTP salary grid. Employees must always check the grid that applies to their region, IDCC, coefficient and status.
Level I
Coefficient 150: gross monthly minimum wage for 35h: €1,867.02 gross.
Explanation: this coefficient corresponds to simple, manual and repetitive tasks carried out under constant supervision. The employee is generally starting out in the trade and applies precise instructions.
Example: a labourer helping a bricklayer prepare mortar, transport materials or clean a worksite area.
Coefficient 170: gross monthly minimum wage for 35h: €1,867.02 gross.
Explanation: this coefficient still corresponds to simple tasks, but the employee may begin to carry out certain operations with more practice, under regular supervision.
Example: a bricklayer’s assistant transporting materials, preparing tools, helping to install simple elements or assisting a more qualified worker.
Level II
Coefficient 185: gross monthly minimum wage for 35h: €1,867.02 gross.
Explanation: this level corresponds to mastery of the basic techniques of the trade. The employee performs routine work with more autonomy than execution workers.
Example: a bricklayer building a wall, preparing a surface or carrying out simple works while following instructions and safety rules.
Level III
Coefficient 210: gross monthly minimum wage for 35h: €2,064.23 gross.
Explanation: this coefficient corresponds to stronger technical expertise. The employee carries out skilled work, can solve simple difficulties on site and works with significant autonomy.
Example: a qualified worker carrying out masonry, formwork, roofing or electrical work with limited supervision.
Coefficient 230: gross monthly minimum wage for 35h: €2,244.72 gross.
Explanation: this coefficient applies to experienced workers who can carry out technical tasks, occasionally supervise other employees or pass on their know-how.
Example: a team leader training apprentices, supporting several workers on a technical task or organising part of the work on site.
Level IV
Coefficient 250: gross monthly minimum wage for 35h: €2,425.20 gross.
Explanation: this level corresponds to strong autonomy, significant responsibilities and recognised expertise. The employee can organise their work, take initiatives and handle complex tasks.
Example: a professional tradesperson carrying out delicate work, handling technical finishes or taking responsibility for an important part of the worksite.
Coefficient 270: gross monthly minimum wage for 35h: €2,607.21 gross.
Explanation: this coefficient applies to the most qualified worker profiles. The employee may coordinate a team, monitor worksite progress or make technical decisions within their scope.
Example: a site supervisor or highly qualified worker supervising the construction of a building, coordinating teams and ensuring compliance with technical and safety instructions.
ETAM BTP salary grid 2026
ETAM refers to employees, technicians and supervisors. In the BTP sector, they play an essential role in coordination, administrative follow-up, technical preparation and worksite supervision. They often act as the link between workers, field teams, site managers and managerial staff.
Their pay is structured into different categories, generally identified by letters. These categories reflect their level of autonomy, technical skills, administrative role or degree of responsibility within the company.
ETAM classification
ETAM employees are classified into different categories, generally from A to H, according to their qualification level and responsibilities. Each category corresponds to a gross monthly minimum wage.
The first levels concern employees or junior technicians carrying out simple tasks. Higher levels concern more autonomous profiles, experienced technicians, supervisors or department managers.
The table below presents an example of an ETAM grid applicable in Pays de la Loire as of March 1, 2026, adjusted with the French minimum wage in force since June 1, 2026 for the first levels concerned.
Details of categories, gross wages and examples
| ETAM category | Gross monthly minimum wage 2026 for 35h |
|---|---|
| Category A | €1,867.02 minimum |
| Category B | €1,902.43 |
| Category C | €2,050.28 |
| Category D | €2,223.23 |
| Category E | €2,393.48 |
| Category F | €2,646.81 |
| Category G | €2,942.55 |
| Category H | €3,328.49 |
These amounts are provided as an example to illustrate how to read an ETAM salary grid. They must be checked according to the collective agreement, region, classification and company situation.
Category A
Gross monthly minimum wage for 35h: €1,867.02 gross.
Explanation: junior technical or administrative employees carrying out simple and repetitive tasks under the supervision of a superior.
Example: an administrative assistant managing mail, filing worksite documents or answering phone calls.
Category B
Gross monthly minimum wage for 35h: €1,902.43 gross.
Explanation: employees or technicians with initial technical or administrative skills, able to carry out routine work with a certain degree of autonomy.
Example: a junior drafter contributing to simple technical drawings or a works assistant following certain worksite documents.
Category C
Gross monthly minimum wage for 35h: €2,050.28 gross.
Explanation: experienced technicians or supervisors able to handle more technical tasks, follow files or supervise a small team.
Example: a team leader supervising several workers on site or a technician preparing technical elements for the works.
Category D
Gross monthly minimum wage for 35h: €2,223.23 gross.
Explanation: highly qualified technicians or supervisors able to monitor more complex projects and coordinate several stakeholders.
Example: a junior site manager coordinating several trades or monitoring worksite progress under the responsibility of a superior.
Category E
Gross monthly minimum wage for 35h: €2,393.48 gross.
