Changes in data over more than ten years are available on the Groupe website, in the CSR section under "CSR Smart data".
Demographic indicators
- The Groupe had 103,295 employees as of December 31, 2023. The net variation of employees is broken down as follows:
- joiners: 23,889 in 2023;
- leavers: 14,742 in 2023;
- turnover 2023: 20.7%.
Definition: 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. The Groupe’s attractiveness is strong due to its good financial performance and the Groupe’s strategy with a particularly innovative offering. In addition, even in times of growth, Publicis Groupe is a Company whose entities and agencies carry out regular adjustments in their organizations and always prioritize internal solutions. The HR/Talent teams promote training options (re‑skilling and up‑skilling) in order to enhance skills and facilitate job changes.
- 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.
- Freelancers are used when there is a temporary overload of work; under the new rules of the European CSRD, they are considered occasional employees, or "non‑salaried" in relation to the Company's own workforce. At December 31, 2023, the Groupe’s agencies were working with 5,070 freelancers. A freelancer is a person who may have to work several times during the year with the agency that will need its services for extremely variable periods, depending on the activities. Some activities use freelancers more often, such as production, because this is how projects work. It is important to note that the status of the freelancer is in the vast majority of cases a voluntary choice on the part of the person concerned. This status allows great freedom in the choice of agencies, clients and projects on which to work. Freelancers from all over the world are also offered the chance to join the Groupe's teams as employees, only to turn down the offer because salaried status does not meet their preference for freedom.
- 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. In October 2023, new rules on working from home were set from 2024, with three days a week in the office in order to promote interpersonal relations in situ and spontaneous team cooperation. There are exceptions with regard to the type of project employees are working on or for more personal reasons (disability, family organization, etc.). For less than 5% of the workforce, on‑site presence may be required, particularly in support functions such as service continuity for IT teams, or for general services teams in charge of building maintenance and security. 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 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.).
- The absenteeism rate within the Groupe is estimated at 1.62%. Definition: the absenteeism rate is equal to the total number of days lost for absences other than paid leave or maternity/ paternity leave, divided by the number of business days in the year.
