Home employee • CCN 3239 annexe 6

The pay grid of a home employee

Twelve conventional levels, a certification uplift on the first six, and the rules that decide what an hour is worth. In force since 01/06/2026.

Last updated 31 October 2026AdminLanding Editorial

The 12 levels, gross per hour

Annexe 6 of CCN 3239 sets one minimum per level. The level follows the job actually carried out and is written in the contract. Certified employees are owed the higher column: +4 % on levels I to IV, +5 % on levels V and VI.

Conventional minimums per level
Level	Minimum (gross / hour)	With a branch certification
I	€12.61	€13.11
II	€12.74	€13.25
III	€12.89	€13.41
IV	€13.08	€13.60
V	€13.28	€13.94
VI	€13.80	€14.49
VII	€14.11	—
VIII	€14.52	—
IX	€15.29	—
X	€16.12	—
XI	€17.06	—
XII	€18.07	—

Over the same period the SMIC is €12.31 gross an hour: the conventional minimum of a level never takes the pay below it.

CCN 3239 annexe 6 — avenant n° 10 du 5 février 2026, art. 1 (KALIARTI000054254163) ; arrêté d'extension du 4 mai 2026 (JORF du 8 mai 2026) · urssaf.fr — « Le Smic et le minimum garanti augmentent au 1er juin 2026 » (mis à jour le 27/05/2026)

What counts as working time

Working time
Rule	Content	Article
Weekly hours	The conventional week is 40 hours; the parties may agree fewer, or more within the maximum of art. 134	CCN art. 133.1
Overtime	Hours beyond 40 hours of effective work a week: +25 % from the 41st to the 48th hour included, +50 % from the 49th to the 50th hour included — paid, or taken as rest increased in the same proportion	CCN art. 136, 147
Maximum	Regular hours: an average of 48 hours of effective work a week over 12 consecutive weeks, never more than 50 hours in the same week; irregular hours: 48 hours a week at most. A contract week above 48 hours is refused by AdminLanding.	CCN art. 134
Présence responsable	1 hour counts as 2/3 of an hour of effective work	CCN art. 137.1
Night presence	A flat allowance of at least 1/4 of the equivalent pay	CCN art. 137.2, 149

Paid leave and the CESU 10 %

A home employee earns 2.5 working days of paid leave per month worked, over a reference year running from 1 June to 31 May (CCN art. 48.1.1). Leave is in principle paid when it is taken; only for employees declared through the CESU may the net hourly wage be increased by 10 % for the leave, which is then paid with the monthly salary (art. 140.1.2).

The rest of the relationship

The same relationship, from the contract to its end — each page states the rule with its article.

Frequently Asked Questions

Levels, certification, working time and night presence.

Q.What is the minimum hourly pay of a home employee?

It depends on the level of the job in the grid of CCN 3239 annexe 6. Since 01/06/2026 the grid runs from €12.61 gross an hour at level I to €18.07 at level XII. The conventional minimum is never below the SMIC, which is €12.31 gross an hour over the same period.

Q.How is the level of a job decided?

The level follows the job actually carried out — its activities, its autonomy and the responsibility it carries — and it is written in the contract. A garde d'enfants at home, a household employee and an auxiliaire de vie are not on the same rung, and a job that changes calls for an amendment to the contract rather than a silent change of pay.

Q.What does the branch certification add?

A branch certification raises the minimum of the first levels: +4 % on levels I to IV and +5 % on levels V and VI. At level I that is €13.11 instead of €12.61, at level VI €14.49 instead of €13.80.

Q.How many hours a week, and how is overtime paid?

CCN art. 133.1 sets the conventional week at 40 hours; the parties may agree fewer, or more within the maximum of art. 134. Hours beyond 40 hours of effective work a week are overtime (art. 136): +25 % of the contractual gross hourly wage beyond the 40th hour and up to the 48th included, +50 % beyond the 48th and up to the 50th included, paid or taken as increased rest (art. 147). Art. 134: with regular hours, an average of 48 hours of effective work a week over 12 consecutive weeks, never more than 50 hours in the same week; with irregular hours, 48 hours a week at most.

Q.How is a présence responsable counted?

One hour of présence responsable de jour — the employee may use their time for themselves while remaining vigilant to intervene — counts as two thirds of an hour of effective work (CCN art. 137.1). It applies only to the jobs of the « Adulte » and « Enfant » domains of annexe 7, is written in the contract, and is excluded in a shared childcare arrangement.

Q.And a night presence?

A night presence is paid with a flat allowance of at least one quarter of the equivalent pay (CCN art. 137.2 and 149). It is written in the contract with the hours it covers.

Q.Does the grid apply to an assistant maternel?

No. An assistant maternel follows annexe 5 of the same convention, which sets one hourly minimum per child rather than a grid of levels, together with the statutory floor of CASF art. D.423-9.

Q.Who pays for the documents?

The AdminLanding membership opens the documents and covers both parties: when one party is a member, the other party of the relationship generates their own documents and pays nothing. €6 a month, renewed automatically every month; cancel any time from your account, effective at the end of the current monthly period. Recording the relationship, the invitation, the hours of every month, the confirmations and the reminders are free for everyone.

Q.Can the employee use it alone?