Explanation: ETAM employees with recognised technical or organisational expertise and significant autonomy in carrying out their duties.
Example: an experienced design technician analysing plans, contributing to cost estimates and preparing the elements required to start a worksite.
Category F
Gross monthly minimum wage for 35h: €2,646.81 gross.
Explanation: experienced profiles taking on greater technical, managerial or coordination responsibilities.
Example: a business manager or experienced site manager following several worksites, liaising with clients and coordinating teams.
Category G
Gross monthly minimum wage for 35h: €2,942.55 gross.
Explanation: confirmed ETAM employees with strong autonomy and significant responsibilities in work organisation or technical management.
Example: a technical manager supervising several projects or leading a team of technicians.
Category H
Gross monthly minimum wage for 35h: €3,328.49 gross.
Explanation: the highest ETAM category, reserved for employees with a high level of expertise, strong autonomy and a recognised supervisory or management role.
Example: a technical department manager supervising the organisation, maintenance or preparation of several worksites or projects.
Factors influencing pay
Beyond the category, several factors can influence the actual pay of ETAM employees.
Experience and skills play an important role. An experienced ETAM employee who masters specialised software, worksite preparation, budget monitoring or technical standards may be able to claim pay above the collective minimum.
Location also affects pay. Grids may vary by region, and actual salaries may be higher in areas where technical profiles are in high demand.
Finally, individual negotiation remains possible. During hiring, promotion or a change of position, the employee may negotiate pay above the minimum provided by the grid.
BTP managers’ salary grid 2026
BTP managers play a central role in the design, management, supervision and coordination of projects. They may work in design offices, site management, worksite supervision, project management or technical and commercial roles.
They are generally higher education graduates or have solid professional experience. Their pay depends heavily on their level of responsibility, autonomy, worksite size, specialisation and experience.
Roles and responsibilities
BTP managers may be responsible for several tasks.
- Design: preparing plans, technical studies, structural calculations and coordinating with design offices.
- Management: planning works, monitoring costs, meeting deadlines, managing suppliers and coordinating teams.
- Supervision: supervising workers, ETAM employees, subcontractors and checking the quality of works.
Details of coefficients, gross wages and examples
BTP managers are classified according to coefficients that reflect their level of responsibility and autonomy. For construction managers, the 2026 minimum wages are set on a monthly 169-hour basis. For managers under a forfait jours arrangement, minimum wages are increased.
| Manager coefficient | Gross monthly minimum wage 2026 on a 169h basis | Gross monthly minimum wage 2026 under forfait jours |
|---|---|---|
| 60 | €2,356 | €2,591.60 |
| 65 | €2,553 | €2,808.30 |
| 70 | €2,740 | €3,014 |
| 75 | €2,853 | €3,138.30 |
| 80 | €3,036 | €3,339.60 |
| 85 | €3,197 | €3,516.70 |
| 90 | €3,353 | €3,688.30 |
| 95 | €3,504 | €3,854.40 |
| 100 | €3,622 | €3,984.20 |
| 103 | €3,693 | €4,062.30 |
| 108 | €3,827 | €4,209.70 |
| 120 | €4,145 | €4,559.50 |
| 130 | €4,411 | €4,852.10 |
| 162 | €5,472 | €6,019.20 |
Site managers
Gross monthly minimum wage: according to the applicable manager coefficient, with a minimum that may start at €2,356 gross per month on a 169-hour basis.
Explanation: they are responsible for carrying out a worksite, coordinating teams and ensuring deadlines, quality and budget are respected.
Example: a site supervisor or site manager overseeing the construction of a residential building.
Engineers
Gross monthly minimum wage: according to the coefficient, with minimum wages increasing according to the level of autonomy, specialisation and responsibility.
Explanation: they design projects, carry out technical studies, follow calculations, analyse constraints and supervise certain works.
Example: a structural engineer dimensioning the load-bearing elements of a bridge or complex building.
Project managers
Gross monthly minimum wage: according to the applicable classification, with levels that may exceed €4,000 gross per month for the highest coefficients.
Explanation: they are responsible for the overall management of a project, from preparation to completion, in coordination with clients, internal teams and subcontractors.
Example: a project manager coordinating the construction of an industrial complex or major property development.
Factors influencing pay in the BTP sector
While BTP collective salary grids set mandatory minimum wages, other criteria may affect the actual pay received in practice. Whether the employee is a worker, technician, manager or temporary worker, several factors can influence salary levels.
Experience and seniority
In the BTP sector, professional experience is an essential factor in salary progression. The more years of practice an employee has on worksites or in project management, the more they can access qualified assignments, a higher coefficient and therefore better pay.
Seniority within the company may also give access to additional benefits, depending on the applicable agreements. It may also play a role in salary discussions, especially when an employee is familiar with the worksites, internal methods or technical constraints of the company.
Technical or specific skills
Certain skills are particularly sought after in the sector: proficiency in CAD, BIM or worksite management software, knowledge of technical standards, electrical authorisations, CACES certification, ability to read plans or supervise a team.
