The national collective agreement of October 31, 1951 (CCN 51, known as FEHAP) sets the remuneration rules for over 280,000 employees in the non-profit private health, social, and medico-social sector. The salary grid is based on a calculation using a coefficient multiplied by a point value, supplemented by several bonuses including the technicality bonus reserved for certain executives. Since 2024, the point value has been on an upward trajectory, significantly altering pay slips.
CCN 51 Point Value: Continuous Revaluation Since 2024
The gross base salary in CCN 51 is calculated using a simple formula: the job coefficient multiplied by the point value. This mechanism, shared by many collective agreements, makes each revaluation of the point directly visible on the pay slip.
What the fixed grids published online do not always show is the recent dynamics. The CCN 51 point value has been revalued several times since 2024, with an average increase of about 2.5% per year. An amendment referenced under number 2025-04 has set this value at 4.568 € for 2026.
By understanding the salary grid and technicality bonus CCN 51, an employee can check if their employer is applying the latest amendment in force. The difference between the old and new point values, even by a few cents, translates into several dozen euros monthly depending on the coefficient.
This regular revaluation makes the “point value” lever at least as determining as bonuses for the real purchasing power of FEHAP employees.
FEHAP Executive Technicality Bonus: Eligibility Conditions and Calculation
The technicality bonus is provided for in article 08.01.1 of CCN 51. It exclusively concerns executives classified in group A2, divided into five levels based on their professional experience in the field.
Base and Applicable Percentage
The calculation base relies solely on the indexed base salary (coefficient multiplied by the point value). Neither ancillary bonuses, nor allowances for constraints, nor the Ségur supplement are included in this calculation. The percentage of the technicality bonus increases with the executive’s level, rewarding seniority in the position rather than overall seniority in the establishment.
An executive newly promoted to group A2 does not receive the same rate as an executive positioned at the fifth level for several years. Field feedback varies on this point: some employers are slow to reclassify their executives to the higher level, which mechanically delays the increase in the bonus.
Justification of Professional Experience
The allocation of the level is based on the justification of experience in the job performed. Work certificates, previous pay slips, and attestations from previous employers are acceptable documents. An executive who changes structure must provide these justifications upon hiring to avoid being positioned at a lower level.
- Always keep work certificates for each position held in the health, social, or medico-social sector, even for short contracts.
- Check that the pay slip correctly mentions group A2 and the level corresponding to actual experience, and not a default level.
- In case of disagreement, contact employee representatives or the labor court, as the level positioning is a contractual obligation, not just an employer’s decision.
Ségur Bonus and CCN 51: A Supplement That Does Not Replace Technicality
The indexed treatment supplement resulting from the Ségur health agreements has modified the remuneration structure for many FEHAP employees. Its flat amount benefits a large portion of both healthcare and non-healthcare staff, according to successive agreements.
The frequent confusion is to consider that the Ségur bonus compensates for the absence of the technicality bonus. These two remuneration elements have distinct legal bases and calculation bases. The Ségur bonus is a fixed supplement, independent of the coefficient or level. The technicality bonus, on the other hand, evolves with the executive’s positioning in the collective grid.
Non-profit private establishments under CCN 51 apply the Ségur bonus according to modalities that sometimes differ from those in the public or for-profit private sectors. Some professionals (administrative executives, support functions) remain excluded from certain aspects of the Ségur, which reinforces the importance of the technicality bonus as a complementary remuneration lever.
Seniority and Career Progression in CCN 51: What Affects the Pay Slip
Beyond the point value and bonuses, salary progression in CCN 51 depends on the recognition of seniority upon hiring. The employer is required to recognize part of the seniority acquired in similar roles, but the modalities vary according to the sector (care, educational and social, administrative, logistical and technical, medical).
- Recognition of seniority is not automatic at 100%: it depends on the correspondence between the previous position and the current position, and some structures apply a reduction.
- Conventional leave (quarterly leave for certain categories, leave for family events increased compared to the Labor Code) constitutes an indirect benefit rarely quantified.
- The notice period for resignation or dismissal varies according to whether the employee is an executive or non-executive, with durations sometimes exceeding those of common law.
The initial positioning in the grid conditions the entire salary trajectory. An employee poorly positioned upon hiring accumulates a delay that amplifies over the years, as each level progression applies to a base that is already undervalued.
For executives in group A2, the combination of a poor technicality level and incomplete recognition of seniority can represent a significant loss over the course of a career. Checking the pay slip line by line, including coefficient, level, recognized seniority, and bonuses, remains the most effective approach to ensure compliance with the agreement.