Yes. An employee whose employer is not on the platform can take the AdminLanding membership. On the employee's side it opens 14 of the 19 documents: every document that is not one of the employer's own letters — the letters the employee writes (resignation, request to leave early for a new job, request for the end-of-contract documents, reservations on the settlement receipt), the end of the trial period, and the documents naming both parties (the contract, an amendment, the monthly summary, the settlement check, the URSSAF sheet, the preparation sheet of the rupture conventionnelle form, the handover receipt and the notice-waiver agreement — these last two are co-signed and open once the employer has joined the relationship). It never opens the employer's letters (convocation, dismissal letter, withdrawal of the child, the employer's notice waiver). Each document is offered only for the ending it belongs to. An employee invited by an employer who is a member pays nothing.

Q.Does the platform keep what is typed on a document?

No. What a party types for a document — a social-security number, a child's first name, an agrément reference, the facts of a letter — is printed on the PDF and kept nowhere. The shared record holds the terms of the relationship, the category of its ending, its dates and its figures, visible identically to both parties. When an ending is declared for unfitness, it also holds two facts and nothing else about it: whether the unfitness is of occupational origin, and the date of the occupational physician's final opinion — the rules of the convention depend on them.

Q.Does AdminLanding declare to URSSAF in my place?

No. The declaration is made by the employer on cesu.urssaf.fr or pajemploi.urssaf.fr. AdminLanding never connects to those accounts: it keeps the month both parties agree on, and reminds them before the deadline.

Q.Is any of this legal advice?

No. These pages state the published rules of the convention collective IDCC 3239 and of the Code du travail, each with its article, so that both parties apply them. They do not assess a situation, and they are not a substitute for the official sources or a qualified professional.

Sources

Convention collective nationale des particuliers employeurs et de l'emploi à domicile (IDCC 3239) — consolidated text on Légifrance: socle commun, socle spécifique « salarié du particulier employeur » (art. 161 to 163) and socle spécifique « assistant maternel » (art. 119 to 121).
Avenant n° 10 du 5 février 2026 — arrêté d'extension du 4 mai 2026 (JO n° 0108, 8 mai 2026) — minimum wages of annexes 5 (assistant maternel) and 6 (salarié du particulier employeur), applicable from 1 June 2026.
code.travail.gouv.fr — Code du travail numérique (Ministère du Travail): contribution pages for IDCC 3239 and the Code du travail articles cited on this page (L.1221-25, L.1221-26, L.3141-28, L.1237-13, L.1237-14, D.1237-3-1, R.1231-1).
cesu.urssaf.fr / pajemploi.urssaf.fr — URSSAF services through which the particulier employeur declares pay and produces the end-of-contract documents.

Rules verified on 29/09/2026 on Légifrance and code.travail.gouv.fr (CCN 3239 articles read: 44.1.3, 63.2.1, 64.1, 64.2, 64.3, 64.4, 69, 119.1, 119.3, 119.5, 120, 121.1, 131.1, 161.1.1.1, 161.1.3, 161.3, 162.1, 162.4.1, 162.6, 163.1, avenant n° 10 annexes 5/6). Page published 24/08/2026, last updated 29/09/2026.

Important: AdminLanding is a technology platform, not a law firm. We do not practice law, provide legal advice, or act as lawyers (avocats), notaries (notaires), bailiffs (commissaires de justice), or any regulated legal professional as defined by French Law No. 71-1130 of December 31, 1971. This page states the published rules of the convention collective and the Code du travail, for information purposes only — it does not constitute personalized legal advice. Verify your situation with the official sources (code.travail.gouv.fr, Légifrance) or a qualified professional before acting.

Which procedure applies: for a particulier employeur, the dismissal procedure of the convention collective IDCC 3239 applies instead of the Code du travail procedure (CCN art. 161.1.1: the rules are those of the convention; art. 161.1.1.1: entretien préalable from the 4th jour ouvrable counted from the day after the first presentation or the handover of the convocation, then notification by registered letter with acknowledgement of receipt from the 4th to the 30th jour ouvrable counted from the day after the entretien; a period that would end on a Saturday, a Sunday or a public holiday runs to the next jour ouvrable). The Code du travail reaches this sector only through the closed list of art. L.7221-2, which does not include the L.1232-2 procedure. An assistant maternel is not dismissed: the employer withdraws the child by a letter sent by registered post or handed over against a receipt, with no preliminary interview (CCN art. 119.1).

Calculate the dates and the amounts — free

Notice end date, end-of-contract indemnity, paid-leave indemnity and the documents hand-over calendar, computed from the rules of the convention collective IDCC 3239 for both parties. No account needed for the calculation.

Open the end-of-contract calculator

Save the dates to your account — reminders for the notice end, the last declaration and the documents hand-over (free). Documents: in the AdminLanding membership, for both parties.

Documents for both parties — in the membership

The AdminLanding membership opens the 19 documents of a relationship — 5 written by the employer, 5 by the employee, 1 by either party, 8 naming both — issued in French with an English companion page and placed in the Vault of both parties. When one party is a member, the other party pays nothing; an employee whose employer is not on the platform can take the membership for their own documents. €6 a month, renewed automatically every month; cancel any time from your account, effective at the end of the current monthly period.

Electronic signature optional — €1.50 per signer, credits shared across all your documents (Rental and Home employment). The calculator, the shared calendar, the reminders and the invitation stay free.