NEOPOST_REGISTRATION_DOCUMENT_2017

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Corporate social responsibility

Social, societal and environmental information

In 2017, resignations accounted for 50% of all contract terminations, followed by lay-offs (29.8%).

Breakdown of departures by reason

31 January 2018

%

31 January 2017

%

Lay-offs

265

29.8

388

41.7

Resignations

444

50.0

391

42.0

Termination by mutual consent

100

11.2

71

7.6

Retirements

45

5.1

54

5.8

End of probation period

31

3.5

20

2.2

Death End of contract (a) 0.7 - The departures at the end of fixed-term contracts were not recorded because they were excluded from the reporting scope of hires and (a) departures. 4 - 0.4 - 6 -

Remuneration and recognition The Group’s remuneration policy aims to contribute to the achievement of its objectives. Neopost believes that wages and benefits must be competitive and fair to attract and retain talent over time. In addition to the base salary, reward bonuses are paid to employees according to collective and individual performances. These shared principles are adapted to take into account laws, the economic environment and the job market in the Group’s different countries of operation. In all countries where the Group operates, entities comply with minimum wage legislation in the country and sometimes grant significantly higher wages. Every year, the Group conducts a campaign to increase remuneration. In some countries, including France, Neopost uses collective performance remuneration tools such as profit-sharing and incentive schemes. The Group also uses employee retention and long-term motivation schemes such as free shares, performance shares and phantom shares. For more detailed information, refer to note 9 to the consolidated financial statements and note 15 to the parent company financial statements of this Document. Training Group employees Employee development indicators increased significantly in 2017. As a result, 4,514 Group employees (including 3,164 non-managers) attended at least one training session in 2017, an increase of 6.3% on 2016. On a like-for-like basis between 2016 and 2017, this figure is 3.8%.

The Group’s recruitment rate (number of recruitments divided by the headcount at the start of the year) was 12.55% and the departure rate (number of departures divided by the headcount at the start of the year) was 15.03%, including Temando data for 2016 on a like-for-like basis. The employee turnover rate (arithmetic average of the number of employees who left and the number of incoming employees, divided by the initial number of employees at the beginning of the period) is 13.8%. Recruiting and supporting talents The Neopost group seeks to recruit talents in the various countries in which it operates. In a context of transformation, it has put in place a process and tools dedicated to recruitment, the details of which are most often determined locally. The Group’s offers are also available externally on LinkedIn. Neopost is regularly evaluated on Glassdoor and communicates on social networks. The Corporate website has also been reviewed to this effect. With this in mind, to enhance its attractiveness, it is in regular contact with local schools and universities. For example, GMC software cooperates regularly with local universities and High Schools in the Czech Republic, and some employees have conducted courses and organized IT events and BarCamps, which are participatory workshops related to new technologies in which the content is suggested by the participants, at Hradec Králové University and elsewhere. The EDS division is seeking to hire millennials to fill developer positions for its digital activities. The Shipping and SME Solutions divisions also want to attract and retain talents and consideration is being given as to how to improve the attractiveness of the Group and its brand among potential candidates. In order to develop and maintain the employability of its staff, the Group encourages training and promotes internal mobility. As a result, the Group continues to work on the implementation of a new Intranet that will allow better access to the available job offers within Neopost. Training and support are offered to internal applicants to facilitate their career development within Neopost.

Training

78% Of employees received at least one training course in 2017

73

REGISTRATION DOCUMENT 2017 / NEOPOST