546 2019 Universal registration document and annual financial report - BNP PARIBAS

7 a Committed Bank: information ConCerninG the eConomiC, soCial, CiviC and environmental resPonsiBility of BnP PariBas

7

Our social responsibility: developing and engaging our people responsibly

In addition, BNP Paribas SA and almost all of the Group s entities in France have established an incentive agreement specific to their business. By year end 2019 97.17% of employees were covered by an incentive agreement. In 2019, EUR 124 million will be allocated to approximately 44,881 beneficiaries of BNP Paribas SA (compared with EUR 117 million for 45,746 beneficiaries in 2018). The amounts to be paid for 2019 with respect to the incentive agreements put in place in the subsidiaries will be known at the end of the first quarter of 2020.

Social benefits relating to retirement and savings

Employees can benefit from defined contribution pension plans as explained in Chapter 4 Financial Statements Salaries and employee benefits. Turning to savings, collective profit-sharing schemes may also be put in place to align employees interests with collective performance.

In France, the Group supports employees voluntary saving efforts with an employer s contribution to savings and retirement plans, totalling EUR 62 million in 2019 (EUR 71 million in 2018).

For BNP Paribas SA, the incentive agreement signed for a three-year period in 2019 has three components, with one relating to CSR based on paper consumption per employee, with a target already met in 2019. In keeping with the government scheme, BNP Paribas SA decided in December 2019 to pay a one-off EUR 450 bonus to all employees earning total compensation of less than three times the minimum wage in France (the SMIC), for a total amount of around EUR 10 million.

At the end of 2019, the percentage of the share capital held directly or indirectly by Group employees was estimated at 3.61% (3.52% at end 2018)(1).

At BNP Paribas Fortis in Belgium, part of the variable compensation known as collective compensation is linked to CSR Goals such as customer satisfaction, promoting diversity, improvement of well- being in the workplace, risk awareness and compliance and the reduction of the Bank s negative impact on the environment. The 2019 objectives were met, and a total of EUR 23.1 million was paid to all employees.

In 2019, under the Cafétéria plan at BNP Paribas Fortis in Belgium, two new options allowed certain categories of employees to elect to create additional retirement savings by converting a portion of their variable and/or fixed compensation into two special pension plans.

In Luxembourg, the Bank paid non-managerial employees an incentive premium with respect to 2018, which amounted to nearly EUR 3.7 million.

FOCUS ON PEOPLE

Working conditions

In the past few years, as part of a consensus approach involving employees, employee representative bodies, and occupational health services, BNP Paribas has successfully updated its office environments and incorporated Flex Offices, with an option to work remotely. In France, at the end of 2019, more than 14,000 employees were working in Flex Offices, and 11,000 opted to work remotely on a regular basis.

Health and safety conditions at work

The Global agreement states that every Group business/country must establish a healthcare plan for its entity for all employees that covers health expenses (medicines, medical consultations, hospitalisation, etc.). In accordance with its regulatory environment, each business/country determines what coverage is provided, the specific applicability conditions and the terms of financing. These provisions must be in place by the expiry date of the Global agreement (i.e. 1 June 2021) with the goal of bringing the deployment of these measures forward to 31 December 2020.

The Group has an international partnership with Europ Assistance on health and safety, to provide support to employees on business or personal trips. Should a traumatic incident occur (such as a terrorist attack or an earthquake) in any country, Europ Assistance will provide 24/7 telephone support.

The European agreement on preventing stress in the workplace, signed in January 2017, outlines the principles and common framework to implement (information, awareness-raising, evaluation, training, support, communication). In addition, almost all of the Group s entities have initiatives and awareness-raising programmes on the themes of health and safety at work.

The Group signed the Cancer and Employment Charter, intended to improve employee support and care and to help them return to work, reorganising workstations where necessary.

Prevention of occupational risks

In 61 countries (92% of the Social Reporting Headcount), entities have taken steps to improve the work environment, prevent occupational risks or musculoskeletal disorders and offer advice on ergonomics. In France, all employees are monitored by an occupational health service: either an autonomous health service (16 physicians, 34 nurses for two-thirds of employees) or externally by inter-company services, and they can receive social services assistance (around 40 social workers).

Prevention of psycho-social risks

In almost all our locations, training courses on psychosocial risks and the prevention of work-related stress geared to managers or available to all employees have been stepped up. Listening sessions for employees are also widely available, internally or externally, by telephone or face- to-face.

The Greenworking annual measurement tool on quality of life at work and stress, which is sent to all employees online, has had a 60% response rate ever since it was introduced in 2017. Employees in difficulty can also take advantage of the 24/7 Care line and can make an appointment

(1) Employee savings scheme only.