Orano - Annual Activity Report 2025 203 SUSTAINABILITY STATEMENT 4 Social and societal information In France, which represents more than 80% of group employees, changes in fixed and variable compensation, governed by branch agreements and collective agreements, are negotiated each year with the labor unions. In 2025, the negotiated wage budget in France (excluding promotions and mobility) amounted to 2.64% of the total payroll, as determined during the mandatory annual negotiations (NAO). Most of Orano’s activities are governed by the new national collective agreement for metallurgy. By offering a common frame of reference, it facilitates understanding of career paths and career development in the business units in France. Variable compensation linked to individual performance The rate of variable compensation is determined according to the level of responsibility of the position held. The variable component is both individually and collectively based. The latter varies according to the level of responsibility of the position held, in line with the impact of the position on the organization. In this way, the collective portion increases with the level of responsibility. The criteria making up the collective portion are consistent with the financial results and objectives related to the commitment policy (CSR). Similarly, the rules for allocating and calculating variable compensation are gradually being harmonized between the various global entities, while being indexed to local market practices (particularly in terms of rates). Note that in the United States, the variable compensation takes several forms: ● Short-Term Incentives (STI), equivalent to the variable portion tied to individual performance; ● Long-Term Incentives (LTI), Multi-year Executive Talent Retention Program. Variable compensation linked to collective performance For all of the group’s French subsidiaries, the incentive agreements were renegotiated in 2024 for a three-year period covering 20252027. From 2025, the target incentive rates are 8% to 9% for all companies. It should be noted that in the United States, the All Employee Incentive Plan (AEIP), which includes all employees not covered by the two STI and LTI variable components, is the equivalent of profit sharing in France. In terms of employee savings, Orano offers a range of seven company mutual funds (FCPE) with different risk profiles, from the most stable to the most dynamic. The Orano savings plan is subject to an agreement negotiated with the representative labor unions and is managed jointly. Orano has deployed ESG (Environment Social Governance) filters for certain funds, requiring managers to invest in responsible organizations from an environmental, social or ethical governance standpoint. Several schemes are available to employees to manage the end of their career and prepare for retirement. Working hours adapted to local conditions With regard to working time, different work arrangements exist within the group’s activities in France. They all include an annual average of 35 hours per week or less, depending on the organization. In the United Kingdom, full-time employees work an average of 37 hours per week. Overtime hours worked at the request of management may be paid or recovered. Orano authorizes teleworking under certain conditions. In Kazakhstan and Canada, head office activities are 40 hours, five days a week. At the mining sites, all employees work in shifts of two weeks of full-time work of 11 hours per day, followed by two weeks of rest. In addition, in Canada, senior management benefit from a “Flex” shift system, over seven days (four days on site and three days at home), characterized by the flexibility of the days concerned according to operational priorities. Towards the implementation of a global social protection base. In all countries where the group operates, Orano has health and personal risk insurance policies. In 2025, Orano has committed to implementing a base level of social protection for all employees and countries by 2030. This base covers the implementation of: ● supra-legal provisions for health insurance and personal protection contracts in all countries; ● minimum maternity and paternity leave for the entire group; and ● a minimum death benefit. At the end of 2025, 91% of our employees were covered by this base social protection. At the end of 2024, Orano reaffirmed its commitment to the fight against cancer by signing the “Working With Cancer” Charter. This signature is part of the group’s desire to roll out support and prevention actions for all employees in the countries where the group operates. As part of this Charter, Orano aims to strengthen its prevention and support measures for employees facing cancer. In 2025, several actions were rolled out to strengthen support for employees faced with the disease, in particular: ● “Work and Cancer” webinars for managers, HR and employees for all countries; ● additional measures under the new QLWC agreement and our health and life insurance schemes in France. In 2026, Orano is continuing to roll out actions to support employees facing the disease. Renewed working environments for teams For several years, the group has invested in new work premises, taking into account environmental performance issues and changes in working practices. It also invests in the renovation of existing buildings. These actions directly contribute to an IRO detailed in Section 4.3.1.1.
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