LEGRAND_REGISTRATION_DOCUMENT_2017

CORPORATE SOCIAL RESPONSIBILITY (CSR) Overview of indicators and additional information

Breakdown by age –Worldwide

2015

2016

2017

Employees < 26 years

10%

8%

8%

Employees ≥ 26 years and < 36 years

30%

28%

27%

Employees ≥ 36 years and < 46 years

30%

31%

31%

Employees ≥ 46 years and < 56 years

22%

24%

24%

Employees ≥ 56 years

8%

9%

10%

Additional note: the age pyramid takes into account employees with fixed-term or open-ended employment contracts.

Breakdown by type of contract

2015

2016

2017

04

Open-ended Worldwide

83%

84%

84%

Fixed-termWorldwide

17%

16%

16%

Additional note: it should be noted that the proportion of fixed-term contracts is structurally impacted by the large number of temporary contracts in China, a common local practice.

Hirings and departures –Worldwide

2015

2016

2017

Share of open-ended contracts in hiring of employees on open-ended and fixed-term contracts (excluding changes of fixed-term contracts into open-ended contracts)

38%

49%

37%

Share of fixed-term amended to open-ended contracts in hiring of employees on open-ended contracts

21%

17%

23%

Open-ended contract turnover

14%

11.5%

11.1%

In 2017:

W the total number of hires was 6,216; W the number of open-ended contracts among new hires on open-ended and fixed-term contracts totaled 2,325; W the number of fixed-term contracts amended to open-ended contracts was 701.

The “open-ended contract turnover” takes into account resignations, retirements, layoffs for personal reasons, layoffs for economic reasons, departures by stipulated agreement, employees with an open-ended contract not remaining in the company at the end of their probationary period, and other reasons (according to the methodology recommended by the GRI). This “open-ended contract turnover” indicator is calculated based on the total number of terminated open-ended contracts divided by the open- ended contract workforce at the beginning of the fiscal year. Moreover, it should be noted that the proportion of fixed-term contracts is structurally impacted by the large number of temporary contracts in China, a current local practice.

Departures*

2015

2016

2017

Of which resignations

33%

41%

50%

Of which retirement

7%

7%

11%

Of which other departures

60%

52%

39%

TOTAL

100%

100%

100%

* Additional note: the data relating to departures include open-ended contracts. The “other departures” indicator takes into account conventional agreements, layoffs for personal and economic reasons, employees with an open-ended contract not remaining in the Company at the end of their trial period, and various other reasons. For 2017, the total number of departures was 6,461 for all reasons and for all types of contracts combined (of which 14.84% were departures for personal reasons, layoffs for economic reasons, and fixed-term contracts terminated early by the employer). Out of that total, 2,977 departures concerned employees on open-ended contracts; 3,484 departures concerned employees on fixed-term contracts, of which 67% were in the Group’s Chinese entities on account of the high proportion of fixed-term contracts in China. Note that 78% of departures of employees on fixed-term contracts took place at the employee’s initiative.

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REGISTRATION DOCUMENT 2017 - LEGRAND