Safran Data Systems sets 2026 pay rises and family vouchers

The four French sites of Safran Data Systems — Cesson-Sévigné, Colombelles, La Teste-de-Buch and Les Ulis — work under a 2026 annual-negotiation agreementLegifrance signed on 28 January 2026Legifrance with the CFDT and CFE-CGC unions. Concluded for one year from 1 January to 31 December 2026Legifrance, it sets pay, working-time references, family support and green-mobility measures for the year.

The 2026 pay budget is 2.30% of 2025 gross base payroll for individual risesLegifrance plus a 0.20% envelope for internal mobility. Non-managerial staff share a 2.10% individual-rise budgetLegifrance, completed by the mechanical increase of the seniority bonus under the metallurgy collective agreement worth 0.20%, so staff outside that bonus effectively receive 2.30%; managers share a 2.30% individual-rise budgetLegifrance. Rises take effect on 1 January 2026Legifrance and are paid with the May 2026 salary including back pay for January to April. Managers or staff representatives must explain in a dedicated interview any year without an individual rise — one year for managers, two consecutive years for non-managers — and after two years without a rise for managers or three for non-managers a career-review interview is organised. Priorities are experienced technical leaders outside recognised group expert tracks, gender pay equality and rebalancing by experience, post and market conditions.

Childcare vouchers (CESU) give each employee with a child under six up to €800 a yearLegifrance, and single parents — single, widowed, divorced or separated staff living alone with at least one dependent child — up to €800 a year for childcare to age six or school support to age sixteen, the two schemes not combinable and neither scaled per child. A disability CESU of up to €1,200 a yearLegifrance covers disabled employees, spouses or partners with a serious illness or disability, dependent children of any age with a serious illness or disability, and employees caring for a disabled, invalid or APA-benefit parent or child, on a medical certificate or proof of status. The employer funds 65% of childcare and single-parent vouchers and 100% of disability vouchers.

The €22 gross monthly energy bonus for staff in roles not eligible for telework rises to €25Legifrance with retroactive effect from 1 January 2026 under an amendment to be negotiated in the first quarter of 2026. The paid moving day, one day per calendar year, drops its condition of moving closer to work: proof of the new main residence within 48 hours suffices. Exceptional zero-rate loans may support staff in alarming personal situations, with terms set by HR and site management. The works-council social and cultural subsidy rises from 1.80% to 2.00% of payrollLegifrance from 1 January 2026, except at Cesson-Sévigné where it moves progressively to reach 2.00% on 1 January 2027Legifrance.

A third amendment to the sustainable-mobility agreement will raise the employer share of public-transport season tickets to 75%Legifrance and the sustainable-mobility package to €420 a year for cycling, car-sharing and electric, rechargeable-hybrid or hydrogen vehiclesLegifrance, retroactive to 1 January 2026. Each site keeps a €4,000 annual budget sponsoring employee-led community projects.

The agreement rests on articles L. 2242-1, L. 2231-1 and L. 2261-14 of the Code du travail and the Convention collective nationale de la métallurgie du 7 février 2022.