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”.
| 2022 | |||||||||
|---|---|---|---|---|---|---|---|---|---|
| VINCI Autoroutes | VINCI Airports | Other concessions | VINCI Energies | Cobra IS | VINCI Construction | VINCI Immobilier and holding cos. | Total | % | |
| Expired contracts (3) | 627 | 180 | 103 | 6,944 | 9,184 | 13,757 | 363 | 31,158 | 38.3% |
| Resignations (4) | 100 | 743 | 259 | 8,872 | 6,238 | 12,589 | 168 | 28,969 | 35.6% |
| Redundancies and dismissals (5) | 132 | 262 | 72 | 4,034 | 9,399 | 6,815 | 153 | 20,867 | 25.6% |
| Death | 7 | 18 | 1 | 146 | 22 | 192 | – | 386 | 0.5% |
| Total | 866 | 1,203 | 435 | 19,996 | 24,843 | 33,353 | 684 | 81,380 | 100.0% |
(1) Data checked by the Statutory Auditors (excluding Cobra IS), see page 292 of the 2022 Universal Registration Document.
(2) Excluding changes in consolidation scope, mobility and prior year headcount adjustment.
(3) Expiry of fixed-term, site or work-based training contract, or retirement.
(4) Includes termination during trial period by decision of the employee and other resignations.
(5) Includes termination during trial period by decision of the employer, redundancies, early termination of special employment contracts and mutually agreed contract termination for France.
In 2022, employees worked a total of 387 million hours excluding Cobra IS, of which about 22 million overtime hours. Including Cobra IS, employees worked a total of 475 million hours, of which 25 million overtime hours. This increase in hours worked compared with 2021 (383 million hours worked, of which 21 million overtime hours) was due to the business growth of Group companies.
| 2022 | 2021 | 2022/2021 | ||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| (in number of calendar days) | VINCI Autoroutes | VINCI Airports | Other concessions | VINCI Energies | VINCI Construction | VINCI Immobilier and holding cos. | Group (excl. Cobra IS) | % | Total | Change |
| Non-occupational illness | 117,699 | 104,439 | 18,878 | 1,246,388 | 1,338,888 | 16,916 | 2,843,208 | 61.1% | 2,564,437 | +10.9% |
| Workplace accident | 3,401 | 6,505 | 537 | 44,551 | 100,383 | 556 | 155,933 | 3.4% | 160,171 | −2.6% |
| Commuting accident | 758 | 1,465 | 3 | 10,358 | 20,789 | 695 | 34,068 | 0.7% | 34,213 | −0.4% |
| Recognised occupational illness | 887 | 518 | – | 22,376 | 53,313 | – | 77,094 | 1.7% | 81,641 | −5.6% |
| Maternity/paternity leave | 5,406 | 49,988 | 7,842 | 178,105 | 201,369 | 9,674 | 452,384 | 9.7% | 408,543 | +10.7% |
| Partial activity (furloughs) | 53 | 42,903 | – | 12,868 | 59,212 | – | 115,036 | 2.5% | 550,494 | −79.1% |
| Weather events | – | 774 | – | 12,422 | 143,752 | – | 156,948 | 3.4% | 235,806 | −33.4% |
| Other cause | 11,060 | 61,313 | 6,728 | 266,072 | 464,408 | 6,181 | 815,762 | 17.5% | 939,585 | −13.2% |
| Group (excl. Cobra IS) | 139,264 | 267,905 | 33,988 | 1,793,140 | 2,382,114 | 34,022 | 4,650,433 | 100.0% | 4,974,890 | −6.5% |
(*) Data checked by the Statutory Auditors (excluding Cobra IS), see page 292 of the 2022 Universal Registration Document.
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 2022, VINCI Insertion Emploi (ViE), the Group’s social enterprise focused on helping the long-term unemployed, leveraged its expertise 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.
Due to the nature of its business activities, guaranteeing optimal safety for employees and external staff working on projects across the Group is a key issue for VINCI. Achieving zero accidents remains VINCI’s priority in this area. Reiterated in the VINCI Manifesto, the goal applies to all individuals – employees, temporary staff or subcontractors – working on a VINCI worksite or site under operation. The prevention programmes implemented within the Group are presented below and explained in the duty of vigilance plan (see paragraph 4.2, “Duty of vigilance with regard to health and safety”, pages 255 to 262).
