The smart employers

Guide to internal
communication

Contents
What is internal communication and why is it so important?

Page
5

Its more than just sending the odd email. A good internal comms strategy can make running a business
easier and more effective, and thats before you look at the effect on staff engagement!

What should internal communications cover?

From organisational changes to employee benefits to charity fundraising, internal communications keep
everyone in the loop.

What do I need to think about when communicating internally?

Being preachy, not listening, and a tendency to pretend everything in the garden has a rosy,
Disney-esque glow wont win friends and influence people. Here are some points worth pondering.

Frequency of communication how much is too much?

Its a balancing act between boring the pants off everyone and keeping people in the dark. Here are
some practical suggestions to hit the sweet spot - no matter what youre talking about.

What are the best methods of internal communications?

10

One size doesnt always fit all. What works for a one-location company may not work for a company
with multiple offices or home-workers. These tried and trusted methods can help:
Internal communication tools for staff in the same location
Internal communication tools for staff working across multiple sites/remotely

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Page
13

11 ideas to help get your message across

Turn the internal communications volume up to 11 with some interesting and innovative ideas to help
you get your message across.

Telling staff about your employee benefits and perks

17

If youve spent money on employee benefits, youll want to make sure your staff know about them
surprisingly 64% of companies dont!1
Here are some ideas for how and when to tell your employees:
Communicating benefits - the value to the business
How to communicate your employee benefits

19

Internal comms winners and losers

A couple of real-life internal communications case studies about how to do it - and how not to!

Management fads the world should probably do without

22

Some, perhaps controversial, thoughts from Forbes website.

Weve linked to a few

templates and tools
in this ebook.
We dont necessarily
endorse them, we just
thought youd find them
helpful.
1

Money Talks: Communicating Staff Benefits. Cass Business School. 2013

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Theres a whole lot more to internal communication than just sending staff the odd
email or sticking things on the intranet or noticeboard and hoping someone will
check them out.
Effective internal communication gets important information cascaded, helps
ensure staff are engaged and feel valued, and can even help save money.

Typically, larger companies tend to be more switched on to internal communications than their smaller
brethren. They may have people within their HR team with internal communications responsibilities.
They may also be able to call on their Marketing team.
Its always good practice for your internal comms people to work hand-in-hand with Marketing - not
only for ideas on how best to get the message across, but also to help communications stay on brand.
The bigger business might also have greater resources, such as
access to facilities like video conferencing. But even if you lack the
same level of support, there are a number of effective ways to
ensure you get your message across.

In this eBook, well give you some handy hints and tips on
how you can be an internal comms guru.
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What is internal
communication
and why is it so important?
The Institute of Internal communications (IoIC) calls it the oil that smooths the running of the
business. It acts as the bridge between the company, its workings and its staff.
Basically, when internal comms are managed and managed well, it creates understanding and shares knowledge. The IoIC
adds that good internal communications result in more effective companies. The flip side to that is companies without an
internal communications approach tend to jump in the direction of whoever has the loudest
voice, regardless of the companys strategy.
A lack of internal communications can leave staff clueless as to whats going on within the
company, unaware of innovations or changes that affect them, disengaged and open to mixed
messages or prey to the inevitable workplace rumour mill.

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2
What should internal
communications cover?
According to an internal communications survey by communications specialists Sequel Group,
staff wanted their senior managers to communicate more regularly, but with the important
caveat of providing more relevant and engaging content. But just what is relevant and
engaging content for your staff?

First theres the

need to know stuff such as:
3 Company goals and strategy - all the bits and pieces
that show how and why the companys doing what it
does and how well its doing (or not)

3 Organisational change/redundancies - new CEO?

Head of Marketing? Make sure everyone knows not just the people directly affected in the latter case

3 Employee benefits and perks let people know

exactly what theyre entitled to, how they access
them and any window where they can make changes

3 Policies and procedures - how do people get a pool

car? What do they do if theyre off sick? Do they have
to declare a large gift from a client?

