The Groupe remains vigilant on gender equality issues. In accordance with the CSRD requirements, this year the Groupe publishes the gender pay gap. This indicator, which stood at 7% for the 2025 financial year, represents an overall comparison of compensation and does not include structural factors such as level, function or seniority; therefore, it should not be interpreted as a direct measure of pay equity.
The scope of this calculation takes into account all permanent employees who have been with the Groupe for one year. To simplify the calculations, employees who have completed an international internal mobility, employees on parental leave (if paid by the State) and employees on unpaid leave for more than 15 days are outside this scope.
The operational analysis of pay equity is led by the Secretary General, coordinated by the HR Operations Department, with support from the Compensation & Benefits teams and the country’s HR departments/CTOs. If any discrepancies are identified, the local management of the agencies is responsible for remedying them.
The Groupe relies on the Syndio tool (PayEQ platform), a recognized pay equity analysis solution. This tool allows comparisons by scope, position and level to identify actual gaps to support actions to correct and prevent any disparities. These comparisons are made possible thanks to the job grading system, present in each country and integrated into the Career Settings HRIS tool, which allows a uniform reading of positions and functions.
The platform also provides support to local teams in meeting country-specific regulatory requirements.
Rolled out gradually over three years, it covers 100% of the workforce in 2025. Within this scope, less than 2% of employees require a potential increase of more than 2%. Local action plans are under way to remedy these discrepancies. [S1-16-97 (a) to (c)]
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.
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)]
| ESRS indicators | 2025 |
|---|---|
| Gender pay gap | Gender pay gap 20257.0 % |
Total compensation ratio (relative to median) |
Total compensation ratio (relative to median)2025 182 |
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, 2027), 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. Since 2025, the Agreement has also included a CSR component to promote the involvement of all in responsible creation, by encouraging employees to follow the first two components of the "We are Positivers" training and gender equality, by including a bonus based on the Groupe’s Index rating.
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 Group 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).
Long-term incentive plans: in addition to the Groupe LTIP plan, Publicis has set up dedicated plans for the exclusive benefit of Publicis Sapient and Publicis Epsilon managers and employees. A total of 965 Groupe employees took part in one of these long-term incentive plans in 2025, of which 34.4% were women.
| Long Term Plans - LTIP Publicis Groupe | LTIP 2023 | LTIP 2024 | LTIP 2025 |
|---|---|---|---|
| Number of management beneficiaries* | Number of management beneficiaries *LTIP 2023348 |
Number of management beneficiaries *LTIP 2024 348 |
Number of management beneficiaries *LTIP 2025380 |
| Of which % Women | Of which % Women LTIP 202345.2 % |
Of which % Women LTIP 2024 45.1 % |
Of which % Women LTIP 202545.0 % |
