Minimum Wage and Part-Time Work: What You Need to Know in 2025
25 June 2025 · 4 min reading time
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See job offersWorking part-time raises an important question: will you earn at least the minimum wage (SMIC)?
The law guarantees a minimum hourly rate for all hours worked. But between actual hours, additional hours, and collectively bargained minimums that may be higher, calculating part-time pay at the minimum wage level can quickly become complex. This article explains your rights, your employer’s obligations, and the specific rules for calculating wages under a part-time contract.
Minimum Wage in 2025: Key Facts
Since November 1, 2024, the gross hourly SMIC is set at €11.88, which amounts to €1,801.80 gross per month for a full-time employee (35 hours/week). The net SMIC is estimated at around €1,426.30 per month, or approximately €9.40 net per hour, depending on deductions.
This hourly rate is the only legal reference for part-time contracts: even if the employee works fewer hours, each hour must be paid at this minimum rate.
How Is Minimum Wage Calculated for Part-Time Work?
The calculation of part-time pay follows a simple rule: wages are proportional to the number of hours stated in the contract.
Basic formula:
Gross hourly SMIC × number of contractual hours = gross monthly salary
Example:
For a 24-hour/week contract, or about 104 hours per month:
€11.88 × 104 h = €1,235.52 gross per month
This amount does not include any additional hours, bonuses, or sector-specific minimums, which may increase final pay.
Real-World Example: 20 Hours per Week
Let’s consider a 20-hour/week contract, which represents around 86.67 hours per month.
The gross monthly salary would be:
€11.88 × 86.67 h = €1,029.49 gross
This is roughly €815 to €825 net, depending on social contributions.
This type of contract is common in sectors like retail, hospitality, or among students and workers holding multiple jobs.
Does My Employer Have to Respect the Minimum Wage?
Yes, the law is clear: employers must respect the gross hourly SMIC, even for part-time workers. It is illegal to pay less than €11.88 gross per hour.
The most frequent violations include:
- unpaid hours (breaks, informal tasks),
- undeclared hours,
- underestimated contractual hours.
If in doubt, you should:
- review your contract (weekly hours, hourly rate),
- check your payslip,
- consult a staff representative or contact the labor inspectorate.
Watch Out for Sector-Specific Minimums
The SMIC is a legal minimum, but in some industries, the applicable collective agreement may set higher salary scales.
For example, collective agreements in metallurgy, construction, transportation, or banking may impose minimum hourly rates above the SMIC, depending on the job or level of qualification.
In this case, the contractual minimum replaces the SMIC rate. If you're being paid based on the SMIC but your sector requires a higher rate, your employer must adjust your salary accordingly.
Is Part-Time Minimum Wage Enough to Live On?
With a net salary below €1,000 per month, many part-time workers struggle to cover basic living expenses: housing, transport, food, healthcare…
The poverty threshold in France is estimated at €1,216 net for a single person. So, many part-time workers earning only minimum wage fall below this threshold, especially in large cities where living costs are higher.
Support schemes like the activity bonus (prime d’activité) or RSA activity allowance can help supplement income, subject to eligibility.
Rights and Obligations of Part-Time Employees on Minimum Wage
Part-time employees have the same rights as full-time workers, except for benefits calculated pro rata to working hours (such as vacation days or certain bonuses).
Their rights include:
- a written contract specifying weekly hours and work schedule,
- payment for any additional hours requested by the employer,
- access to professional training,
- social protection (health, maternity, retirement...) on par with full-time employees,
- entitlement to paid leave, public holidays, and end-of-contract compensation if applicable.
Additional hours must be paid at least 10% extra, or more depending on the collective agreement.
Involuntary vs. Voluntary Part-Time Work: What's the Difference?
Voluntary part-time work allows employees to balance professional and personal life, for example to pursue studies, raise a child, or carry out another activity.
Involuntary part-time work, on the other hand, is a constraint faced by employees, often due to a lack of full-time positions. This type of contract is more common among low-skilled workers or in high-turnover sectors. It often comes with increased job insecurity, especially when income is based solely on the SMIC, without any top-ups.
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