SMIC 2026 : Net, Gross, Monthly and Annual Amounts
30 September 2026 · 7 min reading time
Join Staffmatch
See job offersSummarize this article with
💡 Net French minimum wage figures updated on 30 September 2026
- The monthly net minimum wage is €1,477.93 for a full-time, 35-hour working week (since 1 June).
- The net hourly minimum wage is €9.74.
- The gross monthly minimum wage is €1,867.02, or €12.31 gross per hour.
The SMIC, or Salaire Minimum Interprofessionnel de Croissance, is the statutory minimum wage that employers must pay their employees in France. It is used as a benchmark for calculating the minimum gross wage, take-home pay and the applicable hourly rate, particularly for employees paid at the statutory minimum.
This guide provides an overview of the hourly, monthly and annual SMIC rates, both gross and net, applicable since 1 June 2026. This automatic 2.41% increase, triggered by inflation, is the second rise in the French minimum wage in 2026, following the increase introduced on 1 January.
What is the SMIC?
Definition: Salaire Minimum Interprofessionnel de Croissance (SMIC)
The SMIC, or Salaire Minimum Interprofessionnel de Croissance, is much more than a figure on a payslip. It is a cornerstone of the French economy, guaranteeing employees a minimum income and providing essential social protection, while also playing a key role in tackling pay inequality.
By setting a threshold below which no employer may pay an employee, the SMIC acts as a social and economic safety net, particularly in sectors where profit margins are often tight.
From the SMIG to the SMIC
1950 to 1970: the history of the minimum wage
Before the SMIC was introduced in 1970, France created the SMIG (Salaire Minimum Interprofessionnel Garanti) in 1950. When it was first introduced, the SMIG hourly rate was set at approximately 64 francs, or 78 francs for people living in Paris. These amounts were later referred to as “old francs” following the 1960 currency reform.
Although these figures may seem low today, they represented genuine social progress at the time, establishing a statutory minimum income for all workers for the first time.
1970: the SMIC replaces the SMIG
Over the years, the SMIG was gradually increased to reflect the cost of living. However, it did not take sufficient account of economic growth and inflation.
This is why the SMIG was replaced by the SMIC in 1970. The new system introduced the concept of “growth” into its name, as well as a more systematic adjustment mechanism based on inflation and changes in purchasing power.
2026: the SMIC as a pillar of social policy
The SMIC continues to play a central role in France’s social and economic landscape. It guarantees a minimum standard of living and helps reduce pay gaps.
The transition from the SMIG to the SMIC shows how the French government has gradually refined and strengthened wage protection mechanisms to keep pace with economic and social change.
Which employees are entitled to the SMIC?
The answer is simple: all adult workers. As explained later in this article, the SMIC is also used to determine the pay of workers under the age of 18 and apprentices.
Regular adjustments over time
Since it was introduced in 1970, the minimum wage has been adjusted periodically to reflect inflation and protect employees’ purchasing power. More recently, a 2% increase in November 2024 brought the gross hourly rate to €11.88, equivalent to approximately €1,801.80 gross per month for a full-time contract.
These measures reflect the government’s aim of supporting household finances while adjusting the minimum wage to changes in the economy and the inflation rate.
Different effects on employers and employees
An increase in the SMIC affects employers and employees differently. For workers, each rise can improve their standard of living and their ability to cover everyday expenses. For employers, particularly small businesses and labour-intensive sectors such as hospitality, catering and retail, these adjustments can place additional pressure on payroll costs. This raises complex questions about the balance between economic competitiveness and social justice.
French minimum wage increase on 1 June 2026: a 2.41% rise
The SMIC increased by 2.41% on 1 June 2026. The gross hourly rate rose from €12.02 to €12.31, while the gross monthly minimum wage reached €1,867.02 for a full-time, 35-hour working week. This represents an additional €43.99 gross per month compared with the rate that applied between January and May 2026.