...and then theres the

nice to knows:
Employee achievements - awards, promotions,
acknowledgement of work done above and
beyond etc.
Events - any company shindigs, hootenannies, or fun
days or nights out available? Let people know
Company achievements - dont forget to celebrate
success and name check the staff involved
Corporate Social Responsibility - if youre a company
that champions staff volunteering and fundraising for
charities or the local community, highlight the weird
and wonderful things people have done for causes
close to their own and the companys heart

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What do I need to think

about when communicating
internally?
Its important to remember that the best internal communications policy is a two-way street.
Good internal communications will listen as much as they speak (anyone NOT heard the two
ears, one mouth clich?).
Theres also a natural tendency to bury bad news. While
theres likely to be some behind the scenes stuff that
needs to stay there, its just as important to communicate
bad news as it is good news. In fact, it could actually be
considered more important.
As Business Matters magazine pointed out, employees
understand that things go wrong in business, but when all
they get is a stream of good news and feel-good stories,
theyre going to get suspicious - especially if the rumours

are flying. Being open, honest and transparent will promote

a culture of trust and confidence.
While not hearing about the good things can leave
employees left out or thinking their hard work has been
taken for granted, not having bad news confirmed results
in a highly-damaging round of rumour, counter-rumour,
exaggeration, lies and damned lies - all helping to create
an unwanted and highly-toxic atmosphere.

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4
Frequency of communication
how much is too much?
Tricky one, this. What works for one company may not work for another.
Theres little point in producing a daily or weekly bulletin scenario if not a lot happens. Your
employees will soon get bored of reading 500 words of padding that has the same substance
as a high-end restaurants apple foam. Likewise, if youre a company that sends out umpteen
emails, important messages will be lost in the blizzard of communications.
The knack is striking the right balance - that sweet spot between a good flow of news and information without bombarding
employees. Here are some practical guidelines to help shape your thinking.

What information are you communicating?

Operational and tactical content requiring employees to take action needs to go out in a timely way. This might mean a flow
of real-time intranet news stories (typically 3-5 each week). Big strategic announcements or breaking news impacting on staff
need to go out as and when things happen, via a fast and direct channel. Email it if youre certain the message will stand out
among the daily buzz of email traffic, but you may like to consider impromptu team gatherings as an alternative or a back-up.
Project and performance updates are well-suited to monthly bulletins. This maintains visibility and access to information. Its
an idea to combine all of this type of content into a monthly briefing or cascade pack. Content can then be discussed in local
team meetings and supplemented with local context or a Q&A session.

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Communications around financial performance are typically driven by your companys external reporting calendar quarterly
updates are the norm for many businesses. These updates can also create a drumbeat of messages about your longer-term
vision and strategy,
Major strategy updates and communicating the company vision might be focused on an annual staff event or video. Many of
these messages will also often be repeated and reinforced through your other, more frequent, communications.

Whats going on in your business right now?

During times of rapid change, things can be very fluid, shifting by the day or even hour. This might
mean daily bulletins or a live stream of posts to your internal social media site.

What are employees working patterns and how do staff access

communications?
In a retail environment, its quite common for team leaders to hold a weekly huddle to update staff on all the latest news.
The key is to understand how your employees work and design an approach that works for them.

What do your staff want?

Listening and being responsive is vital. You may need to respond with pace if rumours are circulating or staff are feeling
anxious about a subject. That might mean issuing extra communications or increasing the frequency of messages.
Generally, its worth asking employees for their views about your internal communications too much, too little, unclear, too
often? - and use the answers to help shape your plans. When staff are involved, it creates greater investment in the process driving engagement and creating a great foundation to increase dialogue and two-way communication.
Having a plan and sticking to it (as much as possible) will help employees know what to
expect and allow them to build it into their own schedules. It also helps your leaders and
content contributors to plan, and reduces the potential for excess noise and competition
for airtime.

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5
What are the best methods of
internal communications?
One size doesnt fit all when it comes to the various ways you can communicate with staff.
Remote workers are going to need a different approach to a company that has everyone in
one place. And choosing one method of communication and sticking with it for better or worse
can be a marriage made in Hell.

Internal communication tools for staff in the same location

Intranet
Particularly handy for storing all that vital info that doesnt need to be on permanent display, but needs to be accessible, such
as policy docs or employee benefits. Adding links that employees will need to access such as payslips, expense forms or even
time off, will ensure staff visit regularly. It also gives you the opportunity to add key messages to the landing page.

Noticeboard
So far, so retro. But never underestimate the usefulness of a noticeboard near where people gather - canteens, coffee
machines - for making sure important notices/messages are seen. Make sure messages are recycled often, so it doesnt
become part of the furniture.

Stand-ups
No, not life-size promotional cardboard film stars you find in your local multiplex,
but quick and informal meetings where everyone remains standing.

