The implementation of this framework is being coordinated by the human resources departments of both the business lines and the Group through a dedicated steering committee. When more favourable cover is already in place, these conditions will be maintained. The European Works Council (EWC) is also provided with regular updates on the progress made with this programme. Communications actions are carried out to inform employees about their rights and how the arrangements work. These materials are distributed within the business lines and also through the Group’s intranet and internal communication channels, ensuring that the information is widely shared.
Outside of this framework, Group companies still have independence in terms of social insurance and healthcare costs. They retain control over their levels of contributions and cover. The cover offered depends on the social protection systems in place in each country. On this basis, each company adapts its cover in line with existing state provisions, local markets and employee expectations.
Work-life balance
In general, the operational entities are responsible for work-life balance aspects, ensuring close alignment with the realities on the ground. These issues are covered during annual appraisals and set out in the remote working and quality of life in the workplace agreements signed within the Group (70 in 2024 in France). Various Group-level actions are also developed. For instance, the parental benefits section of VINCI’s social protection framework aims to ensure a better work-life balance for employees when a new child arrives. VINCI has also developed and deployed a module on the right to disconnect for all employees, enabling them to better understand this right and the best practices for respecting it.
Protecting jobs
In a challenging economic environment, with operations that inherently cannot be delocalised, VINCI’s senior managers and heads of human resources are committed to effectively managing any negative impacts and potential redundancies in particular. They 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. The teams from VINCI Insertion Emploi (ViE) are also deployed to facilitate career changes within Group companies, especially in the event of voluntary departure plans. They listen to employees and provide guidance and support to help them build a new career path. ViE performs a key role as a mediator and is actively involved in social dialogue within the Group.
When it acquires a company, the Group works to maintain existing teams and therefore the valuable skills and expertise they offer through the newly acquired company, 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.
Lastly, VINCI’s European Works Council (EWC) is provided with information once a year during its plenary meeting concerning the outlook for employment and any workforce adaptation measures that could result from this, as well as the main potential employment consequences of company acquisitions or disposals. The Bureau of VINCI’s EWC is also provided with information each quarter. The EWC is automatically consulted when acquisitions or disposals of companies exceed certain workforce or revenue thresholds or when the Group develops a new strategy with major impacts on employment and organisation aspects.
Metrics and targets
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
Remuneration and employer social contributions worldwide
| (in € thousands) | Total | Managers | Non-managers | |||
|---|---|---|---|---|---|---|
| 2024 | 2023 | 2024 | 2023 | 2024 | 2023 | |
| Average VINCI salary | 41 | 39 | 70 | 67 | 34 | 33 |
| Men | 42 | 40 | 74 | 71 | 35 | 33 |
| Women | 39 | 37 | 57 | 55 | 32 | 30 |
| Other | (*) | (*) | (*) | (*) | (*) | (*) |
| Employer social contributions | 30% | 30% | 36% | 35% | 28% | 27% |
(*) Given the existence of individuals within the workforce whose gender identity or expression is neither female nor male, this information is not provided for reasons of confidentiality. However, the data on the line referring to the average VINCI salary is calculated in relation to the total number of employees, all genders combined.
