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. The maximum annual employer contribution of €3,500 breaks down as follows:
The subscription price is set on the basis of the average opening price of the VINCI share over the 20 trading days preceding the date of the decision by the Board of Directors to approve the offering, to which a 5% discount is applied. In 2025, nearly 83% 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 €242 million in 2025.
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. 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.
The total employer’s contribution for the Castor International mutual fund was €154 million in 2025, with a subscription rate of 25%. In 2025, the plan covered 45 countries, enabling more than 83% of Group employees outside France to become VINCI shareholders and benefit from employer contributions paid in by the Group.
The opportunities for employees to benefit from these profit-sharing arrangements significantly enhance the Group’s ability to attract and retain employees. The importance that the Group attaches to employee share ownership is also reflected in the number and frequency of share offerings. In 2025, 87% of employees worldwide were given the option to enrol in the employee share ownership programme.
To further strengthen the visibility and understanding of these arrangements, an e-learning programme was developed. Structured around five modules, it provides a progressive and informative presentation of how employee savings work: general principles and financial literacy, savings plans and collective retirement savings plans, profit-sharing and incentive plans, and savings management throughout an employee’s career. The redesign of the Castor and Castor International website was completed in 2025, making it easier to access and sharing it more widely with employees.
Profit-sharing and incentive plans
The Group’s commitment to sharing the benefits of its performance is also illustrated by other arrangements to share the value that it creates. In France, the profit-sharing and incentive plans are the best examples of this. The coverage rate concerns all entities with a profit-sharing and/or incentive plan agreement in place, enabling employees to directly share in the Group’s results. At the end of 2025, 97% of employees in France benefited from incentive and/or profit-sharing plans (97% in 2024). VINCI paid out higher amounts in France under profit-sharing and incentive plans than in the previous year (a total of €314 million in 2025, up from €273 million in 2024). Thanks to these plans, a large majority of Group employees in France benefit directly from the performance of their local employer.
Retirement plans
In France, the Group’s collective retirement savings plan, Percol-G Archimède, enhances the range of savings plans offered by VINCI for Group companies. First established to allow employees to offset reduced income from mandatory pension plans, the plan was revised to take advantage of new provisions introduced with France’s Pacte law (an action plan for business growth and transformation). The plan enables employees to save for retirement under more attractive terms, with employer matching contributions. From 1 January 2022, these contributions were increased for workers and clerical, technical and supervisory staff, equal to 200% for up to €200 and 100% for up to €400, resulting in a maximum employer contribution of €600 for €400 paid in. Employer contributions for managers have remained unchanged, at a maximum of €400. Employer contributions to the Group’s collective retirement savings plan totalled €19 million in 2025 for France, compared with the €17 million contributed in 2024.
In 2013, VINCI established a defined contribution supplementary pension plan in France for executives and other management-level personnel. Also amended to comply with the Pacte law, this plan complements Percol-G Archimède. Financed 50/50 by the employee and the company, it is available to all Group subsidiaries in France and combines the technical, financial, social and tax advantages of a company pension plan with those of an individual plan. By the end of 2025, it had been adopted by nearly 86% of the Group’s companies in France, thus covering 750 entities and more than 58,000 subscribers from among their current and former employees. VINCI’s contribution to the plan totalled over €13 million in 2025.
Long-term incentive plans
Each year, VINCI sets up a long-term incentive plan, in the form of performance share awards that vest after three years. In addition to financial and economic criteria, the vesting of shares is linked (for 25% of the award) to ESG performance criteria, focused on the environment, safety and greater female representation at executive levels. Vesting is also subject to continued employment within the Group at the end of the three-year period. Nearly 10% of the Group’s managers benefit from these plans (see paragraph 5.2.1, “Existing performance share plans”, of chapter C, “Report on corporate governance”, page 164).
Living wage
VINCI recognises its employees’ right to work in a rewarding and motivating environment, where they receive fair compensation or a living wage that is proportional to their work, affords them and their families a decent standard of living and covers essential needs such as food, housing, transportation, education and healthcare.
Individual remuneration is managed by Group companies in line with VINCI’s decentralised and multi-local organisational model. In the United Kingdom, where this issue has been in the spotlight for a long time, attracting attention from civil society, the private sector and the authorities, the Group subsidiary VINCI Facilities UK (VINCI Construction) has worked with the leading national body in this field, the Living Wage Foundation, and been accredited as a Recognised Living Wage Service Provider. Other entities are also working to complete this accreditation process.
