2021 UNIVERSAL REGISTRATION DOCUMENT

Days of absenteeism by cause, with change ^(*)

(*) Data checked by the Statutory Auditors, see page 268 of the 2021 Universal Registration Document.

Protecting jobs

In a challenging economic environment, with operations that by nature cannot be delocalised, VINCI’s senior managers and heads of human resources take steps to optimise social and economic solidarity, primarily by way of mobility and redeployment programmes made possible through the Group’s strong local presence. In 2021, VINCI Insertion Emploi (ViE), the Group’s social enterprise focused on helping the long-term unemployed, leveraged its expertise in 2020 to support employees in getting their careers back on track. When it acquires a company, the Group works to maintain existing teams and therefore the valuable skills and expertise they offer, to develop business, share tools and enhance the Group’s networking capacity. For economic reasons, some Group companies may be compelled to redeploy employees internally and implement redundancy plans. For staff on major projects, Group companies manage large-scale redundancy and redeployment arrangements. VINCI’s Human Resources Department and local HR managers conduct monthly reviews of sites that are experiencing business or employment difficulties in and outside France, and define suitable employment policies with them.

1.1.4 Recruitment and departures

Employee turnover of approximately 27% in 2021 (23% in 2020) is explained by the expiry of temporary worksite contracts as well as resignations. This reflects a Group recruitment policy adapted to new worksites.

Recruitment

VINCI hired 58,413 people worldwide in 2021, including 32,344 under permanent employment contracts (10,192 in France). The proportion of permanent employment contracts among new hires thus rose from 53.6% in 2020 to 55.4% in 2021. In 2021, VINCI continued its recruitment efforts targeting young people, resulting in 6,590 new hires during the year, accounting for 20% of all those joining the Group in permanent jobs.
VINCI promotes local employment and career progression within the Group. Intragroup staff transfers totalled 1,973 in 2021 (2,265 in 2020), of which 95% within a business line and 5% to another business line.

Reasons for departure

The operating activities of the Energy and Construction businesses are carried out at temporary worksites or on a project basis over a relatively short period. They typically employ a large number of people whose contracts expire once the project is completed or who seek employment with local companies to avoid having to move. In the Concessions business, resignations and seasonal variations in activity also explain the number of departures, which are included under the line item “Expired contracts”.

Departures by reason and by business line, with change ⁽¹⁾⁽²⁾

(1) Data checked by the Statutory Auditors, see page 268 of the 2021 Universal Registration Document.

(2) Excluding changes in consolidation scope and prior year headcount adjustment.

(3) Expiry of fixed-term, site or work-study contract, or retirement.

(4) Includes termination during trial period, furloughs, mutually agreed contract termination for France, and others.