Unilever .

We All are familiar with this company for the products this company have been providing
being a multinational company.The multinational is registered as a fully British company with its headquarters in London.
The largest product segment of the Unilever Group is its personal care segment, which generated
approximately 21.9 billion euro in revenue in 2021. That year, the group as a
whole reported a revenue of about 52.44 billion euro. Unilever's
largest brands include : Lifebuoy, Dove, Sunsilk, Knorr, Lux, Sunlight, Rexona/Degree, Axe/Lynx, Ben &
Jerry's, Omo/Persil, Heartbrand (Wall's) ice creams, Hellmann's and Magnum.
Unilever is organised into three main divisions: Foods and Refreshments, Home
Care, and Beauty & Personal Care. As therefore, being such a huge company,
a huge number of employees on every countries are applying to get employment on
this company. Thus, the company always have to focus on keeping the best
efficient employees to work under their circumstances. To get the best
performance from the employees, the company gives many benefits known as
composition, with the job specially on employee’s performance so the employee
gives out their best performance to the company to get a better composition.
UNILEVER FRAMEWORK FOR FAIR COMPENSATION

Fair Compensation’
means ensuring the pay for employees is set at a level that is
both fair and liveable, and provides equal pay for equal work.
It provides a structured way for a company to outline how
the various elements of its compensation packages deliver fair compensation to
its employees.

The Unilever Framework for Fair Compensation

Our Framework for Fair Compensation covers our own direct employees. We also look
to extend the concept to the numerous organisation that supply Unilever with
materials, services or contingent labor through our Responsible Sourcing Policy.
OurFramework applies globally and has a number of over-arching principles.
The application of our Framework is through the various compensation policies and
procedures applicable in each country in which we have employees. Our intent is
to achieve full global compliance with our Framework principles and we are
establishing an internal process to monitor progress. The following pages
explain our monitoring process.
The following pages explain our monitoring process.
Identifying Liveable Wage amounts
Our over-arching principle to provide Fair and Liveable Wages requires us to be
aware of what is a credible Living Wage amount for each country in which we
have employees. In some countries, however, there are different Living Wage amounts
quoted by different organisations and often based on different criteria. Unilever
has contracted the Fair Wage Network, an independent recognised authority on
fair and living wages, to provide a global solution. The Fair Wage Networks
developed a global database containing all known Living Wage amounts for each
country, along with summary details of the calculation basis for each Living
Wage. The Fair Wage Network (without losing the core essence of
the original Living Wage methodology) normalised these varying amounts using
sophisticated calculations to:
a. A common date (updated each year reflecting inflation
since the original amount was developed).
b. A standard family unit size (2 adults + 2 dependants).
c. The local currency (if the original amount was quoted such as US Dollars or
Euros)

Then, based on these normalised amounts, the Fair Wage Network has developed a mean
Living Wage amount for each country.Approved Unilever managers will be able to access the Fair Wage Network’s database through a secure online portal to identify the Living
Wage amount (or mean amount) for their countries.
Unilever ‘Fixed Compensation’ Amounts
for comparison against Living Wages

The Fair Wage Network has guided us that for fair and liveable
wage comparison purposes we should compare the fixed compensation amount of our
lowest grade of employee in a country to the Living Wage amount in its online
database. This fixed compensation amount would typically include:

i. The employee’s contractual full time fixed cash pay.

ii. Any fixed additional cash allowances.

iii. The cash equivalent value of any fixed benefits

provided (eg medical, food, accommodation, transport, etc).

Overtime and bonus amounts are not included in any fixed

compensation comparisons as these are neither fixed nor guaranteed. Long-term
benefits, such as pensions, are not a source of current liveable income so the
cash equivalent value of these is also not included in fixed compensation.
Unilever Reward Principles, Policies and Procedures

Our fundamental Reward Principles are that:

·Fixed pay is Market-based, Fair and Competitive.

