Hermès // CSR Extract 2023

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CORPORATE SOCIAL RESPONSIBILITY AND NON ‑ FINANCIAL PERFORMANCE PEOPLE: TEAMS

SOCIAL PROTECTION SCHEMES Benefits of various kinds complete the overall compensation package for the House’s employees. These include health protection, death, accident, incapacity and invalidity schemes, supplemental pensions, supra‑legal leave and other recognition schemes. The Group operates a comprehensive and ambitious social protection policy in all countries and aims to encourage the implementation of social benefits within a framework that is: collective, targeting all employees; s ambitious with respect to benchmark market practices; s adapted to the Group’s values, local regulations and locally‑identified needs. s Providing social protection to its employees wherever the Group is present against the risks of death, sick leave and healthcare costs (and indirectly to their families) is essential for Hermès. Employees are protected against the major risks of everyday life. Benefits cover medical and maternity care, retirement, as well as long‑term illness and mortality risks. Hermès’ aim is to protect the families of its employees, in the event of death, by paying a lump sum or equivalent annuites of at least two times gross annual basic salary. This protection covers 89% of employees worldwide. In France, the scheme is supplemented by an education allowance to enable the children of the deceased employee to continue their studies. The cover put in place by Hermès supplements, where applicable, the mandatory legal plans and make it possible to protect and retain employees. These schemes are mainly financed by the Company and are very popular with employees. Medical concierge and health check‑up: In 2023, Hermès set up a medical concierge service in France for entities enrolled in the Group plan (for employees and their families) and a health check‑up regardless of age. Some foreign subsidiaries – Hermès China, Hermès Japan, HMESA in Singapore, Hermès of Paris – also have these medical check‑up systems, the Group’s ambition being to offer this type of physical or on‑line system to all employees worldwide.

As part of this ambition, on 19 July 2023, Hermès signed a Group agreement with all of the representative trade unions at Group level (CFDT, CFE‑CGC, CGT, FO) on balancing the various times of life. The main measures of this agreement came into force on 1 January 2024 in all Group companies in France. These measures aim to better support those who are faced with certain personal situations impacting their daily professional life (caregivers looking after a loved one with a loss of autonomy, due to illness, disability or age; parents; people in vulnerable situations). For these three aspects, various measures were negotiated, taking care to provide responses adapted to the diversity of the situations encountered: For caregiver employees: s By providing an information and assistance platform for the most common situations, offering flexibility in more demanding situations, and freeing up time through financial support in the most difficult situations. For parent employees: s By supporting parenting support measures in all their facets (traditional parenting, adoption, homoparentality, single parenthood, blended families, etc.) before and upon arrival and after the birth of the child. Measures taken include in particular leave of absence as part of a medically assisted procreation programme, return to work part‑time following parental leave, breastfeeding facilitation and support for single parents. For employees in vulnerable situations: s By preventing and supporting employees faced with vulnerable situations including long‑term illnesses such as cancer, professional burnout, bereavement, domestic violence, addictions or over‑indebtedness. FLEXIBILITY AND WORKING TIME ARRANGEMENTS About 96% of employees work full‑time, and 915 employees work part‑time. Both benefit from the same social benefits in proportion to their presence. Through its philosophy and its activity with a strong craftsmanship component, the House values the presence of the teams and attaches particular importance to working together, which necessarily involves a presence on sites. However, practices may vary from one métier to another and many systems promote flexible working, both in terms of on‑site presence and in terms of hours. For example, in 2023, as part of a collaborative approach, Hermès Distribution France initiated a four‑month pilot project relating to a four‑day week in two of the French stores. The other stores will also test this in 2024 and employees will then be invited to say how they feel at the end of the test period, to define the possible follow‑up to this initiative.

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SUPPORTING EMPLOYEES IN BALANCING THEIR VARIOUS TIMES OF LIFE AND PROVIDING THEM WITH APPROPRIATE SUPPORT (CAREGIVERS, PARENTHOOD, VULNERABILITY)

BALANCING THE VARIOUS TIMES OF LIFE The House of Hermès pays constant attention to the well‑being and physical and mental health of all employees, in particular by helping them to balance their professional activity and their personal life.

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

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