EDF / 2018 Reference document

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ENVIRONMENTAL AND SOCIETAL INFORMATION – HUMAN RESOURCES Further human resources considerations

Central Works Council 2018 was marked by transformation at the Company, including, for the first time, an examination of the shutdown of a nuclear power plant. Twelve sessions were held, two of which took place over a day and a half. The council expressed its views on the three recurring consultations, known as “Rebsamen”: The Company’s social policy, economic and financial situation and, in December, the strategic guidance document and its impacts on employment, by calling on the support of an expert firm for each of them. Changes made to the content of these reports, launched in 2017, continued in 2018 alongside employee representatives in the CWC, the Chairs of the CWC committees, the Group HR Departments and the Business Line Departments, in order to facilitate better understanding of the Company’s policies and strategy. The CWC was also consulted regarding a number of business line and company transformation projects: declaration of the shutdown of the FESSENHEIM power plant, a nuclear project relating to the operation of the “Teams in Extreme Situations”, the planned sale of the Dunkerque LNG subsidiary, the Paris real estate project (PGO), the planned renovation of the SIRH “My HR” project, the deployment of the Group Whistleblowing and Compliance System, the creation of a new division (DTEAM) to bring thermal energy and industrial support closer together – the Thermal Expertise and Multi-Sector Industrial Support Division, progress reports on major industrial projects such as Flamanville 3, Hinkley Point C, the EPR 2 project, the "Cap Hydro" EDF Hydro transformation project, a presentation of the Ecocombust experiment in thermal energy, and the Group’s new Health and Safety Policy, etc. 2018 social agenda In 2018, collective bargaining continued, particularly with the launch in May 2018 of the “2020 Social Dialogue” plan, involving a complete overhaul of labour relations at EDF. The project covers multiple dimensions: new employee representative bodies; the place held by collective bargaining, establishment/professional branch; informal and contractual social dialogue; professional training and skills management of labour relations players; trade union laws and social relations as set out in the bylaws. In 2018, five agreements and supplemental agreements were signed in the following areas of HR: France Group Committee agreement: relating to the renewal of the Group’s ■ works council and determining the powers and operating procedures, this agreement sets up regional social dialogue bodies on employment and mobility within the Group; methodological agreement on the 2020 Social Dialogue plan, which sets out the ■ themes and schedule for the plan’s negotiations; on compensation: the collective agreement on EDF contributions to the Collective ■ Retirement Savings Plan (PERCO) and Corporate Savings Plan (PEG) in 2019, supplemental agreement No. 1 relating to the EDF 2017-2019 profit-sharing agreement, the collective agreement relating to equal rights and opportunities and professional integration of people with disabilities. France Group Committee This year was devoted to negotiations on the renewal of the French Group Committee (agreement signed 7 May 2018 by the CFDT, CFE-CGC and FO trade unions). The first session was held on 24 May, during which new members were welcomed, including a number of Framatome representatives, following its recent integration within the Group. The France Group Committee, a forum for discussion at France-level comprising 28 elected representatives of the Group’s main subsidiaries (EDF, Dalkia, EDF Renewables, Framatome, Enedis CHAM, RTE etc.), met three times in 2018, with a visit to the Framatome industrial site in Saint Marcel in Chalons sur Saone in July. In addition to the recurring themes relating to the Group’s strategy, such as the economic/financial and employment situations, 2018 provided the opportunity to present the Framatome subsidiary and its industrial project, to discuss the Group’s ongoing matters, in particular the Group’s new Health and Safety policy, redeployment measures for employees within the Group, and the Solar Plan driven by EDF Renewables.

Just like EDF Renewables and Enedis, which signed a Disability agreement in 2017, on 13 December 2018 EDF signed its eleventh agreement to support the integration and careers of disabled people. Under its previous agreement, EDF’s 2016–2018 agreement, the target employment rate the Company set for itself was 5% by the end of 2018. It reached 4.89% by 2017 year-end, with a total of 162 new hires and 94 new work-study contracts for disabled people being signed over the agreement’s three-year term. In addition, throughout this agreement, a working group was set up to improve the digital accessibility of applications essential to employees’ daily lives. EDF supported the development of an e-learning platform for the development of accessible web projects, as part of an inter-company partnership. This is now offered to Company employees on the campus internet. On 2 July 2018, Enedis sign a tripartite UNEA-Enedis-Région Nouvelle-Aquitaine agreement for the creation of an inclusive learning segment for disabled adults and young people, to be launched in the second half of 2018. The aim is to train a dozen apprentices with disabilities in the electronics, electrical and electro-technical sectors. On-the-job training will be carried out in companies that employ disabled persons in the region and at Enedis entities. A first in France. Controlled and proactive management 3.4.4.4 of reorganisation and restructuring Aware of the need for organisations to adapt to changes in the social and economic context, both in France and abroad, the Group has prepared an Article dedicated to “socially responsible transformations” in its Group Corporate Social Responsibility agreement. Management’s involvement and the focus it places on dialogue with employees and employee representatives are major drivers of change in this respect. As part of its transformation, the EDF group applies the principles of transparency, responsibility and dialogue with respect to its employees, their representatives and local authorities. These principles with regard to staff representatives must be assured, in compliance with domestic regulations, labour relations and collective bargaining agreements. Information must be provided in good time, and must result in consultation, in an effort to transform the Group’s activities: new investments, mergers, acquisitions, disposals, reorganisation, facilities shutdowns or cessation of activities. The information and consultation cover economic issues, the consequences of decisions taken and the appropriate adaptation of individual and collective support measures, as well as ensuring they have been applied without exceptions. In order to successfully combine economic and social performance, Group companies are committed to developing forward-looking approaches to business development. This information is also shared with employees and their representatives. The principle of responsibility with respect to employees and local authorities aims to limit the social consequences for the employees concerned, and the consequences for the socio-economic balance of the regions. Measures to avoid redundancies, such as the reassignment of employees within their company or to another Group entity, must therefore be systematically reviewed. If redundancies cannot be avoided, more favourable provisions than the legal minimum required by laws in the country concerned are sought. In case of job losses, specific support may be offered to the employees concerned in order to assist them in their search for a new job, whether internally or externally. Consultation with employee representatives is prioritised in order to implement these measures. High-quality social dialogue 3.4.4.5 EDF relies on high-quality social dialogue to manage the Company’s industrial changes and contribute to the development of its employees. France Throughout EDF, there are currently 56 works councils, one Central Works Council (CWC), a France Group Committee and 97 employee representative councils and 205 Health, Safety & Working Conditions Committees (CHSCT). The chairs of these bodies meet regularly for discussions and sharing of best practices.

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EDF I Reference Document 2018