Responsible Employer

Employee Engagement

Employees strongly identify with the Group’s mutualist values: community, solidarity and responsibility. 88% of employees have a positive view of the Group’s sustainability initiatives, and 83% report a high level of engagement (9th edition of the Group Opinion Survey, 2025).

Thanks to the results of the 2025 survey, the Groupama Group has been awarded ChooseMyCompany / Employees® certification in the Gold category, both in France and internationally.

Several Group companies also received HappyTrainees certification in 2025, awarded by ChooseMyCompany for the quality of their management of work-study students and trainees.

Other external assessments (Top Employer, AFNOR “Engagé RSE” certification) also confirm the quality of our HR practices.

Quality of Worklife

To prevent work-related risks, Groupama is implementing an ambitious policy on quality of worklife, work-life balance, prevention of psychosocial risks and mental health.

This policy is based in particular on collective agreements, the expansion of remote working, the ‘Céla’ psychological support scheme, awareness-raising initiatives, dedicated training programmes and structured social dialogue at all levels of the Group, both in France and internationally.

The prevention of occupational risks also relies on road safety measures, initiatives to prevent assaults and anti-social behaviour, as well as the systematic assessment of risks through occupational risk assessment documents and associated action plans. The Group ensures that employees’ fundamental rights are respected, underpinned by a code of ethics, a confidential internal whistleblowing scheme and its commitment to international standards on human rights and labour rights.

Further information on the company’s workforce can be found in the Group’s CSRD Report – ESRS S1 Report: Company Workforce

Social dialogue and ethical framework

Organisation of social dialogue

The Group has developed a multi-level social dialogue framework:

Within each company, tailored to its regional level, size and business activity;
At the level of the Economic and Social Unit and the Groupama Social Development Unit for issues common to several entities;
And at Group level, where the Social Dialogue Committee negotiates measures that apply across the whole Group.

Each level has its own social dialogue bodies and its own schedule.

The Group Committee discusses the Group’s strategic issues. In addition, a European Works Council brings together employee representatives from all the Group’s subsidiaries in Europe (France, Italy, Hungary, Romania, Bulgaria and Greece) to strengthen dialogue between management and employee representatives on cross-border issues.

Download the Declaration on Quality of Life at European level
Further information on the company’s workforce can be found in the Group’s CSRD Report – ESRS S1 Report: Company Workforce

Whistleblowing scheme

A confidential and secure whistleblowing scheme, accessible to every employee, is in place and available across all Group companies.
Since 2022, in accordance with the law, the protection of whistleblowers has been extended and the hierarchy of reporting channels has been amended, with the appendix to the internal regulations of all companies updated accordingly. Reports are submitted regularly to the senior management of Groupama Assurances Mutuelles and the Group’s governance bodies.

Sustainability Criterion in the Compensation Policy

For the Group’s Chief Executive Officer, variable compensation includes a sustainability-related criterion in line with the policy adopted by the Board of Directors on the recommendation of the Remuneration and Appointments Committee.
For Chief Executive Officers and senior executives of Groupama’s subsidiaries: alongside financial and operational targets that determine 80 per cent of the target bonus, sustainability accounts for 20% of the target variable component.
For employees (excluding the Chief Executive and managing directors), each company’s profit-sharing scheme in France includes at least one sustainability criterion, representing a minimum of 10% of the profit-sharing budget.

Diversity and Inclusion

General Policy

Groupama makes inclusion a priority in its HR policy and is particularly committed to equal opportunities. The Group has signed an agreement on Diversity and Disability which sets out measures to provide employees with the best possible support throughout their careers. Specific programmes (gender equality, disability, intergenerational initiatives) have helped to increase diversity and representation, particularly of women, within the Group.

To find out more about the Group’s policies in this area, you can ask the chatbot on the Groupama Gan Recrute website.

Diversity Charter

In terms of diversity, in line with its commitment to the Manifesto for the Inclusion of People with Disabilities in Economic Life, the Group is continuing its long-term recruitment efforts.

50+ Charter

Groupama has signed the 50+ Charter, which aims to strengthen the role of experienced employees within organisations. By joining this initiative, Groupama reaffirms its commitment to combating age-related stereotypes, fostering an intergenerational culture and supporting the employability of the over-50s throughout their careers. True to its mutualist values, Groupama works to create an inclusive, respectful and supportive workplace at every stage of a person’s professional life.

Les entreprises s’engagent

Groupama is part of the national ‘Les entreprises s’engagent’ community, a network bringing together more than 100,000 companies working towards an inclusive society and a sustainable world. By joining this programme, led by the French Ministry of Labour, Health and Solidarity, Groupama reaffirms its commitment to promoting inclusion, equal opportunities, the green transition and support for young people, people with disabilities and priority regions. This commitment is fully in line with our mutualist mission and our corporate social responsibility.

Skills Development & Employability

Skills development is a key driver of performance and attractiveness. In response to technological and regulatory changes, as well as recruitment challenges in certain roles, Groupama is strengthening its policies on job and skills management, training and career mobility.

Across France, approximately 40.6 hours of training per employee were delivered in 2025. Training programmes are being developed:

• To support business lines;
• To train managers;
• To develop and retain middle managers and senior executives.

For further information, please refer to the 2025 Universal Registration document.

GDPR: every employee has a role to play

The following are the main measures in place to ensure that the processing of personal data complies with the regulations:

• Training programme reminding staff of the requirements of the GDPR and other regulations applicable to personal data (e-learning).
• Introduction of an annual DPO audit process,
• Supporting compliance of data processing operations with the requirements of the regulations governing personal data, and preparation of relevant documentation (internal procedures, etc.),
• Organisation of GDPR training for buyers and staff.

For further information, please refer to the 2025 Universal Registration Document.

Protection of employees’ personal data

Aspects relating to the protection of employees’ personal data (particularly in the context of computerised processing – GDPR) are covered by the general data protection policy.

For further information, please refer to the 2025 Universal Registration Document.