Corporate commitments in favor of human rights and workers are reflected in several unique social projects at the Groupe level, which testify to the careful consideration of the expectations and interests of all employees:
These two projects were each launched by the Groupe’s Chair and Chief Executive Officer in specific internal video announcements, supplemented by written messages. These initiatives were then relayed locally by the Talent & HR teams in order to specify local implementation conditions, guaranteeing the same access rights. The interest of employees is shown through questions and requests related to these initiatives, which also attest to the relevance of what is proposed to them. Experiential feedback is taken into account in order to improve the systems. [S1-2-27 (d) & (e)]
The box below shows the coverage rate in European countries. None of the European countries in which the Groupe operates represents at least 10% of the Groupe’s own workforce. For employees in countries outside the European Economic Area (EEA), the Groupe determines their working and employment conditions on the basis of local legislation specific to each country. The gap between 2024 and 2025 can be explained by changes in workforce thresholds.
| ESRS metric | 2024 | 2025 |
|---|---|---|
| Percentage of total employees covered by collective agreements in the European Economic Area | Percentage of total employees covered by collective agreements in the European Economic Area 2024 49 % |
Percentage of total employees covered by collective agreements in the European Economic Area 202546 % |
For several years, the Groupe’s major agencies and certain countries have set up Next Generation Boards (NGBs), enabling young talent to be involved in the operation of the entity and in the consultation and decision-making processes. In the vast majority of cases, these young employees are selected to sit on this advisory Board for one year. Their work schedule is specific to each country context, but all are involved in both internal (culture, organization, etc.) and business (innovation, development, etc.) issues. These Next Gen Boards also make it possible to escalate the concerns of the teams to the Groupe’s Executive Management and are an interesting avenue for internal dialogue within agencies and within countries.
Publicis Groupe’s whistleblowing system is centralized to the external platform https://publicis.whispli.com/lp/ethicsconcerns. The whistleblowing system is available anonymously to all employees, as well as non-employees and freelancers, in all countries and in all business lines. The whistleblowing system is mentioned in Groupe and local policies. It is regularly mentioned in local communications from CTOs and HR departments. The whistleblowing system is the subject of an annual communication from the Secretary General to all employees, who are reminded during the year by local HR teams that it is freely and publicly available on the Groupe’s website. All reports are treated confidentially in order to provide a response to the facts that have been reported. Whistleblowers are protected against any attempt at retaliation. All reports and their processing are notified to the Audit and Financial Risks Committee of the Board of Directors. [S1-17-103 (a)]
| ESRS indicators | 2024 | 2025 |
|---|---|---|
| Number of incidents of discrimination, including harassment, reported during the year 2025 [S1-17-103 (a)] | Number of incidents of discrimination, including harassment, reported during the year 2025 [S1-17-103 (a)]2024 126 |
Number of incidents of discrimination, including harassment, reported during the year 2025 [S1-17-103 (a)]202565 |
| Number of complaints filed through channels for the Company’s own workforce to raise concerns [S1-17-103 (b)] | Number of complaints filed through channels for the Company’s own workforce to raise concerns [S1-17-103 (b)]2024 208 |
Number of complaints filed through channels for the Company’s own workforce to raise concerns [S1-17-103 (b)]2025146 |
| Number of complaints lodged with the National Contact Points for the OECD Guidelines for Multinational Enterprises [S1-17-103 (b)] | Number of complaints lodged with the National Contact Points for the OECD Guidelines for Multinational Enterprises [S1-17-103 (b)]2024 – |
Number of complaints lodged with the National Contact Points for the OECD Guidelines for Multinational Enterprises [S1-17-103 (b)]2025– |
| Amount of fines, penalties and compensation for damages resulting from the above-mentioned incidents and claims [S1-17-103 (c)] | Amount of fines, penalties and compensation for damages resulting from the above-mentioned incidents and claims [S1-17-103 (c)]2024 – |
Amount of fines, penalties and compensation for damages resulting from the above-mentioned incidents and claims [S1-17-103 (c)]2025– |
| ESRS indicators | 2024 | 2025 |
|---|---|---|
| Number of serious human rights incidents affecting employees [S1-17-104 (a)] | Number of serious human rights incidents affecting employees [S1-17-104 (a)]2024 – |
Number of serious human rights incidents affecting employees [S1-17-104 (a)]2025– |
| Number of serious human rights incidents for non-compliance with UN and OECD principles affecting employees [S1-17-104 (a)] | Number of serious human rights incidents for non-compliance with UN and OECD principles affecting employees [S1-17-104 (a)]2024 – |
Number of serious human rights incidents for non-compliance with UN and OECD principles affecting employees [S1-17-104 (a)]2025– |
| Amount of fines, penalties and compensation resulting from serious human rights incidents [S1-17-104 (b)] | Amount of fines, penalties and compensation resulting from serious human rights incidents [S1-17-104 (b)]2024 – |
Amount of fines, penalties and compensation resulting from serious human rights incidents [S1-17-104 (b)]2025– |
| Serious human rights violations [S1-17-AR 106] | Serious human rights violations [S1-17-AR 106]2024 – |
Serious human rights violations [S1-17-AR 106]2025– |
