Legal information
Any information provided on this website about legal or tax issues is based on Unilever's understanding of these issues. Any changes in the law or HM Revenue & Customs may affect this information. This website will be periodically updated and was last updated in July 2009. Please check this website regularly in case information relevant to you has changed.
The Unilever UK Pension Fund is managed by a trustee company, Unilever UK Pension Fund Trustees Limited. Throughout this website, the term "Trustees" means the directors of Unilever UK Pension Fund Trustees Limited.
Protecting your details
The Trustees hold and use information that is personal to you for the purposes of administering and operating the Unilever UK Pension Fund. They can pass it on to third parties involved in running the plans, such as their professional advisers and the Unilever Pensions Team.
They also have the right to pass this information to others if necessary for Unilever’s business purposes (for example, preparing accounts or working out pay and benefits packages). These may include:
- Unilever;
- advisers to Unilever;
- companies working with Unilever;
- companies to which Unilever may be considering selling a subsidiary or business; and
- anyone involved with other schemes you have belonged to or may belong to in future (including past or future employers, trustees and advisers).
It may also be necessary to pass your details to third parties overseas, where laws about protecting information may differ.
As a plan member, you agree to this use of your personal details. If you want to know more about the information held by the Trustees or the purposes for which it is held, please contact the Unilever Pensions Team.
Passing on benefits
By law, you may not pass your benefits on to anyone else or use them as security for a loan. If you try to do this, your membership will end and you will not receive your plan benefits.
Unilever and Trustee agreement
This website describes benefits that may depend on the agreement or consent of Unilever, the Trustees or sometimes both. When the website refers to Unilever giving consent to a benefit or option, it does not mean that Unilever will necessarily give its consent as a general rule.
Please note that if and when Unilever or the Trustees give their agreement, it does not mean that they must do so automatically in a similar situation – even if the facts are the same, and agreement has generally been given in the past. They have the right to give or withhold this consent in each individual case.
In this website, Unilever can mean the Unilever company which employs you, or Unilever PLC overall.
The future of the plans
Unilever currently intends to keep the plans in place. However, it has the right to change or end the plans in the future, as long as it is acting in line with pension law in force at the time, and the plan rules. It also needs agreement from the Trustees before making certain changes to the Final salary plan (this does not apply to the Career average plan). Where required by law, it must also consult the members in advance about any proposed changes to their benefits. Your employer may also stop taking part in the plans – for example, if it was no longer part of the Unilever Group.
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