Universal Registration Document 2024

RISK FACTORS AND INTERNAL CONTROL 2 RISK FACTORS

1 – D: RISKS RELATED TO THE SOCIAL MODEL With the recovery of activity, combined with strong quality requirements, and in a context of tension on the job market, the Company must adapt its resources and support the transformations in order to be able to project itself over the medium term. Criticality ++ Change in 2024 è Detailed description of the risk factor

Potential effects for the Group u Difficulties performing Group functions/ tasks u Unsatisfactory quality of service u Social climate Interconnected risks u Risks related to the economic trajectory u Safety and security risks u Risks related to the management of major projects

Given the strong tension in the labour market, Groupe ADP must be vigilant about attraction and the retention of key skills (particularly in the areas of operations, maintenance and engineering/operation of airport processes) required to develop its activities. The risk is particularly acute for Aéroports de Paris SA, which is facing the departure of 40 to 50% of its workforce over the next 10 to 12 years. This requires a renewal of skills in order to have the necessary resources in the medium and long term. Other companies are also under pressure to find the skills they need, particularly in certain sectors. In a social context of high workload, there is a risk of blocking social dialogue and of labour disputes on the part of Groupe ADP employees, as well as a risk of demotivation or disengagement of employees. Lastly, the risks of harm to personal integrity are subject to particular vigilance, both for technical risks (occupational accidents) and psychosocial risks.

MAIN RISK MANAGEMENT SYSTEMS Following discussions and joint work at the CSRD HR seminar held in June 2024, which brought together all the Group's HR entities, the 2025-2029 Group-wide HR roadmap was approved by the management bodies. It gives concrete expression to the commitments and policies that meet the need to share and steer common HR guidelines, as well as the obligations of the CSRD directive. It is therefore based on the following fundamental principles for the Group and all its employees: u protection, in particular workplace safety, fostering a shared culture of prevention; u development: training, mobility, top management; u equal treatment: gender equality, inclusion. Charters will be adopted for each area. Groupe ADP continues the adaptation of its resources for the implementation of its strategic orientations, by defining the necessary skills and by the corresponding recruitment. For Aéroports de Paris SA, implementation of the 2022-2025 employment and career path management agreement (GEPP), signed unanimously on 14 April 2022 by the representative trade unions, structures employment, recruitment and the training policy. This risk management system is based on a business line reference framework and mapping, updated in 2024, with priority focuses on critical business lines and emphasis on skills development. Specific talent pools are being created for international development. The other Group entities implement similar systems. The policies and action plans are set out in chapter 4 of this Document: Sustainability Report – ESRS S1: own workforce in the Sustainability Report chapter: Securing and enhancing the appeal of jobs and skills.

In addition, the Group continued social dialogue in 2024. For Aéroports de Paris SA, it resulted in the signing of six collective agreements with trade unions, including an agreement as part of the Mandatory Annual Negotiation, relating to compensation. Agreements were also signed in the French subsidiaries. Internationally, social dialogue is conducted in line with the organisations according to the rules specific to each country. These points are set out in chapter 4 on the CSRD of this Universal Registration Document: Sustainability Report – ESRS S1: own workforce – in the Sustainability Report: Social dialogue. Groupe ADP also has an active policy against infringements of personal integrity. In line with the Group HR roadmap, Groupe ADP is committed to promoting a shared culture of prevention based on the exemplary behaviour and vigilance of all stakeholders. Training and awareness-raising initiatives have been implemented, with the adoption of a comprehensive Group charter, "Golden Rules", and the creation of a body specifically for sharing best practices. For Aéroports de Paris SA, the multi-year risk prevention plan promotes the development of a shared safety culture, driven by the Chairman and CEO and for all managers. A psychosocial risk prevention plan has been rolled out and an internal social monitoring network is run on an ongoing basis. The ADP SA Quality of Life and Working Conditions Survey was carried out at the end of 2022 and its findings were shared within the organisation from March 2023. This resulted in cross-functional action plans for the Company and for each department. The Group’s companies deploy their systems both for French subsidiaries and internationally.

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UNIVERSAL REGISTRATION DOCUMENT 2024 w AÉROPORTS DE PARIS