Fair and evolving remuneration, employee benefits
The Group has a proactive remuneration policy that rewards employees collectively and individually for their merits, commitment and performance. This approach, which is a marker of respect, underpins how we recognise each person’s skills and potential.
Each business segment, depending on the country, has a remuneration and perks policy aimed at rewarding the individual and collective performance of its teams. This includes voluntary and compulsory profit-sharing schemes, employee benefits, pension savings plans, a thirteen month’s pay, employer top-up contributions to savings schemes and social and cultural activities.
This policy is also nimble: Bouygues makes it priority to mitigate as far as possible, or even offset entirely, the negative impacts of the rising cost of living for its people – especially those in the lowest wage brackets. In addition to their salary, employees also receive a high-quality package of benefits that includes personal risk coverage, healthcare and a retirement savings plan.
Creating value together with our employees
Number one for employee share ownership
Sharing the value created with its people and encouraging employee share ownership have always been high on Bouygues’ agenda. As early as 1989, the Group set up a company savings scheme (PEE), with the level of employer top-up contributions raised on regular occasions.
Over the past 20 years or more it has introduced several employee-reserved capital increases. Bouygues is in fact the CAC 40 company with the highest level of employee share ownership.
This share ownership culture is also gaining further momentum outside of France, particularly in the United Kingdom, Switzerland and Hong Kong.
Sharing the value created
The Group operates a voluntary profit-sharing scheme that includes financial rewards for performance against operational targets.
21,6%
Of share capital owned by employees
2024
70 400
Employee shareholders
2024