2022 Universal Registration Document

Soc i al , env i ronmental and soc i etal respons i b i l i ty i nformat i on 4 PROVIDING THE GROUP AND ITS EMPLOYEES WITH THE MEANS TO CARRY OUT THE TRANSFORMATIONS NECESSARY FOR ITS SUSTAINABILITY AND ATTRACTIVENESS IN LINE WITH ITS SOCIAL AND ENVIRONMENTAL RESPONSIBILITY

In 2022, Hub One also had a profit-sharing agreement, and SDA signed one in 2021. In 2022, the amount of profit-sharing recognised for all Group companies was €7.516 million (€0.17 in 2021, €5.1 million in 2020, and €16 million in 2019). For 2022, Hub One will pay profit-sharing in 2023 (matched for bonuses placed in the PEG). In 2020 and 2021, the results did not allow for the payment of a profit-sharing (€24 million in 2019 for all Group companies). In 2022, the amount for Aéroports de Paris SA is €3.7 million. All employees of Aéroports de Paris SA and the French subsidiaries received collective benefits: ◆ a social protection package, which includes complementary health insurance and a pension contract, from the same insurers; ◆ a Group savings plan (PEG) and a collective retirement savings plan (PERCOL), which offer the possibility of building up financial capital, composed of transferable securities, under advantageous conditions, which may be supplemented by the Company. The matching contribution is based, on the one hand, on payments made into the employee shareholding fund (FCPE) under the PEG, and on the other hand, on the payments made into the Group PERCOL. In this context, 85% of Aéroports de Paris SA employees are shareholders through the FCPE ADP ACTIONNARIAT SALARIÉ. For the French subsidiaries, the proportion is 92%. This FCPE represents 1.70% of the Company’s total share capital. In 2022, the total contribution (PEG and PERCOL) paid by the Company was €4.0 million (€4.7 in 2021, €8.8 in 2020, and €9 in 2019). The agreements of 20 December 2019 set out the long term conditions for contributions to these schemes through 2022. Each subsidiary has their own salary policy. The Mandatory Annual Negotiation (NAO) for Hub One was suspended in 2021, as in 2020. An overall increase of 2% was planned for 2022. A value-added sharing bonus was also paid in 2022. For Société de Développement Aéroportuaire , the NAO for 2022 resulted in a report of disagreement and a unilateral application of the measures. AIG initiated a reflection on the evolution of classifications and their comparison with local market salaries to ensure internal and external fairness, on the performance management process and employee evaluation as well as on reward mechanisms focused on performance and results. 2) Continuing to act for equality The Group’s CSR strategy, “Pioneers for trust”, is included in the 2022-2025 strategic roadmap. “Acting for equality” is one of the four ambitions of its social pillar. It is also a component of the Group’s attractiveness. Aéroports de Paris has been a member of the Corporate Diversity Charter since 2013. The framework agreement on diversity of 27 April 2017 commits to equal treatment at all stages of professional life and in all processes. In addition, the rules of procedure define a line of conduct, based on honesty, fairness and respect for people in their relationships

More generally, the Company also emphasizes the organization of work, teleworking and its compensation structure and policy. The Hub One Group is continuing its actions to attract and retain talent and develop its employer brand, with, for example, the digital integration system for employees, Work-study day, the Welcome to the Jungle recruitment platform, the co-optation bonus, and training for managers and sales representatives. TAV Airports is developing its approach and actions to recruit and retain talent in jobs in demand, particularly in the IT field. AN ORGANISATION ALLOWING EXTENSIVE REMOTE WORKING In 2016, Aéroports de Paris signed an agreement on remote working for three years. The feedback from managers and employees being very positive, a second agreement was signed on 18 November 2019, for three years, renewable for one year. After its generalization in the exceptional context of the health crisis, for all active employees whose missions were compatible, and on the basis of feedback from this experience, an amendment was signed on 13 October 2020. It allows regular teleworking, alternating between two and three-day weeks. It has been effective since 1 July 2021. Since then, 52% of eligible employees have teleworked, on average 5.3 days per month. Various types of support were offered to employees and managers in 2021 and 2022. The agreement was extended until 30 June 2023 by the amendment of 4 January 2023. A Charter on the right to disconnect was co-developed with representatives of the C2ST and distributed in 2022. An action plan is being rolled out to involve employees, whether or not they work remotely, as well as managers in this right. The French subsidiaries Hub One and ADP Ingénierie also have remote working agreements. For Hub One, an amendment to the teleworking agreement was signed in 2021, which extends it to non-managerial employees, and allows two days a week. AN OVERALL COMPENSATION POLICY THAT VALUES COMMITMENT AND CORRELATES WITH THE COMPANY’S ECONOMIC AND SOCIETAL PERFORMANCE This objective took into account the crisis situation – the measures taken to optimize labour costs are described above in “Optimisation of employment costs”. For 2022, the Mandatory Annual Negotiation (NAO) initiated in January 2022 did not result in an agreement. The memoranda of understanding of 7 and 8 July 2022 attributed a general increase of 3% at 1 July 2022, as well as measures specific to certain working groups in September and November 2022 by way of agreements. In addition, the agreement of 17 November 2022 enabled the payment of an exceptional value-sharing bonus. Employees benefit from annual advances, and managers from a variable portion based on objectives. A new profit-sharing agreement for Aéroports de Paris SA was signed on 15 June 2022 for the years 2022 to 2024. The bonus is linked to the achievement of two objectives: economic performance and customer satisfaction. The first of these objectives has been achieved; the second was not. Three CSR criteria also allow a bonus: number of days of civic engagement during working hours, completion of ethics and compliance training, and reduction of CO 2 emissions. All three have been achieved. The total amount of the incentive for 2022 is €7.5million.

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AÉROPORTS DE PAR I S / UN I VERSAL REG I STRAT I ON DOCUMENT 2022