The indicative monthly net minimum wage increased from €1,443.11 to €1,477.93, an additional €34.82 net per month. The net hourly minimum wage now stands at €9.74. These amounts apply to adult employees paid at the minimum wage, excluding special cases such as Mayotte, workers under the age of 18 and certain work-study contracts.
However, this was not an additional discretionary increase introduced by the government. It was an automatic adjustment, triggered when the consumer price index had risen by at least 2% since the previous change to the SMIC. The minimum wage had already been adjusted on 1 January 2026, meaning that the June increase was the second rise during the year.
What is the net French minimum wage in September 2026?
- Net hourly minimum wage: €9.74 per hour. This is the indicative take-home amount earned for each hour worked, after employee social security contributions have been deducted.
- Monthly net minimum wage (35 hours per week): €1,477.93 per month. Calculated on a full-time basis, this is the indicative monthly take-home pay received by an employee. Before the increase on 1 June 2026, the monthly net minimum wage was €1,443.11, representing a rise of €34.82 net per month.
- Annual net minimum wage: €17,735.19 per year. This is the indicative annual net pay of a full-time employee earning the SMIC, calculated by multiplying the monthly amount over 12 months.
What is the gross French minimum wage in September 2026?
- Gross hourly minimum wage: €12.31. This is the gross amount paid for each hour worked, before social security deductions.
- Monthly gross minimum wage (35 hours per week): €1,867.02. Calculated on a full-time basis, this is the minimum gross monthly salary applicable since 1 June 2026.
By comparison, the gross monthly minimum wage was €1,823.03 between January and May 2026, representing an increase of €43.99 gross per month.
- Annual gross minimum wage: €22,404.20.
These figures are based on a full-time, 35-hour working week. For other working hours, see our calculations for the minimum wage for 20 hours per week and the minimum wage for 30 hours per week.
Minimum wage in Mayotte
Specific rates have applied in Mayotte since 1 June 2026. The gross hourly minimum wage is set at €9.56, equivalent to a gross monthly wage of €1,449.93 for a full-time, 35-hour working week.
This difference is due to the specific system in place in Mayotte, although its minimum wage is gradually moving closer to the rate applicable in mainland France.
Changes in the gross monthly SMIC from 2020 to 2026
| Year | Gross monthly SMIC (€) |
|---|---|
| Since 1 June 2026 | 1,867.02 |
| 2026 (January to May) | 1,823.03 |
| 2025 | 1,801.80 |
| 2024 (after 1 November) | 1,801.80 |
| 2024 | 1,766.92 |
| 2023 (after 1 May) | 1,747.20 |
| 2023 | 1,709.28 |
| 2022 (after 1 August) | 1,678.95 |
| 2022 (after 1 May) | 1,645.58 |
| 2022 | 1,603.12 |
| 2021 (after 1 October) | 1,589.47 |
| 2021 | 1,554.58 |
| 2020 | 1,539.42 |
Changes in the net monthly SMIC from 2020 to 2026
| Year | Net monthly SMIC (€) |
|---|---|
| Since 1 June 2026 | 1,477.93 |
| 2026 (January to May) | 1,443.11 |
| 2025 | 1,426.30 |
| 2024 (after 1 November) | 1,426.30 |
| 2024 | 1,398.98 |
| 2023 (after 1 May) | 1,383.08 |
| 2023 | 1,353.07 |
| 2022 (after 1 August) | 1,329.05 |
| 2022 (after 1 May) | 1,302.64 |
| 2022 | 1,269.02 |
| 2021 (after 1 October) | 1,258.22 |
| 2021 | 1,230.60 |
| 2020 | 1,218.60 |
What is included in the SMIC?
| Pay component | Included in the gross SMIC? |
|---|---|
| Basic salary | ✅ Yes |
| Overtime | ❌ No |
| Performance or target-based bonuses | ❌ No |
| Meal or transport allowances | ❌ No |
| Benefits in kind (accommodation, meals, etc.) | ✅ Yes (based on their assessed value) |
| Seniority, hazardous work or attendance bonuses | ❌ No |
| Premiums for night, Sunday or public holiday work | ❌ No |
| Prime d’activité income support, paid by the CAF | ❌ No |
What is the gross minimum wage for a 39-hour working week?
