Hermès // CSR Extract 2023

CORPORATE SOCIAL RESPONSIBILITY AND NON ‑ FINANCIAL PERFORMANCE PEOPLE: TEAMS

2.2.5.5 ABSENTEEISM The low level of overall absenteeism, all causes combined, reflects in particular the good working conditions of employees. It was 2.56%, down to a lower level than in 2019 (2.9%). OFFERING SOCIAL PROTECTION AND PREVENTIVE MEASURES FOR ALL EMPLOYEES With the aim of protecting and supporting its employees in the face of life’s uncertainties and in line with its social model and the Group’s values, Hermès has created a basic level of universal social protection for all its employees worldwide, based on five pillars: parenthood, healthcare, retirement, death and disability. The objective is to cover 100% of employees worldwide by 2026. This ambitious base aims to ensure a decent quality of life for employees and their families, to enable them to be covered in the event of a personal accident, and to build up savings in order to be able to plan for the medium and long term with peace of mind. As a priority, the House’s entities ensure that each of these pillars benefits their employees, taking into account the legal provisions that may already exist locally. 2.2.5.6

Furthermore, in order to prevent reprehensible behaviour, an e‑learning module “Understanding in order to prevent sexist behaviour and situations of harassment”, dealing with the subjects of moral and sexual harassment, sexist behaviour and sexual assault, was rolled out on a mandatory basis for all managers and representatives in France and is available for all employees. In France, 86% of managers completed this module, bringing the number to 2,066 managers trained. As this focus applies in all the countries in which Hermès operates, this module is also rolled out internationally. Any employee who believes that he or she is a victim or is a witness to such a situation is invited to inform their manager or a human resources manager as soon as possible or to report it through the H‑Alert! professional whistleblowing system, which guarantees the confidentiality of exchanges. Group rules provide for mechanisms that make it possible to examine and deal with any situation, with complete neutrality and impartiality (for example, the establishment of an internal joint commission of inquiry with a representative of management and a representative of the SEC). To support them in their role, an internal investigation procedure has been drawn up. It describes the different stages of an investigation, the precautions to be taken and the role of the various stakeholders. Whistleblowing s

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Group basic level

2023 coverage

Commitments

Maternity leave with salary maintained for 16 weeks, with no length of service conditions, and payment of childbirth costs Second parent and adoption leave with salary maintained for four weeks with no length of service conditions Coverage of healthcare costs including the risk of hospitalisation A health check‑up (physical or on‑line) or specific prevention actions A lump sum paid to beneficiaries equal to twice the annual salary.

Maternity leave: 100% of employees are covered Second parent leave: 78% of employees are covered

100% of employees to be covered in 2024

Parenthood

97% of employees are covered Health check‑up or targeted prevention measures: 76% of employees are covered

100% of employees to be covered in 2025

Health coverage

89% of employees are covered

100% of employees to be covered in 2025

Life insurance (Family protection in the event of the death of an employee)

Access to a pension plan

97% of employees are covered

100% of employees to be covered in 2026 100% of employees to be covered in 2026

Retirement

Replacement income and/or lump sum in the event of invalidity

96% of employees are covered

Disability

2023 UNIVERSAL REGISTRATION DOCUMENT HERMÈS INTERNATIONAL EXTRACT FROM 2023 UNIVERSAL REGISTRATION DOCUMENT HERMÈS INTERNATIONAL

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