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While meetings ensure that companies arent just reliant on email or web-based comms, traditional, formal
meetings are often accompanied by grumbling staff, thinking they could be doing more important work.
Stand ups are gaining ground and designed to allow people to air views and share information. This may be an
informal gather round, or for companies who have embraced Agile ways of working, theres a growing trend for stand ups to
focus around a loose progress report - with everyone participating. The latter typically zeroes in on three key questions:

- What did I accomplish yesterday?

- What will I do today?

- What are the obstacles?

Either way, stand ups ensure information is cascaded easily and quickly, giving everyone the chance to air a view - and feel a
whole lot more vibrant than being plonked in front of a powerpoint presentation.

Open door policy

Nothing says come and have a chat like an open door. Any internal communications policy worth its salt should encourage
managers to be approachable. And if you want to take that one step further, remove the entire door and encourage senior
staff, senior managers and directors to abandon their office and join the merry throng with a desk on the main floor.

Internal communication tools for staff working across multiple

sites/remotely
These days, were all becoming much more open to the idea of flexible working. More and more companies are embracing
the idea and allowing staff members to work part-time, job share, work from home or flex their hours.
And with many businesses having satellite offices elsewhere, dont forget your workers in the far-flung reaches of the UK or
globe. Its easy to forget the staff who work in smaller, sometimes tiny, regional offices - or those who are out of the office.
Doing so can lead to accusations of favouritism, an office feeling like the poor relation and all
the low morale and mutterings that can go hand-in-hand with it.
And while were on the subject, if youre making communications consistent, also make
sure any benefits are consistent. Handing out vouchers to a swish new High Street gym or
restaurant wont look good if your regional office have nowhere comparable to go to.
So what methods can you use to keep these people in the loop?

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Social media
Its not just for the young, oft-bearded start-ups in the trendy areas of town that embrace social media. Companies all over
the UK are getting switched on to sites like Twitter and Facebook as an inexpensive way to engage and interest employees in
whats going on.
As long as your company firewall or internet settings allow staff to access Facebook at work (and youre
happy to let them), It may be worth setting up a Facebook Group which is
closed to outsiders, and inviting staff at all levels - including senior managers
and directors - to join it and share. Its not the place to post vital company
information, but a good fit for the lighter side of things.
Regular updates with plenty of pics will keep it fresh and compelling. But remember to set
the guidelines and make sure staff are aware whats acceptable to post if youre expecting
and encouraging them to contribute. You should also appoint an administrator who has overall responsibility for monitoring
content - with the power to delete posts that dont fit the bill.

Video conferencing
Video conferencing no longer means investing in a video conference room in head office and the major off-shoots. Anyone
with web or even smartphone access can use say, Skype or Citrix for an online video chat without having to leave their desk.

Online stickies
The e version of the Post-It note, online stickies, such as linoit, allow you to post
information that only certain employees or departments need to know, such as phone
numbers, passwords or links. Best of all, many versions dont cost a penny.

Senior management visits

Its likely that the senior members of any company will be gathered at head office. But
taking the time and trouble to visit a remote office will be appreciated by staff and
reassure them they are a much-needed and integral part of the company. It also gives
that person the opportunity to pass on any information first-hand and answer any
questions or hear comments.

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6
11 ideas to help get
your message across

Infographics

People who study such things (er, scientists?) say that the
human mind retains considerably more information from visuals
than the written word. So when you get the chance, jazz up
your message with some snazzy diagrams (not the usual tired
powerpoint slides) or infographics.
Written copy is typically cut to the salient points, while the
different approach and ideally, brightly coloured visuals will both
engage staff and help them take in and remember the facts. Its
a particularly effective tool for giving colour and substance to
otherwise dry financial information. Check out tools like Visually,
Visualize Free, Infogr.am and Piktochart.

Video
Anyones who sat in an AGM or internal
staff meetings while the financial teams
talk about profit and loss, revenue, year-onyear results, budget expenditure and other
fiscal fineries has probably experienced the
thousand-yard stare.
A video of your Chief Financial Officer
distilling all the information down into brief
and easily digestible facts - which can then
be linked to and accessed via the intranet
- can help ensure all the key points of your
companys financial health hit the mark.
Any key announcement can get the full
Pinewood treatment, or why not encourage
staff to film fundraisers, events or report on
seminars? Lights, camera, action!

