Compared with its main historical international competitors, notably WPP and Omnicom (now including IPG), it appears that the Chairman and Chief Executive Officer of Publicis Groupe receives the lowest compensation, despite the Groupe’s sustained financial and strategic outperformance.
The maximum compensation levels observed amongst these peers are significantly higher, with annual compensation reaching several tens of millions of dollars (for U.S.-based executives, more than double that of the Chairman and Chief Executive Officer of Publicis Groupe), even though their performance is lower. These levels may also be substantially increased through exceptional arrangements, such as awards of nearly $50 million in the event of a change of control, or cumulative compensation over several years amounting to approximately $70 million upon renewal of a mandate.
PROPOSED CEO COMPENSATION FOR 2026 VS. ORGANIC GROWTH 2022-2025 (base 100 in 2022)
This combined chart overlays two data series for three competing groups:
Proposed CEO Compensation for 2026 (in €m):
Omnicom Group (1): €17.1m
WPP: €12.9m
Publicis Groupe: €10.5m
Organic Growth 2022-2025 (base 100 in 2022):
Publicis: strongly upward trajectory over the period
Average of the main competitors: near-stable trajectory, slightly declining
The Groupe’s organic growth has consistently been well above the industry average, with 19% net revenue growth between 2022 and 2025, combined with an operating margin exceeding 18%, the highest in the industry, free cash flow exceeding €2 billion, and a seventh consecutive year of outperformance expected in 2026. This performance is supported by record New Business wins, making Publicis the global leader in advertising budget gains for the past five years.
In the Committee’s view, the proposed increase is moderate in light of the persistent gaps with international peer executives, whilst Publicis continues to sustainably outperform the sector, and whilst maintaining compensation that is predominantly variable and aligned with long-term value creation.
| Annual fixed compensation | €1,404,000 | |
|---|---|---|
|
Annual variable compensation |
Annual variable compensation €1,404,000Target: 200% of the annual fixed compensation |
Annual variable compensation
Max: 300% of the annual fixed compensation |
|
Long-term variable compensation |
Long-term variable compensation €1,404,000Target: 300% of the annual fixed compensation |
Long-term variable compensation
Max: 350% of the annual fixed compensation |
To which is added the compensation as Director.
II. 2025 REPORT ON CORPORATE OFFICERS’ COMPENSATION
In accordance with the provisions of Article L.20-10-34 I of the French Commercial Code, by the seventh resolution, you are asked to approve the information mentioned in Article L. 22-10-9 I of the French Commercial Code which relates to the item of compensation paid or allocated to Corporate Officers, with respect to fiscal year 2025.
This information is included in the 2025 Universal Registration Document, chapter 3 (sections 3.2.2.2, 3.2.3.2 and 3.2.5.3), to which reference is made.
III. 2025 CORPORATE OFFICERS’ COMPENSATION (“EX POST” VOTE)
In accordance with the provisions of Article L.22-10-34 II of the French Commercial Code, you are asked to express your agreement on the compensation paid during or allocated in respect of the 2025 fiscal year (“ex post” vote) to Mr. Arthur Sadoun, Chairman and Chief Executive Officer (eighth resolution).
These compensation items were paid or allocated to the Chairman and Chief Executive Officer, in accordance with the compensation policy approved, for each of them, by the General Shareholders’ Meeting of May 27, 2025.
The performance criteria are all quantifiable, measurable, set in advance and validated by the Board on the basis of a clear and predetermined scale and calculations in conformity with the resolutions adopted.
The Compensation Committee assessed the performance in greatest detail, for each objective and each criterion.
The Board of Directors would like to underline the excellent quality of work realized by M. Arthur Sadoun and the results achieved in 2025 which led to an exceptional overperformance of Publicis compared to its competitors and to over-performance objectives largely achieved. This is why the Board of Directors, on the recommendation of the Compensation Committee, proposes to pay the maximum amount of the annual variable compensation, i.e., 150 % of the target annual variable compensation.
The compensation elements relating to the year 2025 for Mr. Arthur Sadoun are presented in the 2025 Universal Registration Document, chapter 3 (section 3.2.3.2), to which reference is made.