Compagnie des Alpes // 2021 Universal Registration Document

4 STATEMENT OF NON-FINANCIAL PERFORMANCE Labour issues

Ski areas In Ski areas, returning seasonal workers are rehired from one season to the next, in compliance with Article 16 of the French National Collective Bargaining Agreement for Ski Lift and Ski areas. In order to guarantee job security, the seasonal workers for the Ski areas were hired before the closure of the resorts was announced, and then placed on partial activity. As a result, more than 82% of seasonal staff returned from the previous season. Leisure parks As regards Leisure parks, seasonal workers’ employment structure is more volatile, although a tendency towards greater stability has emerged in recent years. The rate of return of seasonal workers to the Leisure parks was 48% for financial year 2020/2021. The number has remained stable over the last four years.

The number of hires is lower than the number of permanent employees leaving the Group. This decrease is mainly due to the slowdown in permanent hires given the context during the financial year. The number of new hires versus departures of temporary employees is more or less balanced: NUMBER OF HIRES/DEPARTURES OF PERMANENT EMPLOYEES DURING THE FINANCIAL YEAR

500

400

300

200

100

CHANGE IN THE RETURN RATE OF SEASONAL WORKERS

0

2018/2019

2019/2020

2020/2021

0% 20% 40% 60% 80% 100%

New hires Permanent

Departures Permanent

NUMBER OF HIRES/DEPARTURES OF TEMPORARY EMPLOYEES DURING THE FINANCIAL YEAR (1)

0 2,000 4,000 6,000 8,000 10,000 12,000 14,000 16,000

Return rate of seasonal workers

2019/2020

2017/2018

2016/2017

2018/2019

2020/2021

Return rate of seasonal workers (Ski areas) Return rate of seasonal workers (Leisure parks)

Our ability to recruit staff is therefore key to the smooth running of our business. Our priorities are therefore the integration of new employees, career security (primarily through training), a high return rate of seasonal workers and well-being at work.

2018/2019

2019/2020

2020/2021

New hires Non-permanent

Departures Non-permanent

(1) Excluding contractors/replacement staff.

4.2.3 OUR KEY LABOUR CHALLENGES

4.2.3.1 Developing employees, diversity within the Group and integration into the employment market

CDA employees have two main distinguishing features: l most are seasonal employees who have a suitable personality for the activity; l an appetite for the leisure sector and the desire to act on Very High Customer Satisfaction. These two factors have a strong impact on the Group’s labour policy which centres on three core areas: 1. Encourage integration into employment, diversity and developing skills; 2. Take action to ensure working conditions to preserve health and ensure safety at work; 3. Promote employee commitment and motivation for their own satisfaction and that of our customers. Because of the way the Group is organised, the labour policy is largely decentralised to better meet each site’s needs and activities. However, each subsidiary commits to take action commensurate of its resources and organisation in respect of each of the Group’s labour challenges listed above.

Because we offer so many temporary contracts, employee employability and skills development are a vital component of our labour policy. It is vital we develop the skills of our employees to ensure they are more employable both inside and outside the Company and help them obtain valuable qualifications and experience. 4.2.3.1.1 Developing skills In addition to the professional qualification programmes, we develop employability through skills acquisition and development. In this respect, Compagnie des Alpes is continuing its training efforts, despite the health crisis: the number of training hours per FTE decreased by 22% compared to the previous year due to partial activity. a total of 17 hours of training per employee. It should be noted that the number of training hours corresponds to the 2020 calendar year (excluding Walibi Holland data). The number of

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Compagnie des Alpes I 2021 Universal registration document