Policies
VINCI views its teams as its main asset. Its ambition is for every employee to thrive in their work while contributing to the company’s collective success. The aim is to enable everyone to grow and engage, regardless of their level of responsibility, while promoting decent working and employment conditions that fully respect each individual. In line with the Group’s decentralised model, issues relating to the quality of life in the workplace and the organisation of work are managed as closely as possible to employees and their needs within each company, through open and constructive dialogue with employees and their representatives.
Social dialogue
The social dialogue policies, actions and metrics are presented in paragraph 3.1.2, “Processes for interacting with Group employees and their representatives”, page 239.
Remuneration
Set out in the VINCI Manifesto, the Group’s commitment to sharing the benefits of its performance with employees is a key factor for attracting talent and building loyalty among its teams.
VINCI’s remuneration policy gives considerable autonomy to Group companies while establishing common principles for sharing the benefits of their performance and rewarding individual contribution. Focused on developing employee share ownership and long-term incentive plans, VINCI’s approach is to offer, on top of individual fixed and variable remuneration, collective short-, medium- or long-term arrangements (including profit-sharing and incentive plans as well as pension and insurance plans, adapted to the conditions and legislation in each country where the Group operates). With the VINCI Manifesto commitment “Share the benefits of our performance”, the Group aims to give its employees worldwide the opportunity to share in its value creation through appropriate profit-sharing mechanisms. VINCI commits to ensuring that every employee is given an opportunity, wherever possible, to share in its success.
All employees, regardless of position, are rewarded in terms of salary and bonuses in accordance with their responsibilities and performance. The Group’s human resources directors meet on a regular basis to share best practices and draw up guidelines relating to remuneration, which can vary depending on the labour laws of each country and are different for the manager and non-manager categories. In all cases, Group companies comply with the minimum levels applicable under the legislation and/or agreements in force, and strive to exceed them in line with market practices. Gender and occupational pay gaps are analysed each year at Group level and in the business lines to ensure competitive packages and equal pay for the same job and equivalent performance (see under “Metrics and targets” in paragraphs 3.1.3.1, “Working conditions: promoting open social dialogue and sharing the benefits of performance”, page 244, and 3.1.3.3 , “Equal opportunities, the foundation for VINCI’s culture”, page 251).
Social protection
The Group also ensures a strong focus on indirect pay components and social protection for its employees. In addition to monitoring the types of cover provided by Group companies, considering its diverse locations, VINCI began putting in place a universal social protection framework in 2022 designed to protect and support all employees by 2025 faced with certain key life events. This framework is designed to ensure a minimum level of protection in terms of social insurance and birth leave for all employees across the Group, regardless of their professional category, business division or country of operation.
Actions
Social dialogue
The social dialogue policies, actions and metrics are presented in paragraph 3.1.2, “Processes for interacting with Group employees and their representatives”, page 239).
Sharing the benefits of performance
Remuneration
Employee share ownership
For many years, the Group has been strongly committed to developing employee share ownership and has applied a proactive employee share ownership policy, with two appealing plans: the Castor plan for employees in France and the Castor International plan for those abroad.
In France, VINCI carries out three share offerings each year, with an advantageous employer contribution policy that enables employees to build up savings, regardless of their income level. Every year, around 82% of the Group’s employees in France participate in its employee share ownership programme. The maximum annual employer contribution of €3,500 breaks down as follows:
The average opening price of the VINCI share is set based on the 20 trading days preceding the Board of Directors’ decision on the offering, to which a 5% discount is applied. In 2024, nearly 82% of Group employees in France were enrolled in the Castor employee share ownership programme. The total employer contribution paid into the Castor company mutual fund in France by Group companies came to nearly €229.3 million in 2024.
The employee share ownership policy has been rolled out gradually worldwide since 2012 for employees of subsidiaries in which VINCI has an ownership interest greater than 50%. Adjustments have been made to comply with regulations in each country concerned, while guaranteeing equal access to the plan, irrespective of the employee’s professional situation. Employees’ subscriptions are matched with conditional awards of bonus shares granted as follows:
That means up to 80 bonus shares on top of the employee’s investment.
