Universal Registration Document 2024

For the scope covered at the end of 2024,i.e_. 60% of employees, 2% of the Company’s own workforce has a potential need for an increase of over 2%. [S1-16-97 (a) to (c)]

Local teams can also use the Syndio tool to meet their regulatory obligations, which are based on specific analysis criteria.

Almost all Groupe employees are professionals who have received long and qualifying initial training, and the compensation of men and women is well above so-called minimum-living wages in all countries.

c) Total compensation ratio

The total compensation ratio, i.e. the ratio between the annual total compensation for the highest-paid person in the Groupe and the median level of the annual total compensation of the Groupe’s employees, covering all countries, is presented in Section 3.2.5.3 of this document. [S1-16-95 & 97 (b)]

To determine the median annual compensation of the Groupe’s employees, all gross items of compensation (compensation in cash and in kind) paid to permanent employees present on a continuous basis during the reference year are taken into account, plus the fair value of share grants made during the reference year. In order to take into account the different levels of purchasing power in the countries where the Groupe operates, a cost of living index could be applied to employee compensation.

This total compensation ratio complements the equity ratios also presented in Section 3.2, as determined in accordance with Articles 6 and 7 of I of Article L. 22-10-9 of the French Commercial Code. [S1-16-95 & 97 (b)]

4.3.8.2 Sharing value

The components of compensation of the Groupe’s employees and senior executives are indicated in Section 3.2.5.4.

Employee profit-sharing: in France, the Groupe maintained the employee profit-sharing agreement (in force for three years until December 31, 2024), a policy of involving employees in economic performance in line with the Groupe’s annual organic growth in France and worldwide. This is part of the Groupe’s long-standing commitments for its French employees in terms of employee savings, with many advantages for them in terms of availability of the sums deposited and in terms of tax.

Employee savings plan: in France, in addition to the Company Savings Plans (PEE) covering all of its companies in France, the Groupe rolled out a Groupe Collective Retirement Savings Plan (PERECO) in 2021, thanks to a quality social dialogue with all trade union coordinators. The system is optional and applies to all employees in France. It allows the vesting throughout the employee professional career, of either lifetime annuity rights or the payment of a lump sum no earlier than the legal retirement age, except in the event of early release. This system is funded by one-off or scheduled voluntary payments as well as payments in connection with incentive and/or profit-sharing plans. The PERECO system set up at Groupe level in France benefits from an annual contribution of up to 200% of the voluntary payment made by the employee (contribution capped at euro 400).