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ManpowerGroup: Global QMR Q4 2023 | 11 Strategic Update on EMEA Eastern Europe Western Europe • Poland has the highest level of employment of Ukrainian refugees among 12 countries according to the Organisation for Economic Co-operation and Development (OECD). In Poland, the country that cumulatively took in the second-largest number of Ukrainians, 65% of working-age refugees were employed. The United Kingdom (61%) was second and Sweden (56%) third. Poland, one of Europe's fastest ageing countries, has been facing increasingly acute labor shortages, especially in industries such as construction and transport. According to the state Social Insurance Institution (ZUS), in order to maintain its current ratio of working-age population to retirees, Poland would need to attract almost two million immigrant workers over the next decade. • The Czech government approved a 1,600 crown ($70.47) or 9.2% increase in the monthly gross minimum wage to 18,900 crowns from January 2024. The increase is aimed to partially catch up with inflation which soared over the past two years. The extent of wage growth at a time of economic contraction and low unemployment has been a key factor for the central bank in its monetary policy deliberations. The minimum wage is only earned by about 118,000 Czechs among the roughly 5.2 million working population, but it serves as a benchmark for guaranteed wages in some professions, and a general indicator. Unions had demanded a 2,200 crown increase while employers had said a 1,000 rise was acceptable. • The United Kingdom made a number of announcement aimed at restricting work migration from Spring 2024. These include increasing the minimum salary requirements under the skilled worker route, removing the salary discount for jobs on the shortage occupation list, and increasing the financial thresholds for family applications. Employers utilizing these programs are likely to face increased costs as a result and should revisit their policies and practices in this area to prepare for the changes. • France's labor law has traditionally provided that absences due to non- occupational illness are not taken into account when determining the amount of paid leave accrued, as they do not constitute a period of actual work. Periods of absence due to an occupational accident or illness lasting more than one uninterrupted year are not taken into account either. In broad terms, one does not accrue holiday while off sick unless it is work-related, and even then, for one year only. Where paid leave has not been granted by the employer, the employee's claim is usually limited to a maximum of 3 years back in time. However the French High Court has issued several decisions upholding the primacy of European Union law. Employees whose employment contract is suspended due to illness, whether occupational in cause or not, continue to accrue paid leave rights for the period of absence; for employees suffering an occupational accident or illness, the accrual of paid leave is no longer limited to the first year of absence; the 3 year limitation period for paid leave compensation only begins to run if the employer has taken the necessary measures to enable the employee to effectively exercise his paid leave rights. ManpowerGroup: Global QMR Q3 2023 | 11