| Health & Safety indicators specific to Publicis Group | 2022 | 2023 | 2024 |
|---|---|---|---|
| Absenteeism rate (% of employees) | Absenteeism rate (% of employees) 2022 1.8 |
Absenteeism rate (% of employees) 2023 1.6 |
Absenteeism rate (% of employees) 2024 1.8 |
| Employees benefiting from health coverage (%) | Employees benefiting from health coverage (%) 2022 99 |
Employees benefiting from health coverage (%) 2023 99 |
Employees benefiting from health coverage (%) 2024 100 |
| Employees with access to local health prevention plans (%) | Employees with access to local health prevention plans (%) 2022 100 |
Employees with access to local health prevention plans (%) 2023 100 |
Employees with access to local health prevention plans (%) 2024 100 |
| Workplace accidents (%)(1) | Workplace accidents (%) (1)2022 0.15 |
Workplace accidents (%) (1)2023 0.16 |
Workplace accidents (%) (1)2024 0.16 |
| Workplace accident frequency rate (%)(2) | Workplace accident frequency rate (%) (2)2022 0.86 |
Workplace accident frequency rate (%) (2)2023 0.92 |
Workplace accident frequency rate (%) (2)2024 0.91 |
| Workplace accident severity rate (%)(3) | Workplace accident severity rate (%) (3)2022 0.02 |
Workplace accident severity rate (%) (3)2023 0.02 |
Workplace accident severity rate (%) (3)2024 0.02 |
100% of employees (permanent and temporary contracts) have access to various local health support services in the field of healthcare, whether internal or external services or with a third-party expert.
The pandemic led the Human Resources (HR) and Talent Departments to significantly strengthen the service catalog offered to employees with local partners, which continued to improve their offers to adapt to the new needs expressed. Mental health and individualized support have become a central issue. The second year of the Groupe-wide global partnership with Thrive provides everyone with support sessions on mental health and the prevention of the risks of overwork, and programs better adapted to specific issues. In 2024, 13,313 sessions were used on the platform, with users mainly from the United States and India. The Thrive Resets, which are short 60-second formats, Meditative Stories or MicroSteps are very popular because they make it possible to change habits over time and break with certain routines. Online sessions were supplemented by face-to-face sessions in several branches [S1-4-37, S1-4-38 (c) and (d)]
The usual internal awareness-raising or prevention campaigns, linked to seasonal infections (flu, Covid-19, etc.), pathologies or health risks, are continually adjusted locally to be effective and useful regardless of the workplace. All these systems now incorporate the specificities of recent years (difficulties related to isolation, uncomfortable working from home accommodations, personal or family constraints related to the pandemic, psychological distress, etc.). [S1-4-37, S1-4-39]
Healthcare prevention areas: the teams mainly work sitting in front of one or more screens and employees are sedentary, with intense visual activity. The key areas for occupational illness prevention are stress management (and/or psychosocial risks: PSR) and the prevention of musculoskeletal disorders (MSD). Visual fatigue and the prevention of risks linked to a sedentary lifestyle (cardiovascular diseases) are integrated into the health prevention plans, which include several components: office arrangements for working in a standing position, nutrition, physical/ocular exercises, disconnection and advice on how to set up a pleasant corner in a constrained space for remote working. For the more sporty, many agencies facilitate access to nearby gyms by offering discounts on subscriptions or have distributed online courses. Some entities are equipped with their own sports halls, with an onsite trainer or coach, like Publicis Sapient in India, or like the Bastille Campus in Paris. Free virtual sessions for all allow those who wish to exercise. Finally, for the most energetic, agencies encourage teams to take part in sports events (running, cycling, marathons or half-marathons, team sports). The examples of action plans by country provide a concrete illustration of the initiatives and activities in place to prevent potentially adverse impacts, and have a positive impact on all employees. [S1-4-38, S1-4-39]
Flexibility is at the heart of work organization. The Groupe wants the Company to remain the main place to work, because it is through spontaneous exchanges that a unique dynamic is created, where employees enjoy getting together and collaborating. A communications agency is above all a community of different individuals with unique experiences and expertise, where each employee contributes to shared objectives. In addition to the general principle, each entity determines the specific conditions for implementing flexibility (based on the workload, the role in the team, the duration, the mission to be accomplished for the client, performance, etc.). The aim is for employees to be able to benefit from flexibility at different stages of their professional and personal life. Agencies have been implementing sabbatical leave for many years (eligibility conditions defined locally), thus enabling employees to take a break (from three to 12 months) while remaining with the Groupe. [S1-3-AR 33 (b)]