· Variable pay is used to drive improved

Performance for both employee and business.

· Exceptional individual employee contributions

are appropriately Recognised.

· Employees have the opportunity to take a

financial interest in Unilever through acquiring shares, providing perspective,
belonging and Alignment.

·All elements of reward

will be Open, Fair, Consistent and Explainable.

We translate these Principles into the reward policies, procedures and systems. The detail
of these will vary by country. The annual compliance certification process will
ensure each country complies with both the wording and the spirit of our Fair
Compensation Framework
The Fair Wage Network

These are the Fair Wage Network’s concepts that we used in

the development of our Framework.

Fair Wage Definition

“Wage levels and wage-fixing mechanisms that provide a living wage floor for workers,
while complying with national wage regulations (such as minimum wage, payment
of wages, overtime payments, provision of paid holidays and social insurance
payments), ensure proper wage adjustments and lead to balanced wage
developments in the company.

Wage Dimensions
The different types of compensation Unilever Limited gives to its employees according to different country.

Unilever Limited offers different kind of compensations to their employees

depending on the country they are working at and the compensation not the same from any other country Unilever applies to its employees.

Here at Unilever London, We keep things flexible at Unilever and design our
benefits around our unique people. From opportunities to share in the
performance of the business through bonus schemes and shares, to a range of
savings options for the short and long term, as well as ways to help your
family thrive, we have a range of tools and options to suit you and your
situation here in London.

Here is a short overview of some of our benefits:

Base salary: Our base salaries are reviewed against regional

and local market conditions to maintain our competitive position.You could also receive an annual allowance. These vary by work level,location and nature of the role.

Shares schemes: At Unilever we offer our employees the

opportunity to invest in Unilever shares at all levels of the business through
our SHARES scheme or our Performance Share Plan.

Awarding excellence: At Unilever our employees have a number

of opportunities to influence their own reward outcomes through
performance-based rewards. These include the potential for Annual Bonus, and
our Performance Share Plan.

Pension scheme: Here at Unilever, giving you the opportunity

to save for your retirement through a pension plan is one of the most valuable
benefits we offer.

Family friendly: Whether you're a parent caring for children

or have responsibilities for looking after elderly parents or relatives, we
want to support you in managing your work and family commitments through a
range of leave arrangements.
Whereas compensating in India is completely different than the ones Unilever
provides to its employees in London.

Unilever Mumbai is the Head Office and officially known as Hindustan

Unilever Limited. It is home to more than 18,000 colleagues, with a portfolio
of 35 brands in 20 categories.

Every individual at Hindustan Unilever Limited (HUL) can bring their purpose
to life through their work. Join us and you'll be surrounded by inspiring
leaders and supportive peers. Among them, you'll channel your purpose, bring
fresh ideas to the table, and simply be you. As you work to make a real impact
on the business and the world, we'll work to help you become a better you.

Hindustan Unilever Limited offers a whole range of benefits, including:

Competitive salary: Makes up the biggest chunk of our total

reward package, with regular review against regional and local market
conditions to maintain our competitive position.

Flexi-time: Our flexi-time scheme gives you the chance to work

your way.

At Hindustan Unilever Limited (HUL), we strive to support our talent thrive

at work by providing flexible working arrangements and job sharing
opportunities. Unilever believes in transforming the workplace by extending an
extra helping hand to aid our working moms achieve a perfect work-life balance
for a better tomorrow.

Medical Benefits: Our people and their health are the heart of
what we do. Our employees are covered with medical insurance for self &
dependants as per the scheme with a great team of 50+ in house doctors to take
care of you and your family.

Wellbeing: To help you be the best you can be, we have

Maternity, Paternity & Adoption Leave
Saving for the future

Thus, the compensation that Unilever Limited in London and the compensation
Hindustan Unilever Limited (HUL) that is given to the employees are both different
in their ways and compensation given
from Unilever Limited to their employees on different countries are different
according to country wise