📜 Our Story
The beginning of the Eurofeu adventure!
Under the leadership of Nicole & Michel LAHOUATI, Eurofeu was founded as a trading company for fire safety equipment.
Initially based at their home in La Motte - Le Mesnil-Thomas (28), the company operated from a 150 m² space.
Launch of the production
The first fire extinguisher was created in 1981 at Le Mesnil-Thomas, within a new 1,500 m² workshop.
Eurofeu Group thus began the production of its own range of fire extinguishers, of all types and capacities.
New office in Senonches (28)
The Eurofeu group's factory and headquarters move to the 7.86-hectare industrial site of the Forêt. This site features 21,500 m² of factory and warehouse space, as well as 1,600 m² of office space.
Acquisitions and awards multiply
Eurofeu is focusing on an external growth strategy and acquires several companies to enrich its activities and strengthen its position in the fire safety market.
The ingenuity of Eurofeu's teams has been repeatedly recognized by the industry since 2011.
New perspectives
In 2020, Michel LAHOUATI reduced his stake, and the presidency of the Eurofeu Group was handed over to Eric HENTGES with the support of the French investment fund CAPZA.
In 2020 and 2021, 6 new companies joined the group, strengthening the breadth of its technical expertise.
Celebrations
Eurofeu celebrates its 50th anniversary, and to mark this occasion, the entire graphic charter of the Group has been renewed.
In July, the company AMI2S joins the Group, and the milestone of 1,500 employees is reached.
Together, let's continue the great adventure of Eurofeu.
In January, the TECC teams joined the Eurofeu group.
The growth momentum is accelerating, and Eurofeu is hiring in various fields across France.
Ready to join our teams and contribute to a safer world?
#partageonslaflamme
❤️ Nos valeurs
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Act and commit ourselves
in an eco-responsible approach to our products and services, with respect for our environment.
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Support our clients
On a daily basis and advise them in the completion of their projects, with the utmost proximity.
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Build together
The story of a group, with our heritage of skills carried by women and men.
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Innovate
by focusing our research on the needs of our clients, 100% for their benefit.
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Boldness. Humility. Responsiveness.
🔐 31 registred trademark
Since its creation, the Eurofeu group has filed 31 patents, including: the blowgun nozzle, the additive container tube, the sealing gasket, the fire extinguisher with ecological additive, Easyperc, Securpush...
💡 Awarded 8 Innovation Trophies
2011
Extinguisher with biodegradable and bio-degrading additive
2012
Extinguisher with an eco-friendly biodegradable and bio-degrading additive
2014
Mobile fire safety training units accessible to all
2014
EXPER+ extinguisher with permanent pressure and external additive
2019
Lith-Ex extinguishers for Lithium-ion battery fires
2020
Lith-Ex fire extinguishers for Lithium-ion battery fires
2022
EasyPerc extinguisher head with dual intuitive percussion for the user
2024
Fully recycled ABC extinguishing powder
Gender Equality Index
Eurofeu Services
Eurofeu Services achieves a score of 74 out of 100 on the Gender Equality Index (2025).
- Indicator: Gender Pay Gap: 29
- Indicator: Gap in Individual Salary Increases: 20
- Indicator: Gap in Promotion Rates: 10
- Indicator: Salary Increases after Maternity Leave: 15
- Indicator: High Salaries: 0
Eurofeu SAS
Eurofeu SAS achieves a score of 75 out of 100 on the Gender Equality Index (2025).
- Indicator: Gender Pay Gap: 25
- Indicator: Gap in Individual Salary Increases: 35
- Indicator: Salary Increases after Maternity Leave: 15
- Indicator: High Salaries: 0
Eurofeu Sécurité
Eurofeu Sécurité achieves a score of 85 out of 100 on the Gender Equality Index (2025).
- Indicator: Gender Pay Gap: 35
- Indicator: Gap in Individual Salary Increases: 20
- Indicator: Gap in Promotion Rates: 15
- Indicator: Salary Increases after Maternity Leave: 15
- Indicator: High Salaries: 0
AER Holding
AER Holding scores 76 out of 100 on the Gender Equality Index (2025).
- Indicator: Gender Pay Gap: 36
- Indicator: Gap in Individual Salary Increases: 25
- Indicator: Salary Increases after Maternity Leave: 15
- Indicator: High Salaries: 0
AMI2S
AMI2S has an incalculable score on the Gender Equality Index (2024).
- Indicator: Gender Pay Gap: Incalculable
- Indicator: Gap in Individual Salary Increases: Incalculable
- Indicator: Salary Increases after Maternity Leave: Incalculable
- Indicator: High Salaries: 0
Objectives for Progress and Corrective Measures
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Hiring:
- Promote the hiring of female employees in roles where the male population is overrepresented, and male employees in roles where the female population is overrepresented.
- Strengthen diversity during recruitment.
Training:
- Ensure the employability of employees and maintain equal treatment in the development of skills and qualifications.
- Ensure that the resources allocated for professional development and adaptation to changes are balanced between women and men.
- Commit to maintaining equality in access to training between women and men.
Career Advancement:
- Reaffirm the principle of equal treatment in professional development and career management between women and men, applying a system based on identical criteria for both genders and ensuring that promotions are proportional to qualifications, experiences, mobility, profiles, and performance.
