L'Oréal France sets €100 monthly pay rise from January 2027

Employees of L'Oréal France in France receive a general pay riseLegifrance on 1 January 2027Legifrance under the Négociation Annuelle Obligatoire 2027 settlement with the CFDT, CFE-CGC and CFTC, signed at Levallois-Perret on 27 October 2026. Before any end-of-year individual measures, an exceptional floor of €100 a month appliesLegifrance, worth about 5% for the lowest grades, 4% on €30,000 a year, 3% on €40,000, 2.4% on €50,000, 2% on €60,000 and 1.8% from €66,667.

The rise covers everyone on the headcount at 31 December 2026 on the slice of salary up to €71,500Legifrance gross a year for a full-time equivalentLegifrance, excluding cadres dirigeantsLegifrance. The minimum-salary scale increases 1.8%Legifrance on the same dateLegifrance, and the full-time minimum after one year's service moves to €2,100 gross a monthLegifrance.

For 2026, every employee in France holding a contract when the unilateral decision is signed collects a €1,000 success-sharing bonusLegifrance before the end of the yearLegifrance, except those whose gross monthly base salary at full-time equivalent reaches five times the social-security ceiling (PMSS) in October 2026Legifrance. It is paid as a Prime de Partage de la Valeur by unilateral decision after CSEC consultation, prorated for presence between 1 November 2025 and 31 October 2026 and for the activity rate.

The rate funding the Activités Sociales et Culturelles budgets of the five establishments rises to 0.70% of payrollLegifrance from 1 January 2027Legifrance, up 15%Legifrance. The 15% fuel boost on the fuel mileage allowance (IK-C) runs to the end of 2026, with IK-C paid during 2026 under the government's favourable regime. An Itinérant who loses the seniority bonus through a job-category move keeps a fixed monthly compensatory bonus that is folded into basic salary after twelve months.

Mental-health platform Moka.Care stays open to all in 2027, managers and HR are trained to detect difficulties and refer employees on, a named contact follows complex sick-leave cases, and melanoma-screening slots grow. Part-time parental workers at 50% of full time or more keep pension contributions on a full-time basis for up to three years. The five sick-or-hospitalised-child days merge into one Compte Absence usable in whole or half days on proof, and single-parent Itinérants recover childcare costs for occasional national or regional meetings, up to five times a year.

Management will ask the provident commission to extend the Bienveillance serious-illness and cancer support towards relatives of stricken employees, and will assist employees whose child suffers violence in a school or extracurricular setting. Staff aged 50 and over gain an Itinéraire Retraite digital space covering rights, retirement age and pension estimates. The sustainable-mobility package rises to €900 a year, volunteer firefighters move from five to fifteen paid absence days with the same terms for sécurité civile reservists, and IT and EC Itinérants see the electric-vehicle charging contribution rise to €1,300 gross a year. Two classification projects open alongside talks on social dialogue for artificial intelligence, each logistics hub gains a €10,000 well-being budget plus €2,000 for celebrations, and Croissy catering support and head-office works continue.

Legal basis: Accord Négociation Annuelle Obligatoire 2027 of L'Oréal France, signed 27 October 2026 and filed and published under articles D.2231-2, D.2231-4 and R.2231-1-1 of the Code du travail.