Your payslip mentions the coefficient 150M, but the hourly rate displayed does not match what you expected. Before comparing with a colleague or negotiating with your employer, it’s essential to understand how the salary scale of the collective agreement for road freight transport (CCN 3085) sets this baseline. This article details the mechanics of the coefficient 150M and the checks to make on your payslip in 2026.
The points system that determines the coefficient 150M
The coefficient 150M is not assigned randomly. It corresponds to group 7 of the classification of rolling workers. To qualify, a driver must accumulate at least 55 points based on specific criteria related to their daily activities.
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Do you drive a vehicle over 19 tons? That represents 30 points. Do you tow a semi-trailer or a road train? Add 10 points. Do you perform services of 250 km in one direction? Count an additional 20 points. International services (outside border areas of 50 km) also earn points.
The accumulation of a minimum of 55 points grants the right to the coefficient 150M. A driver who does not meet these criteria should normally be classified under coefficient 138M (group 6), with a lower hourly rate. Checking your actual working conditions is the first step to know if your coefficient is correct.
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The salary scale coefficient 150M road driver 2026 establishes the minimum guaranteed hourly rate for each coefficient, also depending on the employee’s seniority.
Minimum conventional hourly rate and SMIC: double verification in 2026
The CCN 3085 scale sets a minimum hourly rate for the coefficient 150M. This conventional minimum must adhere to a simple rule: it can never be lower than the current hourly SMIC.
Since the revaluation of the SMIC on January 1, 2026, the Ministry of Labor has reminded that the scales of the CCN 3085 must be verified coefficient by coefficient. Some companies apply slightly higher rates than the conventional minima for 150M to avoid any risk of non-compliance.
Why this caution? Because the revaluations of the SMIC do not follow the same schedule as the branch agreements. It can happen that the conventional minimum of a lower coefficient is caught up by the SMIC. For 150M, the risk is lower, but verification remains mandatory for the employer.
What your employer must verify
- That the gross hourly rate on your payslip is at least equal to the conventional minimum of the coefficient 150M for your seniority level
- That this hourly rate is also higher than the current hourly SMIC as of January 1, 2026
- That the coefficient 150M is explicitly stated on your payslip, not just a job title
Labor inspection checks: what has changed in 2026
Theory is one thing. Practice is another. In February 2026, a circular from the DREETS Nouvelle-Aquitaine reported a notable increase in inspections in road transport. Inspectors are targeting three specific points.
First point: compliance with the conventional hourly scale. In other words, does the rate applied correspond to the employee’s coefficient? Second point: the explicit mention of the coefficient on the payslip. Third point: the consistency between the actual hours worked and the hourly rate applied.
Several companies have received formal notices because they were paying drivers classified as 150M at the rate of coefficient 138M. The difference in remuneration between these two coefficients represents a significant gap over a full month, let alone a year.
How to spot an error on your payslip
Take your latest payslip. Locate the line “coefficient” or “classification.” If you see 138M while you meet the criteria for 150M (accumulation of 55 points), you are likely underpaid.
Then compare the gross hourly rate displayed with the conventional minimum of the 2026 scale for 150M at your seniority level. If the rate is lower, the employer is in violation.
Coefficient 150M from hiring: a trend to understand
The social barometer 2025-2026 from FNTR highlights a growing practice: many companies are hiring directly at coefficient 150M. Why offer you the highest coefficient in the rolling worker category from day one?
Companies use 150M as an attractiveness lever in a sector where recruiting qualified drivers remains challenging. Positioning at 150M from hiring displays a higher base salary in the job posting, attracting more candidates.
The trade-off exists. Some companies compensate for this higher classification by limiting other elements of remuneration (bonuses, travel expenses, overtime pay). The coefficient alone is not enough to assess overall compensation.
Elements to check beyond the hourly rate
- Travel expenses: meal and overnight allowances, the amounts of which are also regulated by the collective agreement
- Any bonuses: accident-free bonus, quality bonus, thirteenth month according to company agreements
- The hourly base of the contract: a high hourly rate over 151.67 hours does not yield the same gross monthly salary as over 169 or 200 hours
- Overtime and their actual rate of increase
The monthly hourly base varies according to contracts in road transport. A driver can be hired for 151.67 hours, 169 hours, or 200 hours monthly. Multiplying the hourly rate by the contractual base gives the reference gross salary, before bonuses and allowances.
Comparing two job offers at coefficient 150M without looking at the hourly base and remuneration accessories is like comparing two trips without considering the distance. The conventional hourly rate is a baseline, not a summary of your pay.