The CCN 51, or national collective agreement for private hospitals, care, rehabilitation, and non-profit childcare establishments, sets the remuneration rules for several hundred thousand employees in the health and social care sector. The basic gross salary is calculated by multiplying a coefficient assigned to the job by a point value, updated by an amendment subject to ministerial approval.
CCN 51 Point Value in 2026 and Calculation Formula
The CCN 51 point value is the central variable of any payslip in this sector. As of January 1, 2026, it is set at 4.568 euros by amendment no. 2025-04 from December 2025. This amount represents a 2% increase compared to the previous value.
Further reading : Discover the real filming location of the farmhouse in Tomorrow Belongs to Us
The formula has remained the same for decades: basic gross salary = job coefficient multiplied by point value. For example, a midwife with a coefficient of 505 results in a monthly gross salary of 505 x 4.568 euros. Any bonuses or supplements are then added to this base.
Understanding the CCN 51 salary scale in 2026 requires verifying the exact coefficient attached to one’s position, as a difference of a few points significantly alters the monthly gross.
Recommended read : Education Assistant: Discover How Much an AED Earns According to the Salary Scale
Grid Entries Below the Minimum Wage: The Unknown Trap of 2026
The minimum wage has been increased to 12.31 euros gross per hour as of June 1, 2026, which amounts to 1,867.02 euros gross monthly for a full-time position. This threshold poses a concrete problem for the first levels of CCN 51.
For entry-level coefficients (service agents, ASH, beginner staff), the product of coefficient x point value can fall below the minimum wage. The employer is then obliged to raise the salary to at least the legal minimum, even if the collective scale has not yet been updated.
Specialized press in the social care sector reports a phenomenon of mass entry-level positions falling below the minimum wage in several agreements in the sector. CCN 51 is not exempt from this as long as the point value is not adjusted at the same pace as the minimum wage.
Obligation to Renegotiate Since the 2022 Purchasing Power Law
Since the so-called “purchasing power” law of 2022, when the first classification level of an agreement falls below the minimum wage, the branch is required to open negotiations to raise its minimums. The Ministry of Labor can initiate a merger or restructuring procedure for branches that do not comply with this obligation within the stipulated time frame.
For employees positioned at these first levels, the practical consequence is twofold: the payslip must display at least the minimum wage, and the branch is under pressure to revalue the point value or reorganize the coefficients.
Bonuses and Salary Supplements under CCN 51
The base salary represents only part of the total remuneration. Several supplements provided for by the agreement are added, and their accumulation can significantly alter the net amount received each month.
- Seniority Bonus: 1% per year of service, capped at 30 years, which amounts to a maximum of 30% of the base salary. This is the most regular progression lever for employees who remain in the same structure.
- Compensation for Sundays and public holidays worked: these apply to staff ensuring continuity of care and vary according to local amendments.
- Technical or special duty bonuses: awarded to certain exposed jobs (operating rooms, psychiatric services), their amount depends on the coefficient and establishment agreements.
The recognition of seniority upon hiring remains a frequent negotiation point. The agreement provides for rules for partial or total recognition depending on the original sector, but the application varies from one establishment to another.
Coefficient and Sector: How to Position Your Job in the Grid
The CCN 51 organizes jobs into sectors (nursing, educational and social, administrative, logistical, medical). Each sector has its own coefficients, which determine the positioning in the grid.
A general practitioner is assigned a coefficient of 518, while a midwife has a coefficient of 505. With the same point value, the difference in coefficient generates a difference in monthly gross of several tens of euros based solely on the base, but the gap widens with seniority and specific bonuses.
Check Your Payslip
To know if the received remuneration corresponds to the grid, three elements must be clearly stated on the payslip:
- The collective agreement coefficient of the position held
- The point value applied by the establishment (some structures apply a value higher than the national value by internal agreement)
- The details of bonuses: seniority, duties, Sunday or night compensation
If the product of coefficient x point value displayed is below the monthly minimum wage, the employer must make up the difference. This differential supplement line sometimes appears under a vague title on the payslip.
The CCN 51 grid remains a minimum framework. An establishment can always pay above, but never below the conventional minimums or the minimum wage, according to the amount most favorable to the employee. The revaluation of the point to 4.568 euros on January 1, 2026, has reduced the gap with the minimum wage without eliminating it for the lowest coefficients, which places the next branch negotiation at the center of salary issues in the sector.