The payment of the Ségur Bonus to public hospital service agents does not apply systematically to all establishments providing accommodation for dependent elderly people. The amounts received vary according to the status of the establishment, the nature of the contract, and the seniority of the hospital service agents. Starting from January 1, 2026, a new salary scale is set to come into effect, with a direct impact on pay slips. This evolution is part of government measures aimed at harmonizing bonus systems and improving the attractiveness of care professions.
What awaits hospital service agents in EHPAD: an overview of expected changes by 2026
Hospital service agents are not just a discreet presence in the corridors: they form the constant support of the medico-social sector in EHPAD. Soon, the hospital function, whether public or private, will completely revise its salary scales. New salary benchmarks will erase the early career stages paid below the minimum wage. The spirit of this overhaul? To place each agent back on the tracks of equitable treatment, without exception from sector to sector.
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On the bonus side, the Ségur Bonus and other allowances are the center of attention. Their revaluation finally embodies the recognition of daily commitment, which has long gone unacknowledged. HR managers will also need to adjust the conditions for socio-educational functions. Between public and private establishments, the race for salary equity is intensifying.
It is also important to mention the hot topics of the moment: consideration of night work, new visibility for on-call duties, and better recognition of arduous tasks. All these elements should lead to a new breath for salaries on the ground. For employees who want to better understand the details and concretely anticipate the upcoming changes, it is possible to learn more on Senior Surfers.
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Ségur Bonus and salary revaluation: what to expect concretely for ASH?
The Ségur Bonus is now at the heart of the salary recognition system in medico-social establishments. For hospital service agents, the challenge lies in the implementation and expansion of the payment. Normally standardized at the national level, the bonus aims to address the shortcomings of the hospital function sector and reduce the gap in gross salary between public and private sectors.
A monthly supplement added to the gross salary, this bonus of around 183 euros gross in 2024 represents a concrete turning point for many ASH, whether they are in normal class or higher. Institutional debates are now leaning towards an automatic extension of this bonus, everywhere and for everyone, without restrictive criteria based on the establishment.
The upcoming update of the increased indices and the adaptation of territorial attractiveness bonuses are expected to be necessary, especially given the recruitment pressure in the sector. Other demands, concerning compensatory bonuses and better recognition of night work, are progressing slowly but surely. Several establishments in the Île-de-France region are already reporting an adjustment of bonuses to account for the cost of living.
Here is a summary of the main bonuses currently paid to hospital service agents:
| Element | Amount (2024) | Frequency |
|---|---|---|
| Ségur Bonus | ~183 € gross | Monthly |
| Compensatory Bonus | Variable | Monthly |
| Night Bonus | Variable | According to service |
The budget texts, supported by the ministerial strategy, announce a revision of the increased indices by 2026. Each agent, from the youngest hired to the experienced staff, could finally see their salary evolution concretely recognized. The unions, for their part, are pressing for clarification of all bonuses, particularly in private structures where disparities persist.
January 1, 2026: what new aids and allocation modalities for professionals in the sector?
January 1, 2026, will mark a turning point for the aids granted to EHPAD professionals, guided by the LFSS 2026 and the reforms included in the PLF. Several current systems are promised a profound transformation. Access to social aid will be simplified: streamlined procedures, shortened deadlines thanks to HR platforms and enhanced support from Caf.
The social security as well as complementary systems like Agirc will follow this dynamic. Transitioning to CDI will automatically unlock certain supplements, including the personalized autonomy allowance (APA) for targeted agents. Those in socio-educational roles or performing night work will be able to rely on additional systems, proportional to the difficulty and actual time worked.
To better visualize the upcoming changes, here are the major expected developments for aids and their distribution:
- Revalued amounts for nursing assistants and ASH, based on more transparent allocation criteria
- Targeted extension of beneficiaries, now including new professions in the medico-social field (AES, AMP…)
- Enhanced weighting according to professional background, especially at the beginning of a career
The next aid and incentive scales will adjust to national recommendations and feedback from establishments. For agents, both in the public and private sectors, certain one-off bonuses could be unlocked with a change of establishment or taking on new missions. By 2026, hospital service agents could witness an anticipated turning point: a less constrained daily life, more equitable, and efforts that finally receive the recognition they deserve.