Social responsibility


Management’s priority has been to promote social dialogue by listening to employees and their representatives. This policy of accountability towards employees is a real issue for the health of the company. Respecting and listening to employees and their representatives helps to establish and maintain a climate of trust.

This desire is supported by a coherent, dynamic social policy, with the signing of 11 social agreements in 2019.

As one example, LFB strives to both integrate young people through work/study programmes (apprenticeship and professional training) and retain seniors in the workforce.

The group offers more than 350 different professions, and internal mobility is a source of fulfilment, performance and commitment.

LFB actively monitors its human resources needs, and in particular has implemented Forecasting Management of Jobs and Skills, for increased consistency and overall transparency.


Disability should no longer be seen as an obstacle to the expression of individual skills and talents. In 2017, LFB’s rate of employment of people with disabilities in France rose to 5.58%, compared to 2.72% when this policy was first implemented in 2012.

LFB has also put in place significant resources for employees with disabilities and has focused on improving the professional day-to-day life of disabled employees. LFB is a proud partner of the organisation HandiEm, which provides employees with technical assistance and improvements of their workstation. LFB also offers the CESU Handicap PASS (LFB’s Universal Employment Services Cheque) for its disabled employees in order to simplify and improve their daily lives by facilitating contact with service providers specialising in disabilities. Individuals with recognition as “disabled workers” (RQTH) have been hired in all sectors of LFB, and a bonus of € 700 was paid to any employee who declares a disability.  LFB counted 107 RQTH beneficiaries in its workforce in 2019.


The law of 9 May 2014* authorises any French employee to donate one or more days off for a parent with a seriously ill child. LFB’s management team has decided to extend this system to employees with a seriously ill spouse.

In 2017, the LFB HR department set up a Solidarity Savings Account (CES) to which any employee who wishes can donate a day off or reduced work time day off (RTT) (within the limit of 5 working days/year), on a voluntary, anonymous basis, without compensation.  The continuation of this campaign of “Donation of days off between employees”, allows “any employee who cares for a child under 20 years old or a spouse with a serious illness, a disability or was the victim of a particularly serious accident requiring sustained presence and compulsory care” to benefit from days off donated with LFB. The Donation of days off allows employees to voluntarily hand over part of their earned vacation days to another employee with a dependent child under 20 years of age who is seriously ill, disabled or was the victim of a particularly serious accident. The number of days collected as part of this programme was 84 in 2017 and 78 in 2018.
* LAW No. 2014-459 of 9 May 2014 authorising the donation of days off to a parent of a seriously ill child.


The values of the LFB Group and its commitments in terms of social responsibility testify to its attachment to the principle of professional equality between women and men. Valuing professional equality between women and men is recognising the fundamental challenge of having a mix of talents, which is a factor of social balance and economic efficiency for the company.

Gender equality in the workforce at LFB remained stable (2022: F = 47% and M = 53%).

In 2022, LFB was awarded a score of 97/100 in the Gender Equality Index, which reflects the effective policy carried out in terms of gender equality. The calculation of this index does not include the composition of LFB’s Executive Committee. LFB is particularly proud to follow best governance practices in terms of gender equality.