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

on 23 June 2021. Its terms and conditions were specified by an agreement with the representative trade unions on 13 July 2021. The wage moderation measures relate in particular to the reimbursement of transport costs (excluding public transport), and to the fact that seniority is not taken into account for certain salary items. They have been implemented gradually, since September 2021. Individual promotions are maintained. Partial offsetting of the decrease compared to the compensation for 2019 is ensured (maximum loss of 5% for 2021 and 2022, 4% for 2023, 0% on 1 January 2024). Employees have a simulator to project the impact on their compensation. Employees who refused this modification of their employment contract, and subject to internal reclassification procedures, may be subject to dismissal for economic reasons, which may be notified from 15 January 2022. Support measures have been put in place. 162 employees left the Company in January 2022 in this context. They will be replaced. Each subsidiary has their own salary policy. A salary agreement for 2020 was signed for ADP Ingénierie (budget of 0.14% of base salaries, distributed on a decreasing basis according to salary); it did not apply in 2021. For Hub One, the NAO was suspended for 2020. The “Group” measures to adapt compensation are mentioned above in the section “Measures implemented within the Group”. Continuation of the CSR commitment and its evolution In the context described above, Aéroports de Paris SA retains its ambitions in terms of social and environmental responsibility. The choice not to resort to forced departures is a major element. In 2021, as in 2020, it was not possible to implement all the actions provided for by the various agreements in force. The departure of 1,150 people and the future filling of 450 positions will be an opportunity to recruit diversified profiles from 2022. Aéroports de Paris has been a member of the Corporate Diversity Charter since 2013. The framework agreement on diversity of 27 April 2017 commits to equal treatment at all stages of professional life and in all processes. Its renegotiation, scheduled for 2020, was postponed, due to the renewal of the representative bodies, at the request of the trade unions, then due to the health crisis. Given the context, it may be considered in 2022. In addition, the rules of procedure define a line of conduct, based on honesty, fairness and respect for people in their relationships with colleagues, and external or co-contracting partners of Aéroports de Paris; it includes the obligation to base decisions on transparent and objective criteria, and to ensure compliance with the principles of equal treatment and non-discrimination. Lastly, the Group’s whistle-blowing system includes alerts on discrimination. These provisions are a continuation of previous agreements to which the Company is committed: the employment of people with disabilities (first agreement in 1991), professional equality (2003), retention of seniors in employment (since 2009), as well as the signing of the “PAQTE” 1 to promote socio-cultural and geographical diversity. The integration and support of young people are also key elements of the training programmes. The provisions relating to the employment of young people and seniors are included in the collective agreement of 16 January 2019 on the forward planning of jobs and skills (GPEC).

Employees were able to benefit from: ◆ annual promotions for 2021;

◆ for managers, the variable portion based on objectives paid in 2021 in respect of 2020, impacted by periods of partial activity. The variable portion in respect of 2021 will be paid in March 2022; ◆ the payment in May 2021, in respect of 2020, of profit-sharing; ◆ payments to the PEG and PERCOL schemes were matched as usual. The Aéroports de Paris SA 2018-2020 incentive agreement introduced on 29 June 2018 provided for an incentive bonus according to the level of achievement of two criteria: economic performance and customer satisfaction. This latter objective was achieved. A bonus was also paid, as the criterion relating to the frequency rate of accidents at work with lost time was met. A profit-sharing agreement for 2021 was negotiated, but was not signed by the majority of representative trade unions. There was therefore no incentive payment for 2021. In 2021, Hub One also had a profit-sharing agreement, and SDA signed one in 2021. In 2020, the amount of profit-sharing recognised for all Group companies was €5.1 million, compared with €16 million in 2019. For 2021, Hub One will pay profit-sharing in 2022 (matched for bonuses placed in the PEG). As in 2020, the 2021 results do not allow for the payment of profit-sharing. The profit-sharing scheme resulted in the payment of €24 million for all Group companies in 2019. All employees of Aéroports de Paris SA and the French subsidiaries received collective benefits: ◆ a social protection package, which includes complementary health insurance and a pension contract, from the same insurers; ◆ a Group savings plan (PEG) and a collective retirement savings plan (PERCOL). These two plans offer employees preferential conditions under which to build up financial capital, made up of securities, which may be supplemented by the company. The matching contribution is based, on the one hand, on payments made into the employee shareholding fund (FCPE) under the PEG, and on the other hand, on the payments made into in the Group PERCOL. In this context, 93% of Aéroports de Paris SA employees are shareholders through the FCPE ADP ACTIONNARIAT SALARIÉ. For the French subsidiaries, the proportion is 82%. This FCPE represents 1.80% of the Company’s total share capital, of which 50.6% is held by the State. In 2021, the total contribution (PEG and PERCOL) paid by the Company was €4.7 million (8.8 in 2020, 9 in 2019). The agreements of 20 December 2019 set out the long-term conditions for contributions to these schemes. Optimisation of employment costs The plan to adapt the employment contracts and standards applicable to employees of Aéroports de Paris SA, not intended to eliminate positions, was the subject of an information and consultation of the Social and Economic Committee (CSE), then approved by the Regional and Interdepartmental Directorate for the Economy, Employment, Labour and Solidarity (DRIEETS)

1 Commitment of companies within the framework of the urban policy.

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AÉROPORTS DE PAR I S / UN I VERSAL REG I STRAT I ON DOCUMENT 202 1