2023 universal registration document

The programme is constantly adapted to reflect societal changes. Mental and physical health receive special attention. Employees are taught about their “personal ecology”⁽¹⁾ and provided with support for managing it. Prevention campaigns on mental health, stress management and psychological safety are in place in all subsidiaries. From 2023, in connection

with the worldwide Simplicity 2 programme, these campaigns have been routinely incorporated into annual recharge days. These arrangements form part of the action plans drawn up on the basis of the results of the Pulse engagement survey. From 2023, the L’OréalShare & Care programme includes a financial, psychological and professional support policy for employees with cancer. This policy, which also aims to lift the taboo surrounding this disease in the workplace, is gradually being rolled out to all subsidiaries.

The four pillars of the L’Oréal Share & Care programme

This social programme revolves around four pillars that have been implemented in all countries:

Pillars	Objectives	Main commitments achieved or in progress in all countries
PROTECTION (Social protection)	PROTECTION (Social protection) Objectives Providing employees and their families with sufficient financial support for unexpected life events.	PROTECTION (Social protection) Main commitments achieved or in progress in all countries 24 months’ salary, or equivalent pension, in case of death. 24 months’ salary, or equivalent pension, in case of total permanent disability. An employee benefit scheme aligned with the best practices in each country Payment of at least a living wage.
*HEALTH* (Healthcare)	*HEALTH* (Healthcare) Objectives Providing employees and their families with access to a high-quality healthcare system and prevention measures, placing greater emphasis on mental and emotional health, to create a new global approach to "personal ecology".	*HEALTH* (Healthcare) Main commitments achieved or in progress in all countries Reimbursing at least 75% of medical costs in the event of major risks (hospitalisation, surgery, drugs for chronic and severe diseases). Prevention and information campaigns on mental and emotional health, with individual (medical check-ups) and collective (melanoma, diabetes, obesity, HIV etc.) campaigns for physical health. Policy for supporting employees with cancer. Employee Assistance Program (EAP), programme offering assistance and support to employees in their personal life, addressing emotional, practical and physical needs, in all subsidiaries where this service is available. Promotion of sporting activities (equipment and internal services, external partnerships). Ergonomics learning/awareness/prevention initiatives. An individual domestic violence policy for each subsidiary.
BALANCE (Work/lifebalance)	BALANCE (Work/lifebalance) Objectives Enabling all employees to fully experience milestones in life such as parenthood and enabling working organisation for a good work/life balance.	BALANCE (Work/lifebalance) Main commitments achieved or in progress in all countries At least 14 weeks’ fully paid maternity/primary parent leave. At least six weeks’ fully paid paternity/secondary parent leave. 3 days per year of special leave for employees who are caregivers. A hybrid working policy, including up to two days remote working per week.
WORKPLACE (Working environment)	WORKPLACE (Working environment) Objectives Offer employees the most pleasant, collaborative and productive work spaces.	WORKPLACE (Working environment) Main commitments achieved or in progress in all countries Having new premises that are accessible by public transport and for people with reduced mobility. Subsidised, healthy lunches every day. Thanks in particular to the services and equipment (collaborative working, experience of digital work, catering, sport, relaxation, concierge services, beauty locations, staff store, parking, human-powered mobility etc.) offered to employees by campuses (office environments) and according to the highest global standards, L’Oréal offers high quality work spaces.

Pillars

Objectives

Main commitments achieved or in progress in all countries

PROTECTION

(Social protection)

Providing employees and their families with sufficient financial support for unexpected life events.

24 months’ salary, or equivalent pension, in case of death.

24 months’ salary, or equivalent pension, in case of total permanent disability.

An employee benefit scheme aligned with the best practices in each country

Payment of at least a living wage.

HEALTH (Healthcare)

Providing employees and their families with access to a high-quality healthcare system and prevention measures, placing greater emphasis on mental and emotional health, to create a new global approach to "personal ecology".

Reimbursing at least 75% of medical costs in the event of major risks
(hospitalisation, surgery, drugs for chronic and severe diseases).

Prevention and information campaigns on mental and emotional health,
with individual (medical check-ups) and collective (melanoma, diabetes, obesity, HIV etc.) campaigns for physical health.

Policy for supporting employees with cancer.

Employee Assistance Program (EAP), programme offering assistance and support to employees in their personal life, addressing emotional, practical and physical needs, in all subsidiaries where this service is available.

Promotion of sporting activities (equipment and internal services, external partnerships).

Ergonomics learning/awareness/prevention initiatives.

An individual domestic violence policy for each subsidiary.

BALANCE (Work/lifebalance)

Enabling all employees to fully experience milestones in life such as parenthood and enabling working organisation for a good work/life balance.

At least 14 weeks’ fully paid maternity/primary parent leave.

At least six weeks’ fully paid paternity/secondary parent leave.

3 days per year of special leave for employees who are caregivers.

A hybrid working policy, including up to two days remote working per week.

WORKPLACE (Working environment)

Offer employees the most pleasant, collaborative and productive work spaces.

Having new premises that are accessible by public transport and for people with reduced mobility.

Subsidised, healthy lunches every day.

Thanks in particular to the services and equipment (collaborative working, experience of digital work, catering, sport, relaxation, concierge services, beauty locations, staff store, parking, human-powered mobility etc.) offered to employees by campuses (office environments) and according to the highest global standards, L’Oréal offers high quality work spaces.

In 2023, 96% Permanent employees of the Group excluding, in some countries, part-timecontracts of <21 hours a week, casual contracts, beauty advisers and storeemployees, knowing that the integration of recent acquisitions and newsubsidiaries is gradual. ( of the Group’s permanent employees had access to financial protection for unexpected life events, such as death or permanent disability.

wIn 2023, 97% Permanent employees of the Group excluding, in some countries, part-timecontracts of <21 hours a week, casual contracts, beauty advisers and storeemployees, knowing that the integration of recent acquisitions and newsubsidiaries is gradual.of the Group’s permanent employees had access to healthcare coverage reflecting the best practices in their country of residence.

(1)The concept of personal ecology relates to personal and professional behaviours to ensure that the resources necessary for good physical and mental health are maintained or replenished.

2023 universal registration document

4. Corporate Social Responsibility

The four pillars of the L’Oréal Share & Care programme