Worldline - 2019 Universal Registration Document

D

EXTRA-FINANCIAL STATEMENT OF PERFORMANCE Being a responsible employer

Raising employee awareness on health prevention Worldline implements initiatives to create awareness on well-being and health prevention, such as the ones as follow. More generally, Worldline provides financial support to its employees on sport or fitness activities in its main geographies and special chairs or desks that fulfill physical or ergonomic requirements. Worldline Belgium has set up a dedicated Cafeteria Plan for older employees (50+ & 55+), including topics such as knowledge sharing or medical checkup. The entity also offers other initiatives to all of its employees: sport week (with tai chi, yoga, football, fitness or dance activities), health sessions with experts notably relating to healthy food, health checkup. Worldline Group entities in Germany, the Netherlands, Austria, Spain, Italy and India organize health events on their main sites such as fitness or yoga sessions during lunch breaks, health check-ups or fruit weeks in which fruits are provided to all employees. equensWorldline in the Netherlands also launched an internal Welcome app to better inform new employees, including on health and safety matters. Promotion of Human Rights internally D.3.2.2.3 through the International Labor Rights [GRI 102-12] [GRI 102-13] Worldline is determined to embed the respect and promotion of Human Rights into every function, role, and dimension of its business. As a signatory of United Nations Global Compact (UN GC) since 2016 which includes commitments with International Labor Organization (ILO) conventions, Worldline ensures the protection of international labor rights in its organization and its value chain and states that it is not engaged and have not been suspected/accused in any form of breaches on international labor rights. The Company supports and respects the principles of the Universal Declaration of Human Rights of 1948, the OECD Guidelines for Multinational Enterprises, the United Nations Guiding Principles on Business, and Human Rights, the ILO (87 or 98) Declaration on Fundamental Principles and Rights at Work, as well as UN International Covenant on Civil and Political Rights or UN International Covenant on Economic, Social and Cultural Rights. As an active participant of the UN GC and consistently with its Human Right policy statement, while taking into account that 9.5% of its total employees in 2019 worked in sensitive countries (China, India, Singapore, United States) regarding violations of fundamental rights at work according to the ILO and the Freedom House research on political rights and on civil liberties, Worldline ensures compliance with the following principles regarding labor rights in all its geographies: Supporting and respecting the protection of internationally ● proclaimed Human Rights; Making sure that Worldline is not complicit in Human Rights ● abuses, including harassment;

Upholding the freedom of association and speech and the ● effective recognition of the right to collective bargaining; Rejecting of all forms of forced and compulsory labor; ● Supporting United Nations Convention on the Rights of the ● Child and ensuring effective abolition of child labor. The Worldline’s Human Rights commitments are also set by its Code of Ethics (refer to this document, Section D.4.2.1) and integrated all along the Company’s value chain through the Business Partner’s Commitment to Integrity charter that is included in all suppliers’ and partners’ contract (refer to this document, Sections D.4.2.4 and D.4.4.2). In this document, it is stipulated that they must not make use of child or forced labor, practice or support any psychological or physical coercion and must respect individual and collective liberties and comply with labor laws. These documents introduce the right of any Group employee or partner to disclose behaviors or actions deemed inconsistent with the mentioned values and principles, through the Compliance alert system. The Human Rights challenge is covered by the Company's Enterprise Risks Management but has not been identified as a main risk for Worldline. Smart working conditions to foster D.3.2.2.4 work life balance [GRI 102-8] [GRI 202-2] [GRI 403-2] [GRI 405-1] . Worldline gives priority to permanent and full-time working relations with its employees: 97.25% of people in the total workforce are under a permanent employment contract and 83.10% of these people work full time. Nevertheless, the Group strives to ease part-time work situation on request of employee if this latter considers that it is better for his or her work-life balance. Additionally, Worldline operates in collaborative mode notably tools such as Circuit and Sharepoint, which allows remote working (teleworking) and offers more flexibility for employees in their work-life balance. For instance in France, the Company organized teleworking through the setup of a specific contract amendment and has reached 37% of telecommuters in 2019, thus bringing wellbeing as well as environmental benefits. Besides, in the context of mergers and acquisitions, the strategy of the Company is to ensure employment security and responsible workforce restructuring. Thanks to its continuous growth, Worldline is able to absorb all employees coming from new entities while developing them notably through its internal mobility program. Finally, Worldline supports local recruitment: 90% of experienced managers are local, and 91% of the Company’s employees in 2019 were local. Thus, although most of Worldline’s employees are located in Europe, the Company employs people of 95 different nationalities and is present in 30 countries. These initiatives, used to create a healthy and smart working environment, help lower the Company’s absenteeism rate, which was of 3.48% among operational employees in 2019.

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Universal Registration Document 2019