| non-inclus | 2023 | ||||||||
|---|---|---|---|---|---|---|---|---|---|
| VINCI Autoroutes | VINCI Airports | Other concessions | VINCI Energies | Cobra IS | VINCI Construction | VINCI Immobilier and holding cos. | Total | % | |
| Expired contracts(3) | 545 | 271 | 175 | 8,465 | 9,334 | 15,167 | 344 | 34,301 | 37.1% |
| Resignations(4) | 86 | 559 | 267 | 8,850 | 7,548 | 11,617 | 180 | 29,107 | 31.5% |
| Redundancies and dismissals(5) | 94 | 703 | 196 | 4,405 | 13,739 | 9,400 | 146 | 28,683 | 31.0% |
| Death | 14 | 12 | 1 | 113 | 21 | 191 | 1 | 353 | 0.4% |
| Total | 739 | 1,545 | 639 | 21,833 | 30,642 | 36,375 | 671 | 92,444 | 100.0% |
(1) Data checked by the Statutory Auditors, see details on page 302 of this 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.
Hours worked
In 2023, employees worked a total of 503 million hours, of which about 26 million overtime hours. This increase compared with 2022 (475 million hours worked, of which 25 million overtime hours) was due to the business growth of Group companies.
Absenteeism
| non-inclus | 2023 | 2022 | 2023/2022 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| (in number of calendar days) | VINCI Autoroutes | VINCI Airports | Other concessions | VINCI Energies | Cobra IS | VINCI Construction | VINCI Immobilier and holding cos. | Group | % | Group (excl. Cobra IS) | Change | Change (excl. Cobra IS) |
| Non-occupational illness | 96,060 | 127,831 | 14,016 | 1,200,758 | 366,639 | 1,198,417 | 18,107 | 3,021,828 | 59.6% | 2,843,208 | 6.3% | −6.6% |
| Workplace accident | 5,232 | 5,130 | 589 | 45,798 | 25,195 | 103,531 | 1,478 | 186,953 | 3.7% | 155,933 | +19.9% | +3.7% |
| Commuting accident | 1,237 | 2,084 | 110 | 14,986 | 5,467 | 17,044 | 494 | 41,422 | 0.8% | 34,068 | +21.6% | +5.5% |
| Recognised occupational illness | 1,032 | 140 | - | 18,838 | 791 | 47,456 | - | 68,257 | 1.3% | 77,094 | −11.5% | −12.5% |
| Maternity/paternity leave | 6,264 | 31,812 | 5,932 | 194,052 | 56,156 | 180,750 | 7,179 | 482,145 | 9.5% | 452,384 | +6.6% | −5.8% |
| Partial activity (furloughs) | - | 779 | - | 7,830 | 3,493 | 60,364 | - | 72,466 | 1.4% | 115,036 | −37.0% | −40.0% |
| Weather events | - | - | - | 21,311 | 1,177 | 202,684 | - | 225,172 | 4.4% | 156,948 | +43.5% | +42.7% |
| Other cause | 15,214 | 32,319 | 8,679 | 283,200 | 142,762 | 483,325 | 4,841 | 970,340 | 19.1% | 815,762 | +18.9% | +1.4% |
| Total | 125,039 | 200,095 | 29,326 | 1,786,773 | 601,680 | 2,293,571 | 32,099 | 5,068,583 | 100.0% | 4,650,433 | +9.0% | −3.9% |
(*) Data checked by the Statutory Auditors, see details on page 302 of this 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 strong local presence of Group companies. In 2023, VINCI Insertion Emploi (ViE), the Group’s social enterprise focused on helping the long term unemployed, continued to leverage 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 work with them to define suitable employment policies.
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 construction or operating site. 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 261 to 269).
