The EDF group does not tolerate any form of harassment or violence, whether within or outside the workplace, relating to the working relationships established in the workplace. The Group is committed to preventing and protecting its employees from all forms of harassment, sexism and violence in the workplace.
The EDF group is against all types of forced labour, as defined in the ILO fundamental conventions as well as any form of human trafficking. In particular, for the projects and operations implemented by the Group, it ensures that all employees have given their free, informed consent for the performance of all their duties. In particular, the EDF group ensures that its intermediaries and recruitment agencies do not use any practices that could result in forced labour. The Group is committed to protecting the free movement of workers and, in particular, will not confiscate the travel documents, identity papers or any other personal belongings of workers in any circumstances whatsoever.
The EDF group is against all types of child labour, as defined in the ILO fundamental conventions. The Group commits to not employ anyone under the age of 15 (subject to the exceptions set out in ILO Convention 138) or anyone under the age of 18 for work considered dangerous as provided for in the ILO convention.
The EDF group upholds an individual’s right to freedom of association and the right to collective bargaining as defined by the ILO. The Group recognises that all employees are free to form and/or join the workers’ organisation of their choice and will not interfere with that right.
In accordance with the Group’s Global Framework Agreement on Corporate Social Responsibility, EDF is committed to respecting and protecting the autonomy and independence of trade unions, in compliance with applicable laws and regulations. It aims to guarantee the effective exercise of trade union rights and recognises the representative trade union organisations in the Company as contact people and partners. The EDF group respects strict neutrality as to whether or not its employees choose to belong to a trade union, and if so, which trade union they wish to be represented by. Employees are not discriminated against because of their union membership and/or activities. Facilities are granted to employee representatives in order to carry out their duties. In particular, EDF provides for a number of hours dedicated to the exercise of trade union functions and mandates, as well as a supervised training programme for employees exercising representative and/or trade union mandates. The EDF group will not tolerate any intimidation, harassment, sanction or discrimination against an employee due to union activities and does not discourage employees from joining the organisations of their choice. The Group respects the right to collective bargaining and the role of workers’ organisations in the collective bargaining process.
The EDF group complies with the ILO standards and all applicable laws and regulations governing working time, based on the following principles, subject to the exceptions approved by the ILO: regular working weeks should not exceed 48 hours; working weeks are limited to 60 hours, including overtime; workers should have at least one day off for every seven days worked, except in emergencies or unusual situations; workers should have at least three weeks of paid leave for a full year of service; workers are entitled to at least 14 weeks of maternity leave.
The EDF group strives to comply with the ILO standards on pay, working conditions and benefits. The Group is committed to paying a living wage, covering the basic needs of its employees and their families, and to providing adequate social security cover for all its employees. When employee accommodation is provided by the Company, the EDF group ensures that decent housing or accommodation is provided in compliance with the ILO standards.
In 2018, EDF and two global trade union federations (IndustriAll and PSI) along with 15 trade union organisations representing EDF group employees signed a global framework agreement on the Group’s social responsibility, later extended for two years on 29 November 2021. This agreement automatically applies to all the Group’s employees, warranties the right to collective bargaining and effectively reflects its commitment to “make upholding human rights a prerequisite to all its business activities, and not to tolerate any violation of these rights whatsoever, whether during the course of its business, or by its suppliers, subcontractors and partners”. It confirms that, in the event of conflicting standards with applicable laws in countries in which it operates, the EDF group undertakes to apply the most protective human rights provisions while complying with the national laws. All controlled subsidiaries of the EDF group have now been informed of the agreement and are developing a social progress action plans.
The EDF group is committed to protecting the rights of the local communities affected by its operations and arranging, systematically and worldwide, transparent, debated discussions and consultations for each new project relating to a facility drawing on a budget of more than €50 million and having a significant impact on the territories or the environment.
The Group recognises the role of human rights and environmental defenders from all walks of life, both among its suppliers and in civil society. It is committed to protecting the exercise of their rights and ensures that it identifies the risks to human rights and environmental activists caused by its business operations and allows them to speak freely about its operations.
The EDF group identifies, for each project, the potential impact on the health, living conditions and environment of local communities, with reference to the performance standards of the International Finance Corporation (World Bank Group) and proposes suitable measures.
EDF is committed to respecting the specific characteristics and rights of indigenous peoples as defined in the UN Declaration on the Rights of Indigenous Peoples (UNDRIP) and ILO Convention 169, which provides, in particular, that “indigenous peoples shall not be forcibly removed from their lands or territories. No relocation shall take place without the free, prior and informed consent of the indigenous peoples concerned and after agreement on just and fair compensation”.
EDF is aware of the unique issues facing indigenous peoples and is committed to following the best international standards in this area and, more specifically, the UNDRIP (United Nations Declaration on the Rights of Indigenous Peoples), ILO Convention 169 and World Bank standards. In particular, EDF recognises the criteria for characterising indigenous peoples included in these standards, including historical and geographic “pre-existence,” “cultural distinctiveness,” “self- identification,” and “non-dominance.” EDF upholds the individual and collective rights of indigenous peoples and communities, including their right to self- determination, their right to land, territories and resources, and their right to FPIC (Free Prior and Informed Consent) in its projects and activities, as defined by ILO Convention 169.
Whenever its operations threaten or affect the livelihood of a community, the Group implements compensation and/or restoration measures for their livelihood matching or exceeding the level prior to its operations.
The EDF group is committed to respecting and protecting or safeguarding, in agreement with the populations concerned, any expressions of their culture, religion or heritage present on the land used for its operations.
In terms of the use of security forces, the Group is committed to protecting the safety of its employees and sites in strict compliance with human rights, including those of local communities, and only authorises the use of force for preventive or defensive purposes in a manner proportionate to the nature and severity of the threat.