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Blog posts

Not just for university students or

millennials posting their own views about
fashion, music or make up. A blog post
to staff delivered via the company intranet from a senior
member of staff delivered in a lighter manner can be much
more accessible than a stuffy email or attachment full of
corporate facts.
And encourage them to add a few fun anecdotes about their
own life or work to make the whole thing feel more like a
friendly chat over a drink.
And why not rotate blog posts across various members of the
senior team? Or even give employees the opportunity to produce
a guest blog. Itll give different departments the chance to talk
about whats new and help overcome any silo mentality.

Live media wall

Bring your own device

As Holtz.com says, employees are often

choosing to use their own tablets and
smartphones simply because their
companys internet is slower than a sloth
using dial-up. Plus the tech these devices
use is usually more up-to-date with more tools.
Commonly called BYOD, allowing employees to use their
own technology to access company information and
applications can help speed the communication process.
It also has the added bonuses of helping employee
engagement, productivity and cost savings - all while
enhancing the companys rep as a forward-thinking
employer.
And if youre concerned about staff abusing the freedom,
set up and share a short but clear policy on whats
acceptable and whats not.

Many businesses are twitchy about allowing employees

access to open sites like Facebook or Twitter because
theyre scared of loose cannons in the company firing
off inappropriate content.
If youre a company that likes to think a little outside the
box, digital display experts enplug.com suggest a hashtag
wall, where the business has its own internal custom
hashtag (that can include employees) and showcases a
live feed from their chosen social media network - Twitter,
Facebook or even Instagram. Allowing employees to post
team news and pics, projects and department updates get
news across in a simple and fun way.
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7
Digital company
magazine

Yes, company mags have been around almost

as long as the printing press, but more and
more businesses are getting switched on to
the idea of an online version.

Online collaboration
tools

With flexible working on the increase and more people

working from home, software which allows people to work
and comment on the same document can be invaluable.
Wiki, doolphy, Basecamp or Huddle are just a few.
If you need a little more control, Google Documents has an owner
who can invite comments by sharing with other people.

Not only is it far cheaper than traditional print,

it can be updated instantly and accessed from
a PC, tablet or smartphone.
Sites like wordpress.com allow users to create
a free website with templates that have
customisable designs and themes. And many
can provide free hosting and support as part of
the package.

Gamification

Making a game out of it is gaining considerable ground as an

engagement tool, performing tasks and as a way of passing on
information. Even in the pre-computer era, turning mundane
chores into games helped to get things done. Today, when virtual
worlds exist, not even the skys the limit.
Typically based around wellness and training, a number of the
worlds best-known companies including Google, Canon and LOreal
have all introduced games to increase employee-satisfaction, while
helping them learn and retain key information. Predictions suggest
gamification will increase massively in the next few years, a view
reflected by the first ever International Gamification for Business
Conference in Birmingham in September 2015.

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Surveys

KISS it

Finding out what people like and value

isnt just for customers. Staff surveys are
a quick, efficient way to find out whats
working, what isnt and for encouraging
ideas to improve the way a business operates.

10

Not a directive to suck up to the

boss, but an acronym of Keep It
Short and Simple.

There are a number of companies out there who typically

offer basic surveys free of charge with the option to upgrade
for extra tools and support like SurveyMonkey or Zoho. Or if
you have the budget, sites like Snap, SurveyGizmo, Confirmit
or Qualtrics offer a range of monthly subscriptions.

Its not particularly exciting or techie,

but dont underestimate the importance
of communicating things in handy,
bite-size chunks and without all
the corporate/management speak,
jargon and - yes, we know its ironic
- acronyms.

Act on the results. If youre going to ask for feedback, be

prepared to take the negative comments on the chin. Its not
a gripe - its an opportunity to respond and take action to
stop potential causes of unrest and even the loss of staff.

11

Embrace
the future

And for those companies with their finger on the

pulse and eye on the future, completely new
ways of communicating within a team and even
within a company are catching fire.
A service like Slack for example, is tailor-made
for small to medium-sized companies or teams
within larger companies. It allows them to talk with
each other via a chat room-style app, send direct
messages, and share files, images and content
- possibly replacing email, intranet and other
collaboration software.
And the best news? The basic package is free.

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7
Telling staff about
your employee benefits
and perks
One area where internal communications really gets
the chance to shine and especially earn their keep
is communicating staff benefits. In a competitive
business world, where companies are working hard to
keep existing customers and find new ones, retaining
and recruiting talent is key. A companys benefits
package can often be the deal maker - or deal-breaker.

