In 2018, continuing the initiatives started in 2015, the Group focused on 10 keyrules, which were adopted following an analysis of deadly accidents in the EDFgroup over the last 30 years, which everyone must follow as they go about theirwork in order to avoid serious accidents and protect both themselves and thosearound them. To continue developing the safety culture and risk awareness, otherinitiatives are being implemented such as the collection of High Potential Events(HPE), more than half of which are near-accidents or dangerous situations andsharing at Group level of Experience Feedback on the elements resulting from theanalysis of these events, in particular those related to the 10 key rules of theGroup.

Despite the improvements witnessed in 2018, the number of fatal accidents rose in2019, mainly during loading and unloading operations, but also during work atheights and electrical work. Accordingly, the Executive Committee decided to askall entities to organise a “time out” on 3 October 2019 to discuss this situation inall teams and define local actions to improve the level of prevention. This initiativewas led by the Group’s executives but it also involved a large number of providers.

Developing a strong safety culture is key to making progress in the area ofprevention. Employees are encouraged to follow e-learning courses developed bythe Safety Academy. In 2019, 15,816 EDF employees completed a training moduleon this topic. These efforts supplemented the “Shared Vigilance” training courselaunched in 2018, which was taken by 26,476 employees in 2018 and 2019.

One of the main areas of focus in 2019 was the position of the employees ofproviders. A partnership agreement was signed with the MASE association inMay 2019, during the Preventica trade fair, to encourage providers to implement arecognised, simple and operational health and safety management system.

EDF, a company with a responsible attitude to its employees and service providers

Overall LTIR (employees and service providers)

• Target 2020: < 1.8
• 2019: 2.4
• 2018: ND
• 2017: ND

Key non-financial performance indicator (see concordance table with the non-financial performance statement in section 8.5.4). The scope and methodology of this indicator are set out in section 3.4 "Indicators and methodology". This indicator refers to key stake no. 17 "Health and safety of employees and stakeholders" described in section 3.6.2 "Description of key stakes in the materiality matrix ".

In order to have comparable data between Group entities and measure accidentrates directly related to the performance of activities, EDF uses a new “LTIR”indicator corresponding to the calculation of the frequency rate according toAnglo-Saxon standards. This indicator has been monitored since 2017 and will bedisclosed starting in 2019. The 2020 objectives of the new health and safety policyare now expressed on the basis of this new indicator (EDF LTIR below 1.4 andoverall LTIR: EDF + service providers below 1.8).

Combating absenteeism, preventing psycho-social risks and improving well-being at work

Among the crucial areas for improvement, prevention of anxiety- anddepression-related disorders, stress and musculoskeletal disorders (MSD), the threemain causes of absenteeism, are regularly targeted by prevention initiatives. Ananalysis of the annual My EDF group survey, completed by more than 75% of theGroup’s employees (see section 3.3.3.1.8: “Employees’ view: My EDF groupengagement survey”), is used to assess psycho-social risks according to thedeterminative factors of the Gollac report and identify areas of weakness and alsoareas of protection for working groups and therefore to take appropriatepreventive action.

The development of team empowerment projects should lead to a drop inabsenteeism among the employees of the teams involved (more than 500 teamsinvolved at the end of 2019), due to the positive health impacts of the improvedquality of life in the Groups and the increased levels of commitment andmeaningfulness of work.

One of the main areas of focus in 2019 was the importance of back-to-workmedical visits with occupational physicians and the organisation of back-to-workmeetings with managers to ensure a successful return to work. EDF employeeswere invited, through the employee profit-sharing agreement, to take ane-learning course to find out more about the tools available in the Company.17,886 employees took the course in 2019.

Health in the workplace and general health issues

The EDF group employs staff specialised in health at work. The Group also employsphysicians who are experts in toxicology, ergonomics, epidemiology, first aid, andradiation protection. In addition to medical monitoring of employees, thesehealthcare workers are involved in setting up primary prevention programmes andare stakeholders on all the social dialogue bodies in the field of health at work,thus reducing absenteeism and occupational illnesses. With the support of itsmedical teams and the safety officers at its entities, the EDF group is alsocommitted to public health issues such as addiction and cardiovascular riskprevention.

Health and safety in the workplace as a subject of social dialogue

In France, 2019 was marked by a far-reaching reform of social dialogue, leading tothe creation of the Social and Economic Committees, a new type of representativebody tasked to handle health and safety issues (see section 3.3.3.1.7 “A renewedsocial dialogue”).

In addition to these new bodies, which have been set up under agreements signedwithin the various Group companies in France, there are two other levels of Groupsocial dialogue on health in the workplace: i) at European level, as the actiontaken during the year is presented to the European Works Council’s health &safety workgroup, and ii) at Group level in France, as the year’s key issues andfigures are presented to the France Group Committee. A progress report on thestrategic health and safety objectives is regularly communicated to these bodies.