Metrics and targets
At this stage, the Group has not defined centralised quantified targets for its impacts, risks and opportunities (IROs) relating to working conditions. This is due to the diversity of business activities, regulatory environments and operational realities in entities across the Group. However, a number of indicators are regularly monitored to steer VINCI’s social ambition, providing the information needed to define and adapt the policies and strategies set by the Group. This reporting is based on more than 150 indicators covering a range of areas: workforce composition and changes, health and safety, contract types, working times, remuneration and related costs, social protection, labour relations, training, disability, etc. These indicators are monitored on a quarterly, half-yearly or yearly basis depending on their requirements.
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 249.
Remuneration
Remuneration and employer social contributions worldwide
- Payroll expenses: €16.5 billion in 2025, i.e. 22.1% of revenue (€15.3 billion in 2024, i.e. 21.4% of revenue).
- Average pay gap between men and women: on average, women receive pay that is 2.2% lower than the average hourly wage for men (2.3% in 2024).
- Average gender equality index score for Group companies: 83/100 (for further details, see “Metrics and targets” in paragraph 3.1.3.3, “Equal opportunities, the foundation for VINCI’s culture”, page 261).
- Ratio between the highest remuneration and that of other employees: see paragraph 4.1.3.2, “Internal comparison” of chapter C, “Report on corporate governance”, page 155, which presents the ratio between the total remuneration of the Chairman and Chief Executive Officer from 1 January to 30 April 2025, and for the Chairman of the Board and the Chief Executive Officer from 1 May 2025 and:
- the median full-time equivalent remuneration of VINCI SA employees;
- the average full-time equivalent remuneration of VINCI SA employees;
- the average full-time equivalent remuneration of employees in France of French companies over which VINCI has exclusive control.
Collective arrangements for sharing the benefits of performance
- Total amount paid by the Group to its employees in France under employee share ownership, incentive, profit-sharing and collective retirement plans: nearly €589 million in 2025 (€533 million in 2024)
- Percentage of employee ownership in VINCI’s share capital: 11.3% at end-2025 (10.9% at end-2024), making the Group’s employees its largest block of shareholders
- Coverage of the workforce by the Castor and Castor International plans: 87% (87% in 2024)
- Worldwide availability of the Castor plans: 45 countries in 2025 (46 in 2024)
- Number of employees worldwide eligible for the Group’s employee share ownership programme: 254,753 employees in 2025 (247,057 in 2024)
- Total employer contribution for the Castor company mutual fund in France: €242 million in 2025 (€229 million in 2024)
- Total employer contribution for the Castor International plan: €154 million in 2025 (€130 million in 2024)
Social protection
- 100% of employees are eligible for family-related leave (maternity, paternity, second parent, adoption, parental leave, etc.).
Work-life balance
Hours worked
In 2025, employees worked a total of 516 million hours, including 22 million overtime hours, compared with 497 million hours worked, including 23 million overtime hours, in 2024. The overall percentage of overtime hours decreased from 6.1% in 2020 to 4.3% in 2025. In France, overtime hours represented 2.4% of the total hours worked in 2025 (1.9% in 2024).
