Brittany savings bank seals €850,000 pay-rise envelope for 2026

Employees of Caisse d'Epargne Bretagne Pays de Loire (CEBPL) fall under a 2026 mandatory-negotiation agreement on pay, working time and value-sharing, signed on 6 March 2026 in Orvault by CEBPL with the CFDT, SNE-CGC and UNSA-Caisse d'Epargne unions (SUD Solidaires BPCE took part in the talks) after meetings on 17 December 2025 and 15 January, 3 February and 3 March 2026. It runs for a fixed term until 31 December 2026Legifrance and applies to all CEBPL employees. It recalls a 16 December 2025 branch agreement between BPCE and three unions granting a general 1% rise in base salary for classification levels A to K from 1 January 2026, plus a 2026 joint working group on staff retention.

CEBPL dedicates an exceptional 850,000 euros gross to individual increasesLegifrance, on top of in-year promotion and appointment rises — an estimated total individual-increase envelope of about 1.7% of payroll, or 2.7% including the January branch general rise. Within it, about 100,000 euros preserves minimum pay floors for front-office (BDD) commercial roles, applied on 1 June 2026 to staff with the required seniority in the role and recognised mastery, paid on the June payroll, any remainder flowing into ongoing individual rises. Digital-banking floors are maintained inside the ongoing envelope: 28,500 euros on hiring as a client adviser, 29,500 euros on appointment as a digital portfolio manager, 31,000 euros on appointment as a branch portfolio manager. The remaining 750,000 euros funds a dedicated individual-increase campaign effective on the June 2026 payroll, rewarding skills growth rather than over-performance, with management briefed on prior rises, staff flagged where pay lags the median by over 20%, and the distribution across departments checked against a male-female pay-gap indicator.

On profit-sharing, CEBPL will amend its company savings plan (PEE) rules in 2026 so staff can invest all or part of the 2026 incentive bonus for financial year 2025 in company shares, and pays an exceptional top-up incentive of 2,290,000 euros gross for 2025Legifrance, with allocation terms in a separate agreement.

Employee benefits rise from 1 April 2026Legifrance: home-service cheques (CESU) of 1,600 euros a year for staff with a child under 13 with 40% employer funding (640 euros maximum), 50% for disabled staff with a young child (800 euros maximum), 800 euros at 50% for disabled staff with older or no children (400 euros maximum), and 800 euros at 25% for others (200 euros maximum); meal vouchers rise to a face value of 10.50 eurosLegifrance with the 60/40 employer-employee split kept. Meal-expense refunds rise to 22 euros for lunch and 25 euros for dinner outside Paris, 30 euros for each meal in Paris, only for exceptional business travel, training or assignments preventing return home; hotel refunds stand at 100 euros outside Paris and 170 euros in Paris, breakfast included, for business travel, training or assignments preventing return home. Legal basis: Accord de la négociation obligatoire sur la rémunération, le temps de travail et le partage de la valeur ajoutée dans l'entreprise 2026 (CEBPL).