In accordance with the Airbus social status agreement effective since 2024, negotiations on February 11 and 18 allowed for a review of the group's situation.
While Airbus is demonstrating solid resilience in an unstable international environment, FO remains attentive to the situation of ATR, whose indicators differ from those of the other entities.
Economically, 2025 marks the end of the high inflation cycle with an average rate of 0.9%, a stability that is expected to continue in 2026 according to current forecasts.
Timeline
The 2025 transparency review and the 2026 negotiations in each entity will take place between the end of February and the very beginning of April. The agreements will be applicable from July 1, 2026 to June 30, 2027.
Seniority Point Value
The agreement claimed and signed by FO in 2025 defines the calculation methods for seniority points for the 2026-2027 fiscal year.
Thus, on January 1, 2027, this value will be based on 50% of the highest salary policy within the Group.
Minimum Hierarchical Salary (SMH) Scale
For FO, the Salary Policy primarily consists of General and/or Individual Increases in order to guarantee the maintenance of purchasing power, recognize the skills and commitment of employees, and support career development.
Furthermore, FO demanded and obtained in the “Reload” negotiations that the Airbus SMH scale be separated from that of the UIMM (Metallurgy Collective Agreement) in order to guarantee a strong attractiveness of the Airbus Group.
To date, Management refuses any increase in the scale for 2026, considering that the gap is still sufficient with a UIMM scale that did not change in 2025 and that the 2026 negotiation has not been signed, even though an average increase of 1.73% in the Airbus scale was applied on January 1, 2026.
FO, however, requested a new meeting with Management to study the possibility of revising the Airbus pay scale again, based on the new UIMM pay scale and the evolving economic context.
Promotion Budget
The entities retain control over their negotiation and the identification of a promotion budget. If this is the case, FO demands that this budget be used for the implementation of the SMH regardless of the situation (promotion, transfer to a position of the same classification, etc.).
FO also demands that all SMH adjustments during a transfer outside the original establishment be financed outside the salary policy budget.
FO Considerations
The 2026/2027 salary policies must allow for:
- Support for career progression, with promotion budgets solely dedicated to the systematic implementation of the SMH without conditions.
- General Increase budgets guaranteeing the maintenance of purchasing power.
- Individual Increase budgets enabling employee recognition and advancement.
FO confirms the maintenance of the seniority point system (acquired by FO in 2025), the negotiation schedule by entity, and the implementation dates.
FO has requested a new meeting dedicated to the evolution of the Airbus SMH scale in light of the upcoming evolution of the UIMM scale.
Finally, FO believes that the results of the various group entities do not justify any discrepancies in the overall salary policy budgets. Wage negotiations will begin in each of the group's divisions within a few days. FO will remain vigilant to ensure these levels are consistent and, above all, supportive of the divisions experiencing difficulties!
A review meeting of the draft agreement is scheduled for February 26th.