For a 39-hour working week, which includes four hours of overtime, the gross minimum wage is increased in accordance with French overtime legislation. Hours worked beyond the statutory 35-hour week are paid at a premium of 10% to 25%, depending on the rules applicable within the company or under the relevant collective agreement.
With a gross hourly minimum wage of €12.31 since 1 June 2026, an employee working 39 hours per week may earn approximately €2,134 gross per month, assuming a 25% overtime premium.
Minimum wage for workers under 18 in 2026
Workers under the age of 18 may be paid a specific minimum wage, which is generally lower than the adult rate if they have less than six months’ professional experience in their sector. The reduction depends on their age and only applies under the conditions set out in the French Labour Code.
Workers aged 16
Employees under the age of 17 may receive 80% of the gross hourly minimum wage applicable to adults, or €9.85 gross per hour since 1 June 2026.
Workers aged 17
Employees aged 17 may receive 90% of the gross hourly minimum wage applicable to adults, or €11.08 gross per hour since 1 June 2026.
Special rules for apprentices
Apprentices are also subject to specific minimum pay rates, which vary according to their age and the year of their apprenticeship. As apprentices progress through their training, their pay moves closer to the adult minimum wage. For example, an apprentice aged 26 or over must receive at least the SMIC. By contrast, a 19-year-old apprentice in the first year of their apprenticeship receives a percentage of the SMIC, in accordance with the rules governing apprenticeship contracts.
Gross and net French minimum wage: what is the difference?
It is important to understand the difference between the gross and net SMIC, two key concepts relating to pay. The gross SMIC is the minimum wage before employee social security contributions are deducted. It is the initial amount shown on the employee’s payslip. The net SMIC is the amount the employee actually receives after mandatory employee contributions have been deducted.
Which social security contributions are deducted from the gross SMIC?
Calculating the net SMIC involves deducting several social security contributions, including:
- Employee contributions: used to fund social security benefits such as healthcare, maternity cover, workplace accident insurance, family benefits and pensions.
- CSG and CRDS: French social contributions used to fund the social protection system and repay social security debt.
Calculating the net SMIC
The exact net amount can vary according to factors such as the employee’s age, family circumstances and type of employment contract. Online salary calculators can be used to estimate net pay at the SMIC according to an employee’s circumstances.
SMIC and collectively agreed minimum pay: what should you know?
No employer may pay an employee less than the statutory minimum wage.
However, some sectors have collective agreements that set their own minimum pay rates. These generally depend on factors such as job classification, qualifications, seniority and specific duties. The applicable rate can therefore vary from one sector to another, including construction, transport, hotels and restaurants, and retail.
👉 If the minimum rate under the collective agreement is higher than the SMIC, the more favourable rate applies.
👉 If the minimum rate under the collective agreement is lower than the SMIC, the statutory SMIC takes precedence. The employee must receive at least the SMIC, in accordance with the French principle that the most favourable provision applies.
For example, if a collective pay scale sets a minimum salary of €1,820 gross per month, while the SMIC has been €1,867.02 gross since 1 June 2026, the employer must make up the difference to meet the statutory minimum.
What are the risks for employers who pay less than the SMIC?
Paying an employee less than the SMIC is a breach of French employment law and exposes the employer to clear penalties. For a first offence, the employer may be fined €1,500 under Article R. 3233-1 of the French Labour Code. For a repeat offence, the fine may rise to €3,000. Failure to comply with the SMIC can also damage the company’s reputation and create a difficult working environment, affecting productivity and team cohesion. Employers must therefore comply with the statutory minimum wage to avoid these financial and legal consequences.
How does the French minimum wage compare with the rest of Europe?
