Use a custom report to build your social report from your Reflect data. The example below suggests a structure for analyzing headcount, staff movements, absenteeism and compensation.

Create your custom report

To create, configure and edit your custom report, follow the Personalized report guide.

Edit your Social Report

The links below open examples with a preset period. Adjust the period, filters and dimensions to your social report. The indicators you can use depend on your available data and access rights.

Example - Structure of your custom report

Structure your analysis into thematic sections :

Report section	Objective
Section 1 : Workforce and Demographic Structure	Analyze the state of the workforce as of date (End-of-period headcount)
Section 2 : Staff Movements and Stability	Measure movements and retention
Section 3 : Workplace Health and Working Conditions	Measure workload and absenteeism.
Section 4 : Compensation and Cost	Assess the wage bill and pay equity.

Section 1 : Workforce and Demographic Structure

Subsection	Expected Key Tables/Indicators	Strategic Objective
1.1. Overall Workforce Status	End-of-period headcount End-of-period headcount by month	Know the actual size of the organization.
	End-of-period FTE End-of-period FTE by month	Measure theoretical work capacity.
	Breakdown by Contract Type (Permanent, Fixed-term, Apprenticeship)	Assess job precariousness and flexibility.
1.2. Age Pyramid and Seniority	Workforce distribution by Age Range	Anticipate retirements.
	Average Seniority (in years) Average Seniority by age range	Measure company maturity and internal expertise.
1.3. Socio-Professional Distribution	Distribution by Gender (F/M) by Professional category	Basis for the Gender Equality Index (F/M) and career monitoring.
	Workforce distribution by Entity by Department	Map the workforce according to the internal organization.

Section 2 : Staff Movements and Stability

Subsection	Expected Key Tables/Indicators	Strategic Objective
2.1. Arrivals	Number of Arrivals per month	Measure recruitment intensity.
	Breakdown of Arrivals by Contract Type by professional category	Characterize the recruited population.
	Trial period non-conversion rate by month	Measure the effectiveness of the recruitment process.
2.2. Departures	Number of Departures over the period (by Reason)	Identify reasons for departures (resignation, end of fixed-term contract, dismissal, retirement).
	Attrition rate per month OR Attrition rate per quarter	Key indicator of instability and replacement costs.
2.3. Internal mobility	Vertical mobility (Promotions) per quarter Horizontal mobility by department	Assess career dynamics and engagement.
	Promotion rate over the period by department	Measure the speed of career progression.

Understanding the trial period non-conversion rate

The Trial period non-conversion rate measures the share of departures during probation among trial periods with an outcome in the selected period: termination or conversion. A converted trial period is a completed trial period where the employee remains in the workforce.

For example, during one quarter, 2 employees leave during their trial period and 8 complete it while remaining with the company. The rate is 20%.

The calculation uses outcomes recorded during the period, including employees who joined earlier. Ongoing trial periods are excluded.

Trial period non-conversion rate: formula and legend from the new Reflect modal, in English

To read the definition in Reflect, open the Data query builder with this measure, click its name under Measures, then click its information button.

Section 3 : Workplace Health and Working Conditions

This section provides data on workload and the social climate.

Subsection	Expected Key Tables/Indicators	Strategic Objective
3.1. Absenteeism	Absenteeism rate by Department per quarter	Measure the impact of health and the social climate.
	Number of unplanned absences by absence category (Illness, Work Accident, etc.)	Target prevention actions.
	Average Duration of Absences per Quarter	Diagnose the severity of certain absences: sick leaves 👉 Apply a filter by selecting only the absences that interest you.
3.2. Working Time and Hours	Distribution of staff by Working Time.	Analyze workload and adjustment needs.
	Overtime hours volume	Indicator of chronic work overload.
3.3. Training and Development	Number of training hours delivered	Measure investment effort in skills.

Section 4 : Compensation and Cost

This section focuses on costs generated by the workforce and the equity of compensation policies.

Subsection	Expected Key Tables/Indicators	Strategic Objective
4.1. Wage Bill and Costs	Wage bill evolution (Year N VS N-1)	Monitoring the evolution of personnel costs.
	Change in Average Salary Cost per FTE (Year N vs N-1)	Diagnose salary inflation.
Average payroll cost per FTE compares the total wage bill with average FTE over the same period.	Average Salary Costs : by professional category by Department
4.2. Employee Compensation	Total payroll by department by entity Breakdown of the Wage Bill (Base vs Variable + Bonus) As a bar chart over the current year	Control the amount of fixed costs vs variable costs.
4.3. Contractual Salary and Pay Equity	Average annual FTE salary (Base only) by professional category	Verify the consistency of base salaries
	Average annual FTE salary (Base + Variable) by professional category
	Gender pay gaps (F/M) by professional category, per quarter in a bar chart Gender pay gaps (F/M) by professional category by department per quarter	Monitoring pay equity.
4.4. Benefits and Social Insurance	Cost of Provident / Health insurance for the company	Evaluation of employee benefits.

Customize your sections

After inserting your tables, add comments, images or documents to your sections. Explain the changes you observe, the points to monitor and the actions proposed for the period under review.

Use case: Personalized Report - Social Report