6. Risks related to employees(1)
Description of the risk (1)
The health, safety and well-being of our employees are at the heart of the Groupe’s priorities. The Groupe’s talent may be exposed to climate, geopolitical, psychosocial and other risks that could affect them physically or morally. Changes in the economic and geopolitical environments may also affect the availability of talent, create tensions in certain regions or disrupt working conditions.
The Groupe’s performance depends on its ability to attract, develop and retain the talent essential to its activities. The advertising and communication industry is known for its high turnover among both management and talent. Technology companies and the digital sector attract certain profiles that the Groupe seeks to recruit or retain. Talent retention and attraction remain difficult for certain areas of expertise due to their scarcity on the market and the intense competition. Furthermore, recruitment remains dynamic. The loss of this talent could damage the Groupe as Publicis’ success depends to a large extent on the talent and expertise of teams as well as on the quality of its relationships with clients.
Finally, the rapid changes in our business require our talent to continuously develop their skills. The absence of an adequate training plans could impact the implementation of certain projects and lead to a lack of resources in specific areas of expertise. Insufficient adoption of new tools, particularly artificial intelligence, or a lack of support could reduce teams efficiency.
By promoting the individual expression of its talents according to the motto Viva la Différence, the Groupe strives to respect each individual. However, there is a risk that some employees may not align with this culture, which could adversely affect the organization’s harmony and effectiveness.
If the Groupe were no longer able to attract, retain and motivate valuable managers or employees, its prospects, business, financial position and results could be adversely affected.
Risk management
The Groupe has put in place a system organized to secure the attraction, development and retention of talent. This system is based on a well-structured Talent & HR organization, harmonized processes and an active skills development policy.
The Groupe is working on measures to improve the integration of new talent, as well as their motivation and retention over time. The action plans implemented have contributed to maintaining stable employee turnover at 20.2% in 2025.
The Marcel platform fulfills several functions, including “Marcel Classes,” which offers a wide range of training courses, regularly updated and supplemented to take technological changes into account. In addition, relations with academic institutions (high schools, schools and universities) and training organizations enable cooperation on current and upcoming changes to the training courses of future professionals.
The Groupe’s culture is based on the motto Viva la Différence, founded on respect for each and every individual, both internally (equal opportunity for our employees) and externally (the diverse cultural contexts in which the teams work with our clients).
Groupe initiatives such as Work Your World, which promotes geographical flexibility, and Working With Cancer, which aims to break the taboo surrounding cancer in the workplace, as well as prevention and support programs for physical and mental health, demonstrate a commitment to creating an attractive working environment and promoting sustainable well-being.
The Groupe has rolled out the LionAlert tool to contact employees in the event of an extreme emergency and ensure that they are safe. LionAlert is activated locally according to events (earthquake, cyclone, flood, major fire, but also acts of terrorism, political tensions, wars, etc.). The CTOs (Chief Talent Officers), in collaboration with local management, and, depending on the situation, with Groupe management, ensure that action and communication plans are deployed in accordance with the situation.