France has one of the higher gross minimum wages in Europe. However, the differences become more pronounced when the cost of living and social security contributions are taken into account. Luxembourg, for example, has a gross minimum wage of around €15 per hour, well above the French rate, while countries such as Bulgaria and Hungary have considerably lower minimum wages.
These differences reflect not only contrasting economic conditions, but also policy choices about the role of the minimum wage in each country.
Here are some examples of minimum wage systems elsewhere in Europe:
Spain
Spain has had a Salario Mínimo Interprofesional (SMI) since 1963. In 2025, the SMI is €1,134 gross per month, paid over 14 monthly instalments. It is reviewed annually to reflect inflation, helping to maintain workers’ living standards while supporting consumer spending.
The Netherlands
The Netherlands has had the Minimumloon since 1969. In 2025, it stands at €2,070 gross per month for workers aged 21 and over. It is adjusted every six months, allowing it to respond more quickly to economic developments and inflation.
Belgium
Belgium has had a guaranteed minimum monthly income since 1945. In 2025, it is set at €1,955 gross per month. This amount is reviewed annually through negotiations between trade unions and employers, helping it to keep pace with economic conditions.
Italy
Italy does not have a fixed national statutory minimum wage. Instead, minimum pay rates are set by collective agreements in individual sectors. In 2025, these rates vary between industries and are regularly reviewed through sector-specific agreements.
Sweden
Sweden does not have a statutory minimum wage. Pay is determined through collective bargaining between trade unions and employers. This flexible model allows wages to reflect the economic circumstances of each sector while maintaining strong social protection.
How is the SMIC calculated?
The SMIC is calculated using mechanisms laid down in French law. Two main criteria are considered: inflation, measured using the consumer price index, and changes in the average wages of manual and non-manual workers. This system allows the minimum wage to reflect economic conditions and helps protect employees’ purchasing power.
The government may also choose to apply an additional discretionary increase, known as a “coup de pouce”. This exceptional measure can be used in response to specific social or economic circumstances. The process therefore combines statutory economic criteria with political considerations.
Future outlook: could the SMIC be linked to other indicators?
The idea of linking the SMIC to criteria beyond inflation and average wages is gaining ground in public debate. Some economists and trade union representatives support structural reform that would connect the minimum wage to indicators such as national productivity or the actual cost of living in different regions. This could allow the SMIC to reflect local economic conditions more closely, but it would also raise questions about implementation and potential regional disparities.
The guaranteed minimum amount in 2026
Alongside the SMIC, it is useful to understand the French guaranteed minimum, known as the minimum garanti or MG. Since 1 June 2026, it has been set at €4.35, up from €4.25.
Unlike the SMIC, the MG is not a minimum wage that must be paid to an employee. It is a reference value used to calculate certain work-related amounts, particularly benefits in kind.
In practice, the MG is mainly used to assess the value of a meal provided by an employer, for example in the hotel and restaurant sector. It can therefore affect an employee’s payslip, but it never replaces the hourly SMIC or any minimum rates set by a collective agreement.
Similar articles
Labor Law
What is the value of the SMIC in 2023?
09 January 2023 · 2 min reading time
Since January 1st, 2023, the SMIC has undergone a new change. A new increase that raises it from €11.07 to €11.27 gross per hour, representing a 1.81% increase.
Latest News
SMIC hôtelier 2025: hourly rate, gross and net amounts
31 March 2025 · 4 min reading time
SMIC hôtelier 2025: What changes after November 2024? Discover hourly rates, calculations for 39-hour workweeks, and tips for applying the HCR convention. Includes tiered salary grids.
Latest News
How much is the SMIC worth in 2024?
19 December 2023 · 2 min reading time
On January 1st, 2024, the SMIC will undergo a new change. A new increase that raises it from €11.52 to €11.65 gross per hour, representing a revaluation of 1.13%.
Become a temp worker with Staffmatch!
OUR MOBILE APPS
Download the temp worker app
Download the business appDownload our temp worker appDownload our business app
Download the temp worker appDownload the business appDownload our temp worker appDownload our business app