The compensation of the Groupe’s employees must comply with the following key principles:
It is guided by three principles:
It should be noted that these principles apply to all Groupe employees and senior executives and are adapted based on the geographical location of the individuals, taking into consideration the differences in terms of regulations, market practices and competitive environment.
Compensation is an essential part of the employment relationship and must guarantee fair and equitable treatment.
The living wage definition was presented to the Compensation Committee in 2023.
The living wage, assessed on the base salary and supplemented by recurring indirect benefits and long-term recurring benefits such as health and welfare plans and supplementary pension plans, enables employees to purchase the goods and services necessary for them and their families to maintain a healthy and comfortable standard of living. It must cover their needs in terms of food, health, clothing, housing, education and transportation.
In 2024, Publicis carried out analyses on a first group of four countries representing more than 60% of own workers, namely France, the United States, the United Kingdom and India. The analysis concerned all employees on permanent, full-time or part-time contracts with more than one year of service. To be considered in line with the living wage, the salary must be at least equivalent to the minimum living wage defined by Wage Indicator for the city in which our employees work, or the legal minimum wage if the latter is higher than the minimum living wage defined by Wage Indicator.
Based on the initial analyses, 99.8% of our employees have a salary well above the threshold used. Employees not earning a salary above the threshold (i.e. 0.2% of our employees) have a specific compensation structure (fixed portion and premiums). Their total compensation is higher than the threshold salary used. These analyses will be continued to cover all own workers.
The Groupe remains vigilant on pay equity, and in the event of disparities, it is up to the local management of the agencies to remedy them. In order to achieve and maintain pay equity from the initial recruitment of talent and throughout their development within the Groupe, Publicis has invested in an external tool, Syndio. This tool better identifies, resolves and prevents disparities in terms of compensation and opportunities in our various agencies.
The Syndio tool has been rolled out by the Groupe’s HR Operations Department in several countries, with the aim of covering the entire Groupe.
In 2024, the analysis covered approximately 60% of our employees. Within this scope, only 2% of our own workers have a potential need for an increase of more than 2%. Corrective measures are implemented by the agencies concerned.
These analyses will be continued to cover the entire Groupe’s population.
Pursuant to article L. 22-10-9, I (6) and (7) of the French Commercial Code, the table below indicates the ratios of the level of compensation of the Executive corporate officers to, on one hand, the average compensation on a full-time equivalent basis of employees who are not executive corporate officers and, on the other hand, the median compensation on a full-time equivalent basis of employees who are not the corporate officers; as well as the annual change in the compensation of the Executive corporate officers, the Company’s performance, the average compensation on a full-time equivalent basis of employees who are not senior executives and the aforementioned ratios, over the past five financial years.
