Universal Registration Document 2022

1. The Groupe had 98,022 employees in 2022.

• The net variation of employees is broken down as follows:
  • arrivals: 32,736 in 2022;
  • leavers: 25,841 in 2022;
  • 2022 turnover: 27.9%.

The staff turnover rate is equal to the cumulative number of voluntary departures of employees with permanent contracts during the year, divided by the average annual number of employees with permanent contracts.

The job market in the communication, digital and tech business lines is tight in several countries, and in the agency business, it is structurally and historically very volatile. In addition, even in times of growth, Publicis Groupe is a Company whose entities and agencies carry out regular adjustments and which always prioritizes internal solutions.

2. The Groupe’s employment contracts are drawn up in compliance with the local legal and regulatory framework, for both permanent contracts and temporary contracts. Depending on local contexts and temporary needs for certain projects, freelance service contracts are offered for self-employed workers. The use of freelance occurs in temporary situations of work overload.

The Great Resignation: the pandemic years have caused a phenomenon unprecedented in the American history of labor called “The Great Resignation”, which impacted all business sectors and all hierarchical levels. Other countries have seen a similar phenomenon. This is a huge phenomenon of employee resignations that has affected Publicis Groupe like other large companies. In 2022, in view of the growth of the Groupe’s activities, significant efforts to recruit and retain talent were carried out in parallel, with a net flow of more than 10% of the workforce.

Work is organized around project management requirements and is tailored to meet client needs and the expectations of the employees themselves. Working hours are governed locally by laws and regulations. These two years of intense working from home have not only made it possible to rethink the work of the future, but also to reinforce the rules to be respected by all in order to facilitate the disconnection of employees.

The completion of projects for clients often requires flexibility on the part of employees; in return for this flexibility, the local management of the agencies implements measures to compensate for their efforts and to enable them to have more time during the summer periods (e.g., in summer, Friday afternoons are not worked in several American agencies) or during major holidays, such as in China (Chinese New Year, etc.), India (Diwali, etc.) or the United States (Thanksgiving, etc.). At the height of the epidemic and lockdowns, 95% of the Groupe’s workforce had switched to remote working; for less than 5% of the workforce, on-site presence may be required, particularly in support functions, such as the continuity of service of IT teams, or for general service teams in charge of building maintenance and security.