The wholesale sector is of crucial importance in the French economy, acting as a bridge between producers and retailers. In 2025, the salary outlook 2025 in this area are of central concern for both employers and employees. Understanding the conventional salary scale, future developments and the implications for small and medium-sized businesses (VSEs and SMEs) are essential elements to take into account. This article takes a detailed look at the salary structure for 2025, the differences with mass retail, as well as current trends in the sector. Wholesale brands will also have a role to play in the evolution of wages, influenced by economic and socio-professional factors.
Understanding the wholesale salary scale
There salary scale in wholesale trade is governed by well-defined standards, determined by the national collective agreement. This system is crucial to guarantee fair remuneration to employees, taking into account various factors such as experience, duties and responsibilities.
What is a salary scale and how does it work?
A salary scale defines minimum remuneration according to different levels and steps. In 2025, minimum salaries are set for each level, ensuring that even the lowest salary remains higher than the SMIC (Interprofessional Minimum Salary for Growth). Key elements of the grid include:
- Level : classifies positions according to their complexity and autonomy.
- Echelon : takes into account the seniority and expertise of employees.
This means that, for example, an employee with several years of experience in a key position in a wholesale company will be better paid than a newcomer.
The wholesale collective agreement
The collective agreement applicable in the sector is essential to set the remuneration rules. It codifies workers’ rights, including:
- A minimum salary per level and step.
- Regular salary increases determined after joint negotiations.
- Specific bonuses such as seniority or the 13th month.
All of these elements ensure that employees are fairly compensated. As such, companies that fail to meet these standards face potentially severe penalties.
Wholesale trade salary scale in 2025
| Level | Step 1 (Gross monthly salary, 35 hours) | Step 2 (Gross monthly salary, 35 hours) | Step 3 (Gross monthly salary, 35 hours) |
|---|---|---|---|
| I | €1,812 | €1,827 | €1,837 |
| II | €1,858 | €1,873 | €1,888 |
| III | €1,914 | €1,934 | €1,955 |
| IV | €1,995 | €2,026 | €2,056 |
| V | €2,107 | €2,138 | €2,168 |
| VI | €2,291 | €2,382 | €2,474 |
| VII | €2,632 | €2,733 | €2,835 |
| VIII | €3,207 | €3,522 | €3,695 |
| IX | €4,301 | €4,622 | €4,988 |
| X | €5,395 | €5,818 | €6,286 |
The above amounts provide an overview of minimum gross salaries by level and step, which are crucial for companies operating in the wholesale sector.
The differences between wholesale and mass distribution
The pay gaps between these two sectors are significant, especially in 2025. In general, wages in wholesale trade outperform those in mass retail, a fact attributed to the specialized nature of the work.
Salary analysis for 2025
To better illustrate these differences, here is a comparison between salaries in wholesale and those in mass distribution:
An employee in wholesale trade at level I, step 1, receives a minimum of €1,812 gross/month, while in mass distribution, an employee at the same level receives around €1,800 gross/month, which represents a small difference.
Furthermore, senior executives in wholesale can earn up to €29,491.89 gross/year, while in mass retail, salaries are often lower, influenced by tight profit margins and high turnover. This is explained by higher qualification requirements and more pronounced responsibilities in wholesale.
Factors influencing salaries
1. Timeline and market saturation : The growing demand for specific products also influences salaries. Major wholesale players such as Metro and Sysco are often at the forefront of this dynamic.
2. Working hours and conditions : Employees in mass retail often have to manage less favorable schedules (weekends, evenings), while wholesale tends to offer more regular schedules, thus influencing employee satisfaction and loyalty.
3. Career Prospects : Job stability and career progression opportunities in wholesale are often more attractive, attracting qualified professionals.
Salary Scale and Collective Agreement Bonuses in the Retail Sector
In addition to base salaries, the wholesale collective agreement provides for various bonuses that contribute to increasing employees’ total compensation. Employers must pay attention to these details to remain competitive.
Types of Bonuses Available
Seniority Bonus : This bonus rewards employee loyalty. The amount and conditions of this bonus can vary considerably.
13th Month : Some companies choose to grant a 13th month, paid throughout the year, thus adding a substantial amount to employees’ compensation.
Overtime : These hours are generally paid at a premium rate, which provides a nice financial benefit for employees willing to work beyond their normal hours.
Strategies for VSEs and SMEs
For VSEs and SMEs, managing these elements effectively is essential. By optimizing salary and bonus management, companies can attract and retain the necessary talent that will propel their growth.
HR management software can prove to be an essential asset for managing salary developments and monitoring legal obligations precisely.
Salary trends for the future
Observe and predict the salary trends 2025 is essential for players in the sector. Studying these trends makes it possible to anticipate adjustments that may be necessary to stay in step with the labor market.
The main drivers of change
The following aspects influence salary trends for 2025 and beyond:
- Global economy : Economic fluctuations can directly impact business budgets.
- Technology : Automation and the use of innovative solutions are changing the way of working and the skills needed.
- Employer commitment to diversity : Companies that adopt diversity and inclusion practices can be favored in attracting talent.
With this in mind, companies must make proactive adjustments in their compensation countries to effectively respond to these upcoming challenges.