The Group pays particular attention to employee engagement. In 2018, a survey to measure employee engagement globally was launched. A new survey was carried out in 2021, which achieved a very strong response rate of 91%, up 6 points compared to the first survey. At the end of the survey, each Group subsidiary organized feedback for its employees. Action plans were also put in place and are included in several local HR strategies around employee engagement.

Recognition at the local level

Again this year, the Mexican subsidiary was recognized as a company committed to health, earning the Empresa Saludablemente Responsable label. Delivered by the council of Workplace Well-being, this award placed Edenred at a growth level of 2.0. This category highlights the initiatives developed by the Company to support the well-being of its employees.

Promoting a satisfactory work-life balance

Edenred is committed to developing a positive work-life balance through a number of initiatives that vary by country, including:

  • part-time work, which is encouraged in Austria (especially for employees with young children) and in Slovakia;
  • concierge services that can handle certain private tasks for employees during their working hours to save them time;
  • benefits to promote employee well-being, such as gym and dance classes, healthy eating and balanced diet workshops, availability of fruit baskets and other healthy snacks especially in Belgium, Portugal, Mexico, Colombia, India and Germany;
  • support for parents at the birth of a child, with new baby bonuses in Austria and the Future Mom program in Brazil;
  • for childcare, with:
    • the distribution of Edenred childcare solutions to employees (such as Childcare Vouchers in the United Kingdom, Ticket Junior in the Czech Republic and Ticket CESU in France, as well as Euroticket Creche and Euroticket Estudante in Portugal),
    • offices designed with an area to welcome employees’ children when they are ill or need temporary childcare (Mexico and Germany),
    • a Moms and Dads program in Italy to support women returning from maternity leave and expert help in identifying the most appropriate childcare solution. Key progress indicators

Calculation method

Edenred’s progress on this commitment will be measured annually based on two indicators:

  • the percentage of employees who attended at least one training course during the year. The figure represents a five-year average;
  • the percentage of women in the Group’s management bodies. The following categories are concerned:
  1. the Extended Group Executive Committee (E-GEC), which brings together the Group’s Executive Committee, the regional directors and the General Managers (GMs) of the main subsidiaries,
  2. the General Managers (GMs) of the subsidiaries,
  3. the Country and Region Management Committees,
  4. the executive teams at corporate headquarters reporting directly to a member of the Group Executive Committee.


Performance monitoring

In 2021, 85% of employees had taken one training course on average over the previous five years, thereby exceeding the target of 80% by 2022. The Group continues to work on maintaining or surpassing the target of 85% by 2030 and 100% in terms of CSR training by 2025.

Women accounted for 34% of the members of the Group’s management bodies in 2021, up 5 points on 2020. The target for this year has been exceeded by 4 points. The Group is aiming for 40% by 2030. Key figures

Human Resources data at December 31, 2021

At December 31, 2021, Edenred employed 9,161 people in its host countries around the world, representing an increase of 3.7% from December 31, 2020. The rise is attributable to our continued business development, with the larger workforce also reflecting Edenred’s growth, including via acquisitions.

Workforce by region

The diversity of geographical locations reflects the Group’s internationalization – 85% of employees worked outside France at the end of 2021.