ADP // 2021 Universal Registration Document

SOC I AL , ENV I RONMENTAL AND SOC I ETAL RESPONS I B I L I TY I NFORMAT I ON 4 PROVIDING THE GROUP AND ITS EMPLOYEES WITH THE MEANS TO CARRY OUT THE TRANSFORMATIONS NECESSARY FOR ITS SUSTAINABILITY, ATTRACTIVENESS AND SOCIAL RESPONSIBILITY

Adaptation to the decline in the activity of Aéroports de Paris SA

makes it possible to support exclusively voluntary departures, without any redundancy for economic reasons resulting in departures before the 1 January 2022. The measures planned support retirement, on the one hand, and measures to support external mobility, on the other. Two options are offered to employees approaching the end of their career: the end-of-career leave (CFC), up to a maximum of 48 months, while at the same time receiving a replacement allowance (65%), and retirement, with an additional retirement benefit. For employees who wanted to change company, job or lifestyle, the mobility leave made it possible to terminate their employment contract while benefiting from a secure period to find a new job, get professional retraining or create a business and receive partial compensation, as well as individualised support. The submission of applications for the RCC was open until 28 February 2021. The maximum number of departures was reached, and 1,150 employees left the Company in 2021, including nearly 900 on end-of-career leave and retirement. 700 will not be replaced. In addition, at the beginning of 2022, 161 departures due to refusals of changes to the employment contract (employment contract adaptation plan) took place. These departures will be fully offset by new hires. Finally, to be able to implement its new strategic orientations, the Company is changing its organisation to adapt to the reduction of the workforce and the requirement for agility. In this context, a first phase to fill positions took place mainly through internal mobility, through to the beginning of 2022. It included reclassifications within the Group related to the job protection plans (PSE) of ADP Ingénierie and SDA. This is being followed by external recruitment over time. The recruitment plan for 2021 involved the hiring of 147 people on permanent contracts, including 27 young people from the “Graduate Program” (GP) (165 including two GP in 2020). The structuring of jobs and recruitment and the training policy are framed by the Employment and Career Path Management (GEPP) systems, renegotiated in 2022 for the following three years, in accordance with the law. The measures affecting compensation are described in the section below, relating to the optimisation of employment costs. For international development, the lower activity and limited resources of the subsidiaries reduced the number of expatriates, both in 2021 and in 2020. MEASURES IMPLEMENTED WITHIN THE GROUP For the other companies in the Group, the objective of maintaining employment has also underpinned the policies and decisions implemented as part of the State measures to protect employment and the measures taken by companies to help their employees during the crisis. However, given the persistence of the crisis, staff reductions were required in 2021. For TAV Airports in Turkey, a range of existing tools was used in 2020: remote work, partial activity affecting all employees, at different rates, according to local rules, which also set partial unemployment benefits. Put in place in March, the plan was renewed every month until 31 December and was combined with the holidays and salary reductions. The Company benefited from government subsidies.

Faced with the major and lasting decline in traffic, the partial activity under ordinary law, included in the system defined by the State, was implemented from 23 March 2020 for six months, then extended until 30 June 2021. This recourse has been constantly adapted to the reality of the Company’s activity and business lines. From 23 March to the end of 2020, partial activity affected more than 95% of employees, of which 300 were inactive throughout this period. The average partial activity rate in 2020 was nearly 50%, with a peak of 72% in April. In the first half-year of 2021, the average partial activity rate was 43.7%, affecting 87% of employees. It gradually decreased to 35.5% at the end of June. No employee has been partially employed since 1 July 2021. As part of the extension of partial activity, the unanimous collective agreement of 28 July 2020, set more favourable compensation terms from 23 September 2020. The level was increased and adjusted according to categories: the legal rate of 70% was increased to 80% for employees in execution and to 71% for senior management, with intermediate levels between these categories. An amendment dated 3 March 2021 extended it until 31 December 2021, despite the reduction in State compensation. In this difficult context, the Company rolled out in 2020, and maintained in 2021, a major communication and information system to continuously inform employees (newsletters, WhatsApp, questions and answers on partial activity, dedicated email address for employees for individual issues, etc.) and support managers, in order to maintain contact with all their employees (team meetings, regular updates, etc.), and prevent psychosocial risks. In addition, an external support and psychological support line was activated. Financial aid was also implemented for the most disadvantaged employees. Moreover, to enable the employees affected by partial activity to protect their employability and to receive training, the Company has made use of the national employment fund - Training, funded by the State. More than 1,000 employees benefited from it in 2020, with a specific offer (languages, office automation, management, personal development, personal effectiveness, communication). In 2021, the system was built around longer training courses available until 31 December 2022 (airport operations, management of people and activities, personal development, communication, legal, and environment - sustainable development). 59 employees benefited. The local HR network was formed in support of these systems and, with the social service and the prevention and health at work department, worked hard to respond to employees throughout the period. The overall management of the crisis is continuing through medium- and long-term structural measures to adapt human resources, both in terms of employment volume, and through wage moderation. Adaptation of resources to support Aéroports de Paris SA’s overall reduction To control costs and make it possible to adapt the organisation, a collective agreement on collective mutually agreed termination (RCC) was signed on 9 December 2020, unanimously by the representative trade unions (CGE-CGC, CGT, UNSA-SAPAP). This

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