Your Total Remuneration package is based on your job, your responsibilities and your performance taking into account local market conditions, internal equity and applicable legislation.
Our total remuneration principles
To attract and retain top talent, we offer base salaries slightly above market, combined with benefits packages which are well above market. Together, we believe this constitutes a highly competitive total remuneration designed to attract and retain the talents the Group needs.
To this end, we:
Establish a base salary through reliable and independent market benchmarks of equivalent or similar jobs in terms of responsibility within each country of operation
Adjust salary budgets according to what is set by each local management team, and then implement base salary adjustments according to individual performance and market movement
Review our benefits structure on a regular basis to ensure that we remain competitive
Our benefits packages
Our benefits packages are highly competitive and may include:
Medical, retirement, and other benefits plans that are country specific
Short-term incentives, or variable pay, set locally to reward performance. These incentives are usually rewarded according to the Group’s overall performance, the local entity’s results and individual performance. Our goal is to reward collective and individual performance and thereby promote cooperation and a sense of ownership for global results
Long-term incentives such as stock options. Eligibility for these options is managed at the Group level
Profit sharing, a method of remuneration used in some countries, resulting from company initiatives or following local market or legal requirements
Air Liquide stock, ownership of which can be provided through Employee Stock Purchase Plans (ESPPs). Currently, 1.6% of Air Liquide’s capital is held by employees, past and present
Apositive work environment to support well-being for all our employees
Personal development opportunities for our employees to cultivate their skills and capabilities (besides we expect our employees to change jobs every three to five years depending on performance and mobility)