A newly hired specialist educator opens their first payslip and sees a coefficient, a point value, a special duty allowance and a Ségur supplement. Four lines, four different calculation methods. The National Collective Agreement of 15 March 1966 (IDCC 413) sets the pay structure for more than 200,000 employees in the private non-profit healthcare and social care sector, but its rules can be tricky to understand if you have never broken down how they work.
Coefficient and point value: the foundation of pay under Collective Agreement 66
It all starts with a multiplication. The monthly gross base salary is the coefficient assigned to the position multiplied by the point value. The coefficient depends on the employee’s qualifications, occupation and grade on the collective agreement’s pay scale.
The point value, meanwhile, varies depending on whether the employer is affiliated with Nexem. In 2026, organisations affiliated with Nexem use a point value of €3.93. Employers not affiliated with Nexem use a value of €3.82. The difference may seem small per point, but at a coefficient of 434 (the starting grade for a specialist educator), it amounts to several dozen euros gross per month.
You can calculate your salary under Collective Agreement 66 by first checking which point value your employer uses on your payslip, then multiplying it by the coefficient shown. This gives you the gross base salary before any bonuses or allowances.
Special duty allowance and Ségur supplement: two payslip items not to confuse
The special duty allowance amounts to 9.21% of the gross base salary. It applies to employees whose roles involve specific constraints related to supporting the people in their care. It is calculated on the basis of the base salary, not total pay.
This allowance does not cover the same circumstances as the premiums for night work, Sunday work or residential care. Those are subject to separate rules and calculation bases. Employees working in residential care should not assume that the special duty allowance already covers their working-hour constraints.
Including the Ségur supplement in the calculation
The Ségur bonus (or salary supplement) is added to the base salary and special duty allowance. It is a fixed amount and does not depend on the coefficient. One key point to remember: the Ségur bonus cannot be used to bring pay up to the minimum wage. If the salary under the collective agreement, excluding Ségur, falls below the minimum wage, the employer must first raise pay to the statutory minimum, then add the Ségur supplement on top.
The extension of “Ségur for all” was confirmed despite legal challenges from some organisations, reinforcing its application to employees in the private non-profit sector who had not yet been receiving it.
Recognition of previous experience when hired: what affects your coefficient
Article 38 of Collective Agreement 66 allows previous professional experience to be recognised, placing the employee at a higher grade from the outset. This raises the coefficient and, in turn, the base salary.
Previous experience is not recognised automatically. Several criteria apply:
- The nature of the duties previously performed (whether the role was identical or comparable, and whether it was in the same type of organisation)
- The type of the previous employer (experience in a similar organisation carries more weight than experience in a different sector)
- The qualifications held when hired, which determine the percentage of previous service recognised
Previous service recognised for salary grading does not necessarily determine all rights linked to length of service (additional leave, extended notice periods). Each entitlement should be checked separately in the collective agreement.
Checking your payslip: practical points to review
Once you understand the formula, check your payslip line by line. Here’s what to review on each payslip:
- The coefficient matches your job and grade (check the classification scale for your occupation)
- The point value used is the one applicable to your employer (Nexem or non-Nexem)
- The special duty allowance is calculated on the base salary alone, not total gross pay
- Your salary excluding the Ségur bonus is at least equal to the current monthly gross minimum wage
- Any additional premiums (night work, Sundays, on-call duty) appear on separate lines, each with its own calculation basis
The most common discrepancies stem from an outdated point value or confusion between the calculation basis for the special duty allowance and total pay. Part-time employees should also check that their coefficient multiplied by the point value is correctly prorated before the special duty allowance is added.
Part-time work and the minimum wage threshold
For a part-time contract, the salary under the collective agreement is prorated according to the contracted hours. The minimum wage threshold is also prorated. If the prorated salary under the collective agreement falls below this threshold, the employer must make up the difference before adding the Ségur bonus.
The collective agreement’s pay scale sets minimums, not maximums. Employers can offer more than the minimum on the scale, particularly to attract experienced candidates to hard-to-fill roles such as nurses or department heads. The starting coefficient and recognition of previous service remain the most direct points to negotiate.
