The remuneration of a category C agent in the public service is not limited to the indexed salary. It includes a set of supplements, grouped under the term indemnity regime, the amount and conditions of which vary according to the sector (State, territorial, hospital), the employment framework, and the employer’s decisions.
Differential allowance and minimum wage: the safety net for category C agents
The indexed salary scales for the first levels of category C sometimes place the gross salary below the minimum wage. When this is the case, the employer pays a differential allowance to bridge the gap between the indexed salary and the current minimum wage.
This mechanism is gaining increasing importance. As of June 1, 2026, the minimum wage was increased by 2.41%, bringing its amount to 1,867.02 euros gross per month. According to the territorial HR monitoring (Naudrh, June 2026), an increasing number of category C agents are transitioning into this system.
Specifically, for these agents, part of what appears on the payslip under the line “bonuses and allowances” is actually an obligatory supplement linked to the minimum wage, and not a bonus in the traditional sense.
This distinction matters: the differential allowance is not subject to the same rules as a discretionary bonus. It is mandatory for the employer, regardless of the sector of public service. To fully understand the bonuses and allowances in category C of the territorial public service, one must first identify what falls under this safety net and what falls under the optional indemnity regime.
RIFSEEP in category C: IFSE and CIA on the payslip
The reference indemnity regime in the State public service, extended to most territorial employment frameworks, is called RIFSEEP (indemnity regime taking into account functions, constraints, expertise, and professional commitment). It consists of two distinct components.
IFSE, the part linked to the position and experience
The indemnity for functions, constraints, and expertise (IFSE) constitutes the main part. Its amount depends on the group of functions to which the position is attached and the professional background of the agent. It is paid monthly.
For a category C agent, classification in a group of functions reflects the level of responsibility and constraints of the position. A technical assistant assigned to the maintenance of a classified building does not belong to the same group as a reception agent, even if both belong to the same employment framework.
CIA, the part linked to commitment
The annual indemnity supplement (CIA) rewards professional commitment and service quality. It is paid once or twice a year. Its allocation is based on professional evaluation, which means that two agents of the same grade may receive different CIAs.
In the territorial public service, the implementation of RIFSEEP remains a decision of the deliberative assembly. A local authority can set ceilings lower than those of the State, but never higher. The principle of parity with equivalent bodies of the State governs the maximum amounts.
On-call and intervention allowances: recent revaluation
Category C agents are often mobilized for on-call duties (night surveillance, weekends, crisis periods). These constraints entitle them to specific allowances, distinct from RIFSEEP.
An order dated December 12, 2025, revalued the amounts of on-call and intervention allowances for non-technical sectors, effective December 1, 2025. The CDG of Orne (CDG61) detailed the new scales applicable by type of period (full week, weekend, night). This revaluation directly affects category C agents in the administrative, animation, or medico-social sectors performing on-call duties.
- The on-call allowance compensates for being reachable and mobilizable outside of service hours, without necessarily intervening.
- The intervention allowance compensates for actual travel during an on-call period, with a higher amount.
- These allowances are cumulative with RIFSEEP, as they fall under a distinct regulatory framework.
Bonuses outside RIFSEEP still applicable in category C
RIFSEEP has not absorbed all of the old bonuses. Some schemes still exist in parallel, depending on the employment framework and sector.
- The New Indexed Bonus (NBI) concerns specific functions (public reception, team management) and translates into additional index points. It is mandatory for the employer as soon as the agent occupies an eligible position.
- The exceptional purchasing power bonus can be paid under certain conditions by territorial employers, according to local deliberations. The CDG45 provides models of deliberation for its implementation.
- The residence allowance, calculated according to the geographical area of assignment, supplements the salary without falling under the strict indemnity regime.
The line between mandatory remuneration elements and discretionary bonuses is often blurred on a payslip. The family supplement for treatment and the residence allowance are not bonuses: they automatically add to the salary. The indemnity regime itself remains optional for the territorial employer, except for schemes imposed by law such as the NBI or the differential allowance.
Reading a category C payslip becomes clearer once these distinctions are established. Between the safety net linked to the minimum wage, the modifiable RIFSEEP according to the position and evaluation, the recently revalued on-call duties, and the historical schemes maintained, each line corresponds to a specific legal basis. Checking the reason for each amount paid remains the first useful reflex for any agent wishing to know their rights.