Employee pay at Decathlon

Employee pay reflects our company’s global economic strategies whilst being pegged in line with local markets.

There are three key values underpinning Decathlon’s pay policy:
Transparency: the manager explains the pay package to their employee, and all information pertaining to salary, etc. is made available (different tools depending on the country)
Fairness: we aim to pay each employee fairly, in keeping with their performance and development potential
Consistency: our pay policy is in line with the company’s strategic priorities, managerial model and external competitiveness.

Key figures
Definition
« Employee shareholders »

In some countries, an employee shareholding scheme is in operation, to share the value created by the business with its employees. For these people, this represents an opportunity to play a different role in Decathlon’s adventure, by developing a sense of belonging as well as establishing an asset.

Employee pay at Decathlon

Employee pay reflects our company’s global economic strategies whilst being pegged in line with local markets.

There are three key values underpinning Decathlon’s pay policy:
Transparency: the manager explains the pay package to their employee, and all information pertaining to salary, etc. is made available (different tools depending on the country)
Fairness: we aim to pay each employee fairly, in keeping with their performance and development potential
Consistency: our pay policy is in line with the company’s strategic priorities, managerial model and external competitiveness.

Focus
« Personal pay statement »

To make pay packages clearer and easier to understand, Decathlon provides employees in certain countries with a personal pay statement (BSI). This tool is designed to stipulate an employee’s exact annual overall salary, taking into account all the various components (fixed, variable, company benefits, etc.) . This statement is available in 13 of Decathlon’s 22 production countries.