Universal Registration Document 2023

3. Governance and Compensation - AFR

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

(in €)-		 Compensation by the Company 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 or accounting valuation

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

Presentation

Mrs. Anne‑Gabrielle Heilbronner continues to benefit from an employment contract with one of the Groupe’s subsidiaries.

Mrs. Anne‑Gabrielle Heilbronner holds other positions in Groupe subsidiaries. Compensation for offices in Groupe companies is excluded by Janus, the Publicis Groupe code of conduct.

Mrs. Anne‑Gabrielle Heilbronner does not receive compensation other than that detailed in this document.
Annual variable compensation to be paid in 2024 for the 2023 financial year

The variable compensation of Mrs. Anne‑Gabrielle Heilbronner, with a target amount of up to 100% of her fixed compensation and a maximum amount not exceeding 106% of her fixed 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 2023 for 15%,
    • Groupe operating margin based on the Objective approved by the Supervisory Board in March 2023 for 15%.The variable compensation in respect of these two criteria may only be paid if the Objective is achieved. If the Objective is exceeded, and in order to encourage out performance, the annual variable compensation under these criteria may be increased, with a cap of 20% on each of these two criteria;
  • four quantifiable individual financial and non‑financial criteria, in line with main areas of responsibility, accounting for 70% of variable compensation:
    • audit (20%) – execution of the plan approved by the Audit Committee in November 2022: 55 audit missions planned (entity‑level audits; IT; works; in compliance with IFACI rules),
    • personnel costs (20%) – based on the Objective of “fixed personnel costs and freelance costs/revenue” in the annual budget approved by the Supervisory Board in March 2023,
    • legal (10%):
      • number of people trained in Compliance,
      • positive financial impact of the Legal Department on litigation (difference between amounts paid plus legal fees and amounts claimed),
    • two CSR criteria for 20%. The assessment of the progress of the CSR policy is made regarding the following priorities:
      • Diversity, equity and inclusion: the trajectory aims for 45% women among key executives in 2025 with an indicative checkpoint of 43% at the end of 2023,
      • Combating climate change: the trajectory aims for 100% of energy from direct renewable sources by 2030 with an indicative checkpoint of around 50% at the end of 2023.