Universal Registration Document 2022

Groupe Profile

Items of compensation subject to approval Amounts paid in respect of the past financial year until September 14, 2022 (in €) Amounts awarded in respect of the past financial year until September 14, 2022 or accounting valuation (in €) Presentation
Compensation by the Company(ies) within the scope of consolidation as per article L. 233-16 of the French Commercial Code Compensation by the Company(ies) within the scope of consolidation as per article L. 233-16 of the French Commercial Code

Amounts paid in respect of the past financial year until

September 14, 2022 (in €)

-

 Compensation by the Company(ies) within the scope of consolidation as per article L. 233-16 of the French Commercial Code

Amounts awarded in respect of the past financial year until

September 14, 2022

or accounting valuation (in €)

-

 Compensation by the Company(ies) within the scope of consolidation as per article L. 233-16 of the French Commercial Code

Presentation

Steve King continues to benefit from an employment contract with one of the Groupe’s subsidiaries, which resumed full effect from the end of his term of office on September 14, 2022. Compensation for offices in Groupe companies is precluded by Janus, the Publicis Groupe code of conduct. Steve King does not receive any compensation other than that described in this document.

(1) Compensation determined and paid in pounds sterling. The translation into euros was carried out at the average rate of GBP 1 = 1.1729 euros.

(2) Amount determined for the period from January 1, 2022 to September 14, 2022. For information, under its employment contract with a Groupe subsidiaryin the United Kingdom, the fixed compensation paid to Steve King for the period from September 15, 2022 to December 31, 2022 amounted to 311,885 euros and his variable compensation for the same period was GBP 344,618 gross, i.e., 404,203 euros.

(3) See details in Table 6

(4) Benefits in kind relating to the use of a Company vehicle are not valued if they are for an immaterial amount.

Annual variable compensation to be paid in 2023 for financial year 2022

The variable compensation of Steve King, which, if targets are met, may represent up to 160% of his fixed compensation without exceeding 106% of his target variable compensation, is based on:

  • two criteria linked to the Groupe’s financial performance,each counting equally, for 30% of the variable compensation:
    • Organic growth of the Groupe’s revenue based on the Objective validated by the Supervisory Board in March 2022 for 15%,
    • Operating margin (the highest in the market compared to that of a peer Groupe composed of the other three main global communications Groupes, namely Omnicom, WPP and IPG) for 15%.

The variable compensation in respect of these criteria may only be paid if the Objective is achieved. If the Objective is exceeded, and in order to encourage over performance, the annual variable compensation under these criteria may be increased, with a cap of 20% on each of these two criteria.

  • six individual financial and non-financial criteria related toits role within Europe (of which five stemming from quantitative objectives and one being a precisely-defined qualitative objective) for 60% of the variable portion:
    • Organic growth – Europe based on the Objective approved by the Supervisory Board in March 2022 for 15%,
    • Operating margin – Europe based on the Objective approved by the Supervisory Board in March 2022 for 15%,
    • Cost control of Global Services based on the Objective approved by the Supervisory Board in March 2022 for 10%,
    • Quality of Global Services for 5% – Management of the development plan for Global Services’ tools, modules and platforms allowing a direct impact on revenue growth,
    • Cash generation (Change in working capital) based on the Objective approved by the Supervisory Board in March 2022 for 5%;
    • Two CSR criteria at European level for 10%. The assessment of the progress of the CSR policy is made regarding the following priorities:
      • Diversity, Equity and Inclusion: the trajectory aims for45% women in key management positions in 2025 with an indicative checkpoint of 42% at the end of 2022,
      • Combating climate change: the trajectory aims for100% of energy from direct renewable sources by 2030 with an indicative checkpoint of around +14% at the end of 2022 compared to 2021.
  • two CSR criteria at the global level for 10%. The assessment of the progress of the CSR policy is made regarding the following priorities:
    • Diversity, Equity and Inclusion: the trajectory aims for45% women in key management positions in 2025 with an indicative checkpoint of 42% at the end of 2022,
    • Combating climate change: the trajectory aims for 100%of energy from direct renewable sources by 2030 with an indicative checkpoint of around +14% at the end of 2022 compared to 2021.