Health, safety and Objectives MeanResultss / FR SP DE IR PT NL CH GROUP well-being at workRaise awareness among100% of managementPERCENTAGE OF MANAGERS AWARE OF THE INITIATIVE QUALITY OF LIFE AT WORK QWL positions about the M 100.0% 100.0% 100.0% 100.0% 100.0% 83.0% 100.0% 99.9% qualityof work life (QWL) vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 approach. 0.0 pts 0.0 pts 100.0 pts ND 100.0 pts -17.0 pts 100.0 pts 9.7 pts Why are we doing this? Reduce the number of 735 403 5 3 8 0 0 1,154 workplace accidents M related to handling and vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 carrying loads (base 2022). -135 32 -1 ND 2 0 -25 -127 Care professions require a high level of commitment, especially when they involve elderly people who are often physically and psychologically impaired. PERCENTAGE OF MANAGERS TRAINED IN PSYCHOSOCIAL RISK PREVENTION The demands are high and require many qualities: Equip and train managers in the prevention of M 78.8 % 94.2% 55.8% 54.5% 100.0% 100.0% 67.8% 85.5% attention, empathy, listening skills, patience, etc. psychosocial risks. vs20231 vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 These demands can have an impact on the physical 0.0 pts 40.3 pts -3.8 pts ND 9.5 pts 30.0 pts 17.8 pts 23.0 pts and mental health of our employees. As a responsible employer, aware that the value of our services depends on the quality of the services provided by our teams, we are committed to At 31/12 FR SP DE IR PT NL CH GROUP continuously improving the quality of life and working conditions within our facilities. Severallevers 51,4 46,1 6,2 12,7 45,2 1,8 18,9 44,5 in this area have been identified and implemented. Frequency rate vs 20232 vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 vs 20232 vs 2023 -12,6 1,1 -3,7 -0,1 12,3 ND -23,4 -4,3 5,5 2,3 1,5 2,1 0,9 0,2 0,2 3,4 Severity rate vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 0,0 0,8 1,1 2,0 -0,1 ND 0,1 0,7 Our 2026 objectives, our 2024 results 14.1% 15.5% 17.0% 9.3% 10.0% 14.0 % 14.1% 14.8% Absenteeism rate vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 0.3 pts 1.9 pts -1.5 pts ND 0.6 pts 3.7 pts -3.9 pts 1.4 pts The implementation of these measures is coupled with monitoring of key performance indicators such as the frequency and severity of workplace accidents, absenteeism and the average length of service of our teams.Average length of service of 6,1 8,0 3,7 3,7 3,6 2,6 3,5 6,8 permanent employees vs 20231 vs 20231 vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 vs 2023 Subject to multiple factors, these data are not directly and visibly impacted by the projects implemented 0,8 -0,4 0,3 0,6 0,5 -1,2 0,3 -0,2 described above, but they nevertheless enable us to monitor trends related to health, safety and well-being at work. 33.1% 19.3% 39.5% 29.6% 57.6% 45.9 % 54.8% 27.5% Staff turnover vs 2023 vs20231 vs20231 vs20233 vs20234 vs 2023 vs 2023 vs 2023 1.3 pts 2.1 pts -4.2 pts -16.0 pts 20.6 pts 34.2 pts -8.1 pts -0.3 pts 1. The 2023 data for France has been corrected. 2. Reduction in the frequency rate in France due to a decrease in the number of absences following workplace accidents in nursing homes and an improvement in the quality of data for home care. Reduction in the frequency rate in Chile due to a decrease in the number of absences following workplace accidents. 3. I n Ireland, reduction in the turnover rate in 2024 linked to an increase in the employee engagement rate and also to recruitment restrictions in public hospitals. 4. I n Portugal and the Netherlands, increase in the turnover rate due in particular to new openings (recruitment and stabilisation of teams in new establishments opened or ramping up in 2024: Leira, Lisbon and Amersfoort). 64 65 4202 TROPER YTILIBANIATSUSSEGNELLAHC LAICOS DNA LATEICOS RUO