A company with 250 employees that

fails to tell their employees about their
staff benefits can end up spending
almost 250,000 more on staff turnover
and sickness absence than a company
with a similar benefits package and
effective internal communications.1

But it doesnt matter whether

youre a company that offers
a vast range of financial benefits like Income Protection, Life cover, medical cash
plans, health insurance or softer benefits like gym memberships or cycle-to-work
schemes. If staff dont know about them, its money wasted.

of employers with a large range

of employee benefits fail to
communicate them to staff1

In May 2013, Employee Benefits magazine ran a survey among HR managers

which showed the top reason for offering staff benefits was to improve employee
engagement. But with the same report revealing that 64% of employers with a
large range of employee benefits fail to communicate them to staff, its clear that
a number of businesses are getting little or no return on their investment - and
frittering their budget away by missing a simple fix.
1

Money Talks: Communicating Employee Benefits report. Cass Business School on behalf of Unum, 2013
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Communicating benefits - the value to the business

Theres a myth that where employees are more aware of benefits like Income Protection or Private Health
Insurance, theyre more likely to take time off sick. In fact, the opposite is true. Casss research also shows:

Where businesses tell staff about the benefits

on offer, employees are more likely to:

Ensuring your employees know whats

on offer also helps to:

3 Feel loyal to their business and share the

companys values

3 Improve employee engagement and morale

3 Be proud to say who they work for

3 Have a better attitude at work

3 Recruit and retain staff

3 Increases take-up of benefits
3 E nsure you get a return on your investment

And if you dont already have an internal communications strategy, communicating staff benefits provides the ideal
opportunity and foundation to start building one for the company.

How to communicate your employee benefits

The way (or ways) you choose to communicate with your staff will naturally depend on the best fit for your company. But
dont be afraid to experiment. And if you want to find out whats working and what isnt, a staff survey before and after a
communication can check whether employees have a better understanding of whats on offer.
Its up to you when you decide to get in touch with staff about employee benefits, but you might like to consider:

3 With candidates during the recruitment process

3 At inductions with new employees

3 During staff appraisals, reviews or promotions

3 At team or all-staff briefings

3 When staff enter a new life stage - become

home-owners, get married or have children.

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8
Internal comms
winners and losers

Awards

So what does good Internal Communications look like in practice? Here are some
award-winning strategies and some that didnt quite make the grade.

Winners
HSBC took the HR Excellence Award 2015 for Most
effective internal communications strategy.
The bank found that around half of their staff distrusted
the decisions made by their senior management and set
about restoring trust and belief with an ambitious internal
communications programme.
HSBC Now, an intranet TV-style programme was created
featuring employee-led content free from corporate spin.
Credited with also being responsive and adaptable, within
18 months of launch, some episodes had more than 65,000
views, representing 25% of the banks workforce. The launch
of their own YouTube channel followed, along with their @
HSBC_NOW Twitter feed, meaning the banking giant was also
able to reach the 80,000 employees who didnt have regular
online access at work.

The judges called the internal communications programme

honest and courageous for facing serious employment
issues. They also praised the impressive engagement and
viewing figures.

While the initial investment

of 6 per employee may have
seemed a risk, 70% of HSBCs
employees said they felt more
connected to the company after
watching HSBC Now, while
81% of viewers said they
trusted HSBC Nows content.

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Nationwide Building Societys Kate Shaw picked up Melcrums Internal Communicator of the Year award for 2014.
With the under pressure staff at their Customer Service & Operations division feeling bruised by a complexity of
competing demands, she saw the need to reconnect staff to the teams ethos of being number 1 for customer service.

munication
m
o
c
l
a
n
r
e
t
The in
included:
programme
nager events
Dedicated ma
ain rollout
prior to the m
tes in
nts across 4 si
21 offsite eve
es.
,500 employe
a month for 4

nable
ts for teams u
Tailored even
ffice
to leave the o
g an
ntent includin
Innovative co
er
creen custom
animated on-s
senter
ith the live pre
w
g
in
ct
ra
te
in
am
e leadership te
Challenging th
tent,
eliver the con
to own and d
ssion
nt at every se
and be prese

Being Number One for

customer service was a message all
4,500 people could understand and
link back to their own job.
It worked, and so did supporting
the leadership team. Helping them
understand the role they play and
ensuring they dedicated the right
time and effort to the program made
all the difference.
Kate Shaw,
Nationwide Building Society

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Losers
On the flip side, here are two internal communications disasters, courtesy of The Grossman Groups Dave Grossman.
AOLs CEO Tim Armstrong fired a Creative Director in
front of 1,000 employees.

