Prevention of anxiety- and depression-related disorders, stress and musculoskeletal disorders (MSD), the three main causes of absenteeism, are regularly targeted by prevention initiatives.
The development of team empowerment projects also led to a significant drop in absenteeism among the employees of the teams involved, due to the positive health impacts of the improved quality of life in the groups and the increased levels of commitment and meaningfulness of work.
| 2019 | 2020 | 2021 | |
|---|---|---|---|
| Number of days of absence per employee per year | Number of days of absence per employee per year 2019 9.1 |
Number of days of absence per employee per year 2020 8.8 |
Number of days of absence per employee per year 2021 9 |
The EDF group employs personnel who specialise in occupational health, as well as doctors who are experts in environmental health and public health. In addition to medical monitoring of employees, these healthcare workers are involved in setting up primary prevention programmes and are stakeholders on all the social dialogue bodies in the field of health at work.
The EDF group is also committed to public health issues such as addiction and cardiovascular risk prevention.
| Worktime | For companies based in France, the duration of the working week is 35 hours, with shifts spanning a minimum of 5 days. In order to meet the needs relating to each company’s business and particularly to ensure continuous operation, the Group’s employees may be required to provide a continuous service or be on call outside of regular working hours. These arrangements are according to the changing circumstances at each company, legislation and new authorised work organisation practices. |
|---|---|
| Fixed numbers of working days | By implementing forfaits jours agreements (which provide managers a fixed number of working days and have proved overwhelmingly popular among them) in most of the Group’s companies, the Group has sought to modernise how working hours are structured in order to promote agility and employee empowerment. |
The pandemic has accelerated the evolution of our methods for organising work, with a significant impact in terms of simplification, empowerment, and performance. The main changes were as follows:
| TAMA Agreement for EDF | For EDF, a Travailler Autrement, Manager Autrement ("Work Differntly, Manage Differently") agreement was signed on 15 November 2021. This global agreement includes a process of team empowerment, new working methods (updating the consistent framework for teleworking, new options for flexible working hours, working directly on-site) and will be implemented through the co-construction of a team project to determine how the team’s operations will change. |
|---|---|
| Telework agreements at Group companies | The practice of teleworking has massively expanded, leading several Group companies to introduce or review their telework agreements (Enedis, EDF Renewables, Electricité de Strasbourg, Framatome, etc.) or develop such arrangements (Luminus, EDF UK, etc.) |
| Digitalisation and collaborative tools | Significant digitalisation and automation of certain tasks and massive development of the use of remote collaborative tools (electronic signatures, Microsoft Teams, etc.). |
The Group’s employee benefits policy is based on three main principles: a principle of responsibility, a principle of balance between competitiveness and sustainability, and a principle of appropriation by beneficiaries.
| EGI (Electricity and Gas industry) Status | In France, the majority of the Group’s workforce are employed by companies descended from “historic operators” (EDF, Enedis (1), PEI) which have electricity and gas industry or “EGI” status. This status carries an entitlement to special social security schemes, including special sickness, disability and pension schemes. If employees with EGI status are unfit for work (sickness/maternity/disability), they thus benefit from a customised level of cover. In terms of healthcare costs, in addition to the basic scheme, their special scheme includes an additional mandatory part, which also covers retired employees. Employees with EGI status and EGI pensioners have access to centralised social activities, financed by the companies in the professional branch and managed independently by the unions. In addition to these schemes, there is a benefit in kind historically based on a company decision which covers gas and electricity supplied by historic operators to employees and which is maintained for retired employees. |
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(1) A distribution operator managed in accordance with the rules of managerial independence.
