SPARHE grants 2.3% rises and a 10-year seniority day from January

Hotel owner-operator SPARHE, whose Accorinvest group became ESSENDI, has closed its 2026 annual pay round with an indefinite company agreementLegifrance signed at Evry on 17 February 2026Legifrance with FO and the CFDT services federationLegifrance, after three meetings on 20 January and 3 and 17 February 2026Legifrance under article L. 2242-1 of the Labour CodeLegifrance. The deal covers staff of SPARHE subsidiary hotels at signature, including HotelF1 and Ibis BudgetLegifrance, and balances competitiveness against purchasing power after a weak summer left occupancy at 68 percent with average price and revenue per room down.

Base pay rises take effect on 1 January 2026Legifrance with back pay on the March 2026 payrollLegifrance. Fixed-pay Employees and fixed-pay Supervisors rise 2.3 percentLegifrance. Executive managers keep individualized rises linked to 2025 merit, work quality, skill and establishment performanceLegifrance, with a guaranteed minimum of 1.15 percentLegifrance and a total envelope of 1.60 percentLegifrance, awarded without regard to origin, sex, morals, orientation, age, family status, genetics, ethnicity, politics, union activity, strike action, religion, appearance, name, health or disability. Eligible staff are full- and part-time employees paid wholly or partly on a fixed basisLegifrance, present on 1 January 2026Legifrance with at least six months of ESSENDI group seniorityLegifrance, meaning hired before 1 July 2025Legifrance, including those absent on maternity, paternity, adoption, family-solidarity or parental-education leaveLegifrance. Apprentices, professional-training contracts, interns and extras are excludedLegifrance. Collective 2026 rises do not stack with individual rises tied to a post or responsibility change in the six months before implementationLegifrance.

End-of-career part-time incentives continue until new talks on the subject open. Any employee aged 50 or over who asks to move to part-time must be accepted, as a right, on a purely voluntary basisLegifrance. Full-time employees over 50 with over 10 years of seniority who cut contractual hours keep old-age contributions assessed on full-time-equivalent pay through over-contributions, covering employee and employer old-age funding on the full-time salary. The scheme lapses if that funding loses its social-security exemption, triggering fresh talks to protect staff already in it. Leavers in that position who retire receive the retirement severance they would have earned staying full-time.

From 1 January 2026 the group grants one seniority leave day from 10 years of group seniorityLegifrance, improving the 2025 rule that started at 20 yearsLegifrance. The day vests on the employee's group-entry anniversaryLegifrance, with no retroactivityLegifrance and no stacking across bandsLegifrance: 10 years and 19 years each give one dayLegifrance, and 24 years gives the single 20-year-band dayLegifrance. The reference year runs 1 January to 31 DecemberLegifrance, the day must be taken by 31 December of year N or it is lostLegifrance, and it can be neither paid out nor carried overLegifrance.

After parental leave, employees return to the prior or a similar job with at least equivalent payLegifrance, meaning pre-leave pay uplifted by collective rises granted during absenceLegifrance. The same applies after maternity, paternity or adoption leaveLegifrance, with maternity pay also increased per article L. 1225-26 of the Labour Code by collective rises plus the average individual rises of the same occupational categoryLegifrance. Returning family-leave staff get refresher training after major technology changes. Earlier working-time measures stay unchanged: compensatory-rest payment per the 2023 NAO deal, 10 guaranteed weekends a year per 2022, and chosen compensatory rest per 2021.

Legal basis: SPARHE accord collectif d'entreprise NAO 2026 of 17 February 2026Legifrance under article L. 2242-1 du Code du travail, plus article L. 1225-26 for maternity payLegifrance.