Compensation:
- Commit to maintaining non-discriminatory pay practices by determining each employee’s salary as objectively as possible, regardless of gender.
- Reduce the average pay gap between women and men over the next three years in each socio-professional category.
- Ensure the analysis and support of any requests for career advancement in administrative positions, which are mostly held by women.
- Guarantee equal pay throughout an employee’s career, reminding that performance assessments are based on work completed, without gender bias.
Top Ten Salaries:
- Maintain equal treatment in promotion, access to training, or recruitment for any promotion or recruitment opportunity arising from a replacement, new position creation, or organizational changes.
-
Recruitment:
- Promote the hiring of female employees in job categories where the male population is overrepresented, and the hiring of male employees in job categories where the female population is overrepresented.
- Strengthen gender diversity in recruitment processes.
Training:
- Ensure the employability of employees and maintain equality in the development of skills and qualifications.
- Ensure that the resources provided for professional development and adaptation to changes are balanced between women and men.
- Commit to maintaining equal access to training for both women and men.
Career Advancement:
- Reaffirm the principle of equal treatment in career progression and management between women and men, which involves applying a career development system based on identical criteria for both genders and ensuring that professional promotions respect the proportionality between women and men with equivalent skills, experience, mobility, profiles, and performance.
Compensation:
- Commit to maintaining non-discriminatory pay practices, determining the salary level for each employee as objectively as possible, without considering gender.
- Reduce the average pay gap between women and men by at least five points over the next five years in each socio-professional category.
- Ensure that any requests for career advancement in administrative positions, which are predominantly held by women, are analyzed and supported.
- Ensure pay equity throughout employees’ careers, with individual performance assessments based solely on work done, without gender distinctions.
Top 10 Highest Salaries:
- Maintain equal treatment in terms of promotion, access to training, or recruitment when an opportunity arises from a replacement, a new position, or an organizational measure.
-
Recruitment:
- Promote the hiring of female employees in job categories where the male population is overrepresented, and the hiring of male employees in job categories where the female population is overrepresented.
- Strengthen gender diversity in recruitment processes.
Training:
- Ensure the employability of employees and maintain equality in the development of skills and qualifications.
- Ensure that the resources provided for professional development and adaptation to changes are balanced between women and men.
- Commit to maintaining equal access to training for both women and men.
Career Advancement:
- Reaffirm the principle of equal treatment in career progression and career management between women and men, which involves applying a career development system based on identical criteria for both genders and ensuring that professional promotions respect the proportionality between women and men with equivalent skills, experience, mobility, profiles, and performance.
Compensation:
- Commit to maintaining non-discriminatory pay practices, determining the salary level for each employee as objectively as possible, without considering gender.
- Reduce the average pay gap between women and men by at least five points over the next five years in each socio-professional category.
- Ensure that any requests for career advancement in administrative positions, which are predominantly held by women, are analyzed and supported.
- Ensure pay equity throughout employees’ careers, with individual performance assessments based solely on work done, without gender distinctions.
-
Recruitment:
- Promote the hiring of female employees in job categories where the male population is overrepresented, and the hiring of male employees in job categories where the female population is overrepresented.
- Strengthen gender diversity in recruitment processes.
Training:
- Ensure the employability of employees and maintain equality in the development of skills and qualifications.
- Ensure that the resources provided for professional development and adaptation to changes are balanced between women and men.
- Commit to maintaining equal access to training for both women and men.
Career Advancement:
- Reaffirm the principle of equal treatment in career progression and career management between women and men, which involves applying a career development system based on identical criteria for both genders and ensuring that professional promotions respect proportionality between women and men with equivalent skills, experience, mobility, profiles, and performance.
Compensation:
- Commit to maintaining non-discriminatory pay practices by determining the salary level for each employee as objectively as possible, without considering gender.
- Reduce the average pay gap between women and men over the next three years in each socio-professional category.
- Ensure the analysis and support of any career advancement requests for administrative positions, which are predominantly held by women.
- Ensure pay equity throughout employees' careers, with individual performance evaluations based solely on work completed, without gender bias.
Top Ten Highest Salaries:
- Maintain equal treatment regarding promotion, access to training, or recruitment in the case of a promotion or recruitment opportunity arising from a replacement, job creation, or organizational change.
-
Recruitment:
- Promote the hiring of female employees in job categories where the male population is overrepresented, and the hiring of male employees in job categories where the female population is overrepresented.
- Strengthen gender diversity during recruitment processes.
Training:
- Ensure the employability of employees and maintain equality in the development of skills and qualifications.
- Ensure that resources provided for professional development and adaptation to changes are balanced between women and men.
- Commit to maintaining equality in access to training for both women and men.
Career Advancement:
- Reaffirm the principle of equal treatment in career development and career management between women and men, which involves applying a career progression system based on identical criteria for both genders and ensuring that promotions respect proportionality between women and men with equivalent skills, experience, mobility, profiles, and performance.
Compensation:
- Commit to maintaining non-discriminatory salary practices by determining each employee's salary level as objectively as possible, without considering gender.
- Ensure the analysis and support of any career advancement requests for administrative positions, which are predominantly held by women.
- Guarantee pay equity throughout employees' careers, emphasizing that individual evaluations are based solely on work performed, without gender bias.