It is organised around a Bureau, a select committee that meets as and when required and at least three times a year. The Bureau’s remit includes preparing the Group Works Council meetings. It draws up the agenda for plenary meetings in conjunction with the management team. The Bureau is responsible for the administration of the Group Works Council between its annual meetings.
Two plenary meetings are organised each year. To enable the Group Works Council to fulfil its mandate, management provides it with information beforehand about the Group’s activity, financial position, employment trends and forecasts, as well as:
The Group Works Council is provided with information prior to any significant decision concerning the Group’s scope or its legal or financial structure, as well as its potential impacts on employment.
In addition to plenary meetings, an annual training session is held for representatives, covering all members, based on a programme set by the Bureau.
These actions, which are also funded by VINCI, train members on key issues relating to the Group’s strategy, with a focus on building constructive social dialogue. Training in 2025 covered areas linked directly to the Group’s major strategic priorities, including artificial intelligence and macroeconomic trends.
In 2023, three agreements were negotiated and signed between management and the Group’s trade union representatives: an agreement defining the scope, role and operation of the Group Works Council for the 2023-2026 term, an open-ended agreement to promote social dialogue in France, and an agreement making it possible to include “green” funds in the Group’s collective retirement savings plan in France. In 2025, following a new round of negotiations, an amendment was signed to the collective retirement savings plan agreement, incorporating a fund based on unlisted assets, in accordance with France’s “Green Industry” law.
Renegotiated in 2023, the agreement to promote social dialogue aims to define a core framework of actions to create the conditions for efficient social dialogue at Group companies in France. It was set up on an open-ended basis, with a clause for it to be reviewed every four years. Apart from meeting legal obligations, this agreement defines various aspects to be emphasised, including occupational health and safety, gender equality (including steps to combat sexist behaviour, promote the representation of women and support intergenerational dynamics), and the environment.
The practical recommendations set out in this agreement include:
The agreement is widely distributed within the Group: it is available on VINCI’s intranet and has been circulated to all human resources directors, directors of social affairs and trade union representatives, together with an accompanying summary, to make it easier to understand and ensure its effective application. A monitoring committee, comprising two members from each signatory trade union organisation, prepares an annual review of the implementation of the agreement, drawing on a range of indicators such as the number of employee representatives, the number of established trade union organisations, formal records of elections where no employee representatives were elected or where no deliberations could take place, collective agreements signed, and complaints and legal actions relating to trade union discrimination.
The European Works Council (EWC) covers the Group’s subsidiaries located in the European Economic Area, Switzerland and the United Kingdom, representing 73.7% of the Group’s total workforce at 31 December 2025. The EWC comprises 31 full members and 31 alternate members from 15 countries where the Group has more than 500 employees. All the members are either elected representatives or trade union delegates. Group management is represented by the Chief Executive Officer, the Vice-President for Human Resources and the Director of Social Affairs. The preamble of the agreement renewed in 2022, covering the period from 2023 to 2026, states that the signatories share the conviction that effective and active employee representation is crucial to the success of VINCI Group companies and their employees.
The EWC provides a unique space for information and dialogue with employee representatives at the European level. Its primary purpose is to improve the rights of workers to information and consultation. It is an essential element in the policy to promote social dialogue across all the Group’s European subsidiaries. The EWC is intended to address transnational issues. As such, it may be called on to look at international matters that extend beyond the European context.
An ordinary plenary meeting is organised each year and one or more extraordinary meetings may be convened if required by the Group’s developments. The agenda is drawn up jointly by management and the EWC’s Secretary. The EWC is consulted on all of these matters during the plenary session. Prior to this meeting, the EWC members receive information from management regarding the Group’s structure, economic and financial position, development forecasts for its activities and investments, expected employment trends and the resulting workforce adjustment measures, potential social impacts of acquisitions or disposals of companies, and the workforce-related, social and environmental commitments set out in the Manifesto.
