HERMES_REGISTRATION_DOCUMENT_2017

CORPORATE SOCIAL RESPONSIBILITY

PEOPLE

The total rights granted under this free shares plan represented 2.1% of the share capital of Hermès International. Consequently, the last free share allocation plans (introduced in 2016) were allocated to over 11,300 Group employees worldwide and involved a total of 806,060 shares. To promote employee loyalty over themedium and long term, and to boost collective performance, these plans are subject to a vesting period of at least four years, attendance conditions and, for some shares, performance conditions. The Group’s ambition is to continue to involve its employees worldwide in its corporate project by increasing the level of employee shareholding. ORGANISATION OF WORKING TIME Each entity manages its working time in compliance with the regulations in force and on the basis of the particularities of its own activity, in an effort to balance private/professional life, in particular implementing variable working times for French entities. Nearly all employees are full-time. 2.3.2

Absenteeism (France) In France, the absenteeism rate is 4.1%. It has increased slightly com- pared to last year. Absenteeism is calculated using the accumulated hours of absence over a period less than or equal to 90 consecutive days for the following reasons: illness and occupational illness; absence as a result of a workplace accident or an accident on the way to or from work; and unjustified or unauthorised absences. Changes in absenteeism are systematically monitored and analysed by each entity, in order to identify causes and propose action plans. Return-to-work interviews are one of the tools that HR departments use for improvement. This type of measure helps to encourage dialogue, leading to better understanding of the causes of the absence while respecting medical confidentiality. Managers are also trained in managing returns to work based on the type of absence, which is a key element for limiting their frequency. Moreover, thismonitoring systemhas led certain companies to only esta- blish short- and medium-term objectives with regard to absenteeism. These objectives are accompanied by initiatives focusing on an improve- ment of working conditions, development of versatility or manager trai- ning regarding the management of absenteeism. As such, the adopted measures include communication, awareness-raising and prevention actions (vaccinations, presence of aphysician on the sites, etc.), but also verifications in order to increase the accountability of the employees and managers. Also, based on the demographics of certain sites, specific actions have been implemented in order to support maternity under the best possible conditions. For example, these specific action plans may involve adapting the workstation, or implementing prevention measures intended to allow pregnant women to remain at work, if they so desire, until the start of their maternity leave.

2

FULL TIME – PART TIME (WORLD)

Part-time 5%

Full-time 95%

2017 REGISTRATION DOCUMENT HERMÈS INTERNATIONAL

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