Back in 2006, Abercrombie & Fitchs CEO, Mike Jeffries

commented in an interview with Salon.com.

Following an announcement that AOLs local news network,

Patch, was going to close, employees were naturally
concerned about the potential of sweeping job losses. In a
conference call designed to boost morale and talk about next
steps, Armstrong took umbrage to the camera-wielding Abel
Lenz, apparently recording events for remote workers, and
sacked him. Subsequent apologies revolved around tenuous
excuses rather than owning up to a huge error in judgment.

He said that the heavy-hitting clothing brand were for cool,

popular, good-looking kids, adding: companies in trouble are
trying to target the young, old, fat and skinny.
In 2013, when the comments were re-quoted in Business
Insider, Jeffries found himself under heavy fire from across
social media, bloggers, consumers and shareholders. Jeffries
sat tight for 12 days until finally sticking his head above
the parapet to complain the quote was out of context and
misinterpreted in a way that caused offence.

The bottom line? Good internal communications saves money and increases employee engagement. Win-win
for everyone.

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9
Management fads the
world should probably
do without
We love this piece from Forbes website, which talks about management fads the world should
probably do without. And while we dont necessarily endorse their views, it may help you
think about why you use them (if youre a company that does subscribe to one or two) or if
not, whether its a road you want to go down.
360-degree feedback
Weve spent a bit of a time talking about the value of feedback where staff
can comment on the machinations of their company. However, feedback
on colleagues is a much pricklier subject. Its easy to praise people, but
is anyone really happy to go on record and slag off their colleague? An
anonymous form is no guarantee of anonymity - writing styles or turns of
phrase can easily give someone away - and it doesnt legislate for personal
grudges or ill-feeling.
As Forbes says: Its idiotic to try to build teamwork by having people
evaluate one another secretly. Get rid of this management turkey and teach
people to speak to one another like humans. If you need a confidential
feedback system to find out about misbehaving managers, there are plenty
of better ways to listen to your employees.

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Performance management
Is there anything more depressing than having to account for every minute of your working day and how much time and money
that may have earned - or lost? And thats before your hapless Copywriter has to justify agonising for 25 minutes over what
word fits perfectly for the new marketing campaign, rather than chucking in something that means the same, but lacks the
power and impact she wanted.
Performance management means slicing and dicing everything you want to achieve in your company and parceling it out to
your employees, then measuring the hell out of everything they do, adds Forbes.
In exchange for that exciting prize, you give up every bit of creative juice that might have flowed throughout your organization.
Congratulations! You are right on the cutting edge of management in 1875.

Employee engagement surveys

Weve championed asking your employees about their opinions and the importance of acting on any negative feedback you
might receive. Weve even suggested some handy survey tools to help.
But the important distinction is using surveys as a tool to put things right and improve everyones lot. A survey for the sake of
it will be shot down in flames before its barely left the airfield.
When you work side-by-side with people every day and have to survey them to find out how theyre doing, you have
missed the boat, reckons Forbes. Team members deserve a more thoughtful and sophisticated (not to mention alwaysopen) channel for sharing their thoughts and ideas.

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So. Youve been warned!

Bad internal comms can leave

staff disengaged, disillusioned
and demotivated.

But get it right

(and we hope this guide has sparked your imagination)

and you can ensure your information

flows up, down and

across your organisation
and reaps the rewards of better
internal communications.

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About Unum
Unum is one of the UKs leading providers of financial protection with more than 40 years experience.
We insure 36 of the FTSE 100* and we have a financial strength rating of A- (Strong) from Standard & Poors.
At the end of 2014, Unum protected almost 1.4 million people in the UK and paid claims of 313 million - representing in excess
of 6 million a week in benefits to our customers - providing security and peace of mind to individuals and their families.

unum.co.uk

* July 2015
Unum Limited is authorised by the Prudential Regulation Authority and regulated by the Financial Conduct Authority and the Prudential Regulation Authority.
Registered Office and mailing address: Milton Court, Dorking, Surrey RH4 3LZ Registered in England 983768 Unum Limited is a member of the Unum Group of Companies.

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