These skills may justify a bonus, a salary increase or positioning on a higher coefficient. In shortage occupations, they may also make it possible to negotiate pay above the collective minimum.
Region or geographical area
The location of the position also influences pay. Construction and public works grids may vary by region, and actual salaries may be higher in areas where demand for labour is strong.
In high-demand areas, such as Île-de-France, certain major cities or regions with many worksites, companies may offer salaries above the minimums to attract and retain qualified profiles.
Type of company and sector of activity
A large national company, a specialised SME, a craft business or a public works company will not always offer the same salary levels for an equivalent position.
Certain sectors, such as civil engineering, special works, structural works, networks or special foundations, may offer more attractive pay due to technical complexity, hardship or required skills.
Type of contract and assignment
In temporary work, pay must respect the collective grid applicable in the user company. The temporary worker must receive pay at least equivalent to that of an employee with equivalent qualifications occupying the same position in the company.
The end-of-assignment allowance and the paid leave compensation allowance may be added when the legal conditions are met. The type of assignment may also generate specific increases or bonuses: night work, weekend work, long-distance travel or particular worksite constraints.
Individual negotiation
Finally, salary is not fixed once and for all. It may evolve through discussions during hiring, a change of position, a promotion or the taking on of additional responsibilities.
The grid sets a minimum, but it does not prevent the company from offering higher pay. To negotiate, employees can rely on their experience, skills, certifications, results and the pay levels observed on the market.
Understanding annual remuneration in the BTP sector
What is included in the annual remuneration of a BTP employee
The annual remuneration of a BTP employee includes several elements, some fixed and others variable. They may vary depending on the position, experience, company, collective agreement and applicable agreements.
- Base salary: this is the employee’s main remuneration. It must at least comply with the applicable collective grid and the French minimum wage.
- Overtime: hours worked beyond the legal or contractual working time may be increased and included in annual remuneration.
- Bonuses: these may be linked to seniority, working conditions, performance, attendance or certain worksite constraints.
- Worksite bonuses: these may be paid according to internal agreements or company practices.
- Benefits in kind: these may include a company car, company housing or certain equipment made available.
- Meal vouchers or meal allowances: depending on the situation, they may supplement pay or compensate certain expenses.
- Profit-sharing and employee savings schemes: these depend on the company’s financial results and the schemes in place.
- Paid leave: it is paid according to the applicable rules, particularly through BTP paid leave funds when the company is affiliated.
What is not included in annual remuneration
Some elements are not always considered salary in the strict sense. They must therefore be distinguished from base remuneration.
- Professional expense reimbursements: these correspond to expenses incurred for professional activity, such as travel, meal or accommodation costs.
- Short-distance travel allowances: these compensate certain travel or meal constraints according to the applicable rules.
- Social security contributions: these are deducted from gross pay and finance social protection.
- Income tax: it is withheld at source but is not a remuneration element paid by the employer.
- Additional social benefits: health insurance, provident schemes or employee savings schemes may supplement employee protection without always being treated as direct salary.
This distinction is important when checking salary. An expense reimbursement or allowance must not be used to compensate for a base salary below the collective minimum or the French minimum wage.
What is the French minimum wage in the BTP sector in 2026?
Since June 1, 2026, the gross hourly French minimum wage has been set at €12.31, or €1,867.02 gross per month for a full-time 35-hour contract.
This threshold applies to all employees in France, including those in the BTP sector. No employee can therefore be paid below this amount for a full-time position, even if the applicable collective grid includes a lower line.
Important: in construction and public works, the French minimum wage is not always the salary actually applied. Pay is often governed by a collective salary grid that sets higher minimums depending on the position held, coefficient, status or professional category.
In other words, while the French minimum wage is the legal base, the BTP salary grid is what determines the minimum actually applicable in most cases, provided it is more favourable to the employee.
BTP: how does a salary grid work?
Salary grids are useful tools for understanding how employee remuneration is determined. They are generally established by collective agreements, branch agreements or, in some cases, more favourable company agreements.
Structure of the grid
The grid is divided into levels, positions, categories or coefficients. Each level corresponds to a degree of qualification, responsibility and autonomy.
Coefficients serve as a reference point for classifying the position held. They make it possible to identify the minimum wage corresponding to the employee’s situation.
The base salary indicated in the grid corresponds to the minimum that the employer must respect, provided that this amount is at least equal to the French minimum wage.
Determining salary
An employee’s salary is determined according to their qualification level, experience, duties and position within the collective classification system.
Once the level or coefficient has been identified, the salary provided in the grid must be compared with the French minimum wage. The employer must always apply the amount that is most favourable to the employee.
The salary may then be increased according to seniority, specific skills, particular responsibilities, overtime, bonuses or agreements applicable within the company.
Usefulness of the grid
The salary grid allows employees to understand the pay rules and criteria used to determine their salary.
It ensures a degree of fairness between employees holding similar positions and makes it possible to check that the base salary complies with the applicable minimum.
It can also encourage employees to develop their skills and progress in their careers in order to access a higher level, position or coefficient.
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