TELEPERFORMANCE_Registration_document_2017

ENVIRONMENTAL, LABOR AND SOCIAL INFORMATION

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5.2 Staff information

5.2.6.3 Prevention of occupational hazards The prevention of occupational hazards is addressed using different methods depending on local legislation and in accordance with the Group global health and safety policy. Most of the Group’s European and North African subsidiaries and some other international subsidiaries have signed agreements with staff representatives on health and safety at work. These agreements result from regular meetings of Committees generally comprising members of the management team and Human Resources Department, staff representatives and, occasionally, trade union representatives. In the absence of specific risks relating to Group business activities, the Committees primarily deal with general health policies, evacuation procedures, access card issues, building security, payment of the occupational health practitioner, workplace ergonomics, etc . In some subsidiaries, such as Norway, the health and safety policy is included in the induction process and each employee signs a form on evacuation procedures in case of incidents. An AMU, equivalent to a Health and Safety Committee, meets four times a year to review the work environment, health, safety, risks, etc . In Denmark, while strictly speaking there are no agreements signed with regard to health and safety at work, staff representatives are involved in changes and negotiations regarding all matters concerning the workstation layout and environment. In other subsidiaries, domestic legislation precisely defines the standards for health and safety in the workplace. This is the case in Romania, where the constitutional law introduced in 1991b stipulates the measures to prevent occupational hazards, protect health and safety and eliminate risk factors, and sets out the conditions regarding employee consultation, information, participation and training. Similarly, in Brazil, law NR 17bstipulates the parameters which enable working conditions to be adapted to the psychological and physiological characteristics of employees. In Italy, law 81/2008, applied by Teleperformance down to the smallest details, regulates safety at work, risk assessment and health monitoring. It also indicates how to protect mental and physical health in the professional environment and encourages meetings and dialog with staff representatives. 5.2.6.4 Accidents at work The working environment is not dangerous. In fact, excluding travel accidents, the vast majority of the rare industrial accidents were the result of slips or falls resulting in bruises or fractures. In 2017, the frequency rate was 3.42, a marked improvement on the 2016brate ofb4.53. The Group’s business activities do not therefore give rise to material safety risks.

5.2.6.5 Occupational illness For these same reasons, recognized or declared occupational illness is extremely rare at Teleperformance. Most declared cases of occupational illness concern hearing problems or musculoskeletal disorders. In terms of optimizing conditions in the workplace, special attention is paid to preventing damage to hearing. Accordingly, the Group’s call centers are acoustically designed in strict compliance with the applicable employment law requirements. As a preventive measure, some subsidiaries organize training and information campaigns related to potential occupational health risks, such as Voice Day in Spain and Voice Week and Hearing Week in Brazil. Moreover, our employees devote a large portion of their time to work. In this respect, Teleperformance sees itself as a driver of improvement in its employees’ health and, more broadly, quality of life. 5.2.6.6 Stress prevention In our area of business, the main occupational health challenge is stress prevention. The Group recommends a series of measures to its subsidiaries to promote well-being and minimize agents’ ■ in Albania and Russia, on-site yoga workshops are offered to employees; ■ in Mexico, sport-based relaxation exercises are conducted on site; ■ in Brazil and Mexico, a team of around 15btherapists has been offering shoulder and hand massages to employees directly at their workstations for the past few years; ■ employees at all of our El Salvador facilities are offered free monthly relaxation massages;bGreece offers the same service during the Company’s Health Week; ■ in France, some sites are fitted out with “quiet rooms”, relaxation rooms where mobile telephones are banned so that employees can switch off and relax; ■ “sleep corners” in the Philippines: most facilities have an area fitted with bunk beds where agents can lie down and relax. Other practices focus on the psychological aspect of stress via , for example: ■ in El Salvador, the Medical Department organizes conferences on stress and prevention of psychosocial risks; ■ information and stress prevention campaigns are regularly organized in Spain and Greece; ■ regular Group sessions on stress management are held in the United Kingdom; all stress-related incidents are given particular attention and are escalated via a special monthly reporting procedure; ■ via our Employee Assistance Program, implemented for example in North America, employees receive support for managing stress, both at work and in their private lives. The Group’s ultimate goal is to apply these practices globally and share experience on a wide scale. stress, based on three themes:   Passion for you: Health Drive;   Teleperformance For Fun: Arts Drive;   Sport Club: Sports Drive. This is reflected in various initiatives:

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Teleperformance bb - bb Registration documentbb 2017