Petzl - Impact Report 2025

Bringing every expertise

to the table

A multidisciplinary committee for analysing psycho -

social risks was created . It brings together our HR

Director , the occupational physician , the HSE team

and HR representatives . Managers may also some

times be invited . The idea is to cross perspectives

in order to better understand situations and f ind

responses suited to the different issues revealed by

the audit .

When a situation of distress appears , it is important

to understand where it comes from . Work organi

sation ? A management issue ? A medical problem ?

A personal or social diff iculty ? Because we know

that the boundary between professional and perso

nal life can sometimes be very thin . Illness , a care -

giving role , or family diff iculties can all have a direct

impact on work .

The company offers a telephone

helpline enabling those who feel the

need to speak with a psychologist ,

even when the diff iculty is not directly

related to work .

A dedicated budget is now in place ,

and an action plan will be rolled out

during the second quarter of 2026 .

It complements the actions already

undertaken over several years , such

as personal development training , a

dedicated listening line , and one - to -

one support in certain situations .

In 2025 , other forms of dialogue were introduced ,

including quarterly coffee sessions with members

of the Executive Committee , enabling employees

to speak directly with management in a more infor

mal setting . The idea remains the same : to improve

well - being and satisfaction at work , spaces for dia -

logue must be created .

Solidarity in action

Another major focus is developing solidarity so that

everyone knows they can rely on the collective A

simple principle that had to be turned into concrete

action

That is why a leave donation scheme was set up to

support employees facing exceptional situations

such as the illness of a loved one Everyone can

donate one or more days to a shared solidarity

pool The allocation is then decided by the multi

disciplinary committee And the company goes one

step further for every day donated it matches the

contribution A simple but powerful gesture

Giving meaning

Lastly , feeling good at work also means f inding

meaning in what you do . Today , many employees

expect more than a position or a salary . They want

to feel useful , aligned with their values , and part of

something that goes beyond everyday routine . It

is with this in mind that Petzl decided , at the end

of 2025 , to introduce a skills - based volunteering

programme . This initiative is part of the company ’ s

desire to implement projects that will concretely

improve its practices in the

economic , environmental

and social f ields . This pro

ject was jointly carried by

the Human Resources De -

partment , the Petzl Founda -

tion and the CSR team , with

the ambition of enabling

every employee to take

part in this societal commit

ment . The idea is that each

employee can devote two

days per year to one of the

partner associations ( one

day of leave and one day

offered by the company ) .

Two partner associations were selected :

- Tous Paysans , which contributes to small - scale

farming that respects local territories and is sup

ported by the Petzl Foundation ;

- Les Apprentis d ’ Auteuil , which supports vulne

rable young people and families towards inclusion

and independence .

Feeling useful is a powerful driver of commitment

If we can build bridges between our work and the

public interest we also strengthen the sense of be

longing and pride Élodie points out

These initiatives embody the company culture a

culture of solidarity and care for others where ca

ring becomes a driver of collective commitment

“ The idea : to

improve well - being

and satisfaction at

work . ”