Principle 5
Businesses Should Respect and Promote Human Rights
BRSR REPORT
Respect for human rights is integral to our business and embedded across our operations and business relationships. We uphold the dignity, safety, and fair treatment of all individuals, guided by our Code of Business Principles. Our commitment spans our value chain, supply chain workers, employees across our offices and factories and smallholder farmers. We maintain zero tolerance for discrimination, harassment, and forced labour, and work with partners to meet our responsible partner policy.
Message from Our LeadershipMessage from
Our Leadership
Human rights sit at the core of our values, and our unwavering commitment guides every decision we make. Through robust frameworks, capability‑building initiatives and ethical conduct across our operations, we foster an environment where people are respected and protected. By continuously enhancing our oversight and mitigating human‑rights risks, we uphold our broader corporate responsibility to act fairly and responsibly across the value chain.
- 100% of assessment of own plants and offices on human rights.
0%Assessment of own plants and offices on human rights - 100% of permanent workers are paid more than minimum wages.
0%Permanent workers are paid more than minimum wages - 92.9% of suppliers assessed on human rights.
0.0%Suppliers assessed on human rights - 100% of permanent employees are paid more than minimum wages..
0%Permanent employees are paid more than minimum wages.
Essential Indicators
| Category | FY 2025-26 | FY 2024-25 | ||||
|---|---|---|---|---|---|---|
| Total (A) | No. of employees/ workers covered (B) | % (B/A) | Total (A) | No. of employees/ workers covered (B) | % (B/A) | |
| Employees | ||||||
| Permanent | 7,191 | 6,355 | 88.4% | 7,693 | 6,325 | 82.2% |
| Other than permanent | 308 | 189 | 61.4% | 509 | 147 | 28.9% |
| Total employees | 7,499 | 6,544 | 87.3% | 8,202 | 6,472 | 78.9% |
| Workers | ||||||
| Permanent | 10,286 | 10,192 | 99.1% | 11,109 | 10,913 | 98.2% |
| Other than permanent | 7,204 | 5,853 | 81.3% | 7,356 | 4,908 | 66.7% |
| Total workers | 17,490 | 16,045 | 91.7% | 18,465 | 15,821 | 85.7% |
| Category | FY 2025-26 | FY 2024-25 | ||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Total (A) | Equal to minimum wage | More than minimum wage | Total (A) | Equal to minimum wage | More than minimum wage | |||||
| No. (B) | % (B/A) | No. (C) | % (C/A) | No. (B) | % (B/A) | No. (C) | % (C/A) | |||
| Employees | ||||||||||
| Permanent | 7,191 | - | - | 7,191 | 100.0% | 7,693 | - | - | 7,693 | 100.0% |
| Male | 4,994 | - | - | 4,994 | 100.0% | 5,477 | - | - | 5,477 | 100.0% |
| Female | 2,197 | - | - | 2,197 | 100.0% | 2,216 | - | - | 2,216 | 100.0% |
| Other than permanent | 308 | - | - | 308 | 100.0% | 509 | - | - | 509 | 100.0% |
| Male | 153 | - | - | 153 | 100.0% | 266 | - | - | 266 | 100.0% |
| Female | 155 | - | - | 155 | 100.0% | 243 | - | - | 243 | 100.0% |
| Workers | ||||||||||
| Permanent | 10,286 | - | - | 10,286 | 100.0% | 11,109 | - | - | 11,109 | 100.0% |
| Male | 9,446 | - | - | 9,446 | 100.0% | 10,373 | - | - | 10,373 | 100.0% |
| Female | 840 | - | - | 840 | 100.0% | 736 | - | - | 736 | 100.0% |
| Other than permanent | 7,204 | 4,546 | 63.1% | 2,658 | 36.9% | 7,356 | 4,789 | 65.1% | 2,567 | 34.9% |
| Male | 6,629 | 4,102 | 61.9% | 2,527 | 38.1% | 6,479 | 4,101 | 63.3% | 2,378 | 36.7% |
| Female | 575 | 444 | 77.2% | 131 | 22.8% | 877 | 688 | 78.4% | 189 | 21.6% |
(a) Median remuneration/wages:
Our framework ensures that compensation adheres to the Collective Bargaining Agreements and is at par with the external industry benchmarks by continually reviewing the average pay between genders.
| FY 2025-26 | Male | Female | ||
|---|---|---|---|---|
| Number | Median remuneration/salary/ wages of respective category (₹) | Number | Median remuneration/salary/ wages of respective category (₹) | |
| Board of Directors (BoDs)* | 6 | 75,60,941 | 3 | 65,02,877 |
| Key Managerial Personnel | 1** | 4,90,81,757# | 2** | 7,75,58,580 |
| Employees other than BoD and KMP | 4,993 | 15,58,913 | 2,195 | 15,62,148 |
| Workers | 9,446 | 7,14,823 | 840 | 4,89,369 |
*BoDs includes Executive Directors and Independent Directors, as on 31st March, 2026
**Ms. Priya Nair succeeded Mr. Rohit Jawa as Chief Executive Officer and Managing Director of the Company with effect from 1st August, 2025
**Mr. Niranjan Gupta succeeded Mr. Ritesh Tiwari as Executive Director, Finance and Chief Financial Officer of the Company with effect from 1st November, 2025
#Including Mr. Rohit Jawa's and Mr. Ritesh Tiwari's remuneration for the period of their appointment as KMP, the Median KMP Remuneration - (Male) is 5,31,77,165
(b) Gross wages paid to females as % of total wages paid by the entity, in the following format:
| Parameter | FY 2025-26 | FY 2024-25 |
|---|---|---|
| Gross wages paid to females* as % of total wages | 23.5% | 22.5% |
* Permanent employees and workers.
We are clear about our human rights commitments and our vision of building a fairer, more socially inclusive world. Our overarching principles relating to respect for human rights are set out in our Human Rights Policy Statement. We have a strong and comprehensive human rights policy framework, which supports us in realising these commitments and driving the behaviour we expect from our employees and everyone in our value chain.
Yes, we have a Business Integrity Committee constituted under the Code of Business Principles (CoBP) to address human rights impacts and issues. We have also established a web portal and helpline for registering complaints, which can be accessed at https://app.convercent.com/en-us/LandingPage/99b958aa-55a1-e611-80d3-000d3ab1117e.
Our CSR-ESG Committee oversees and addresses human rights impacts or issues at the Board level, and additionally, the Audit Committee reviews critical human rights complaints on a quarterly basis.
In addition to the above, we have a dedicated e-mail (cobp.hul@unilever.com) and contact number (000 800 100 7096) for anonymous reporting of issues or concerns around the CoBP.
We are committed to ensuring an inclusive environment where people are treated with dignity and respect.
We have 20 well-defined policies under our CoBP to effectively address grievances. Under these policies, we have established a web portal, email IDs, and contacts for receiving and managing complaints. If any employee has concerns, their reporting manager, HR partner, legal partner or Business Integrity Officer is their first point of contact. Employees can use the external speak-up hotline (call centre or web portal) operated by an independent third party, to report an issue anonymously.
We are committed to upholding and promoting human rights across our operations and in our interactions with business partners. Our approach aligns with the United Nations Global Compact. We have identified and prioritised eight human rights issues and are committed to addressing them across our operations. The eight priority issues are discrimination, fair wages, forced labour, freedom of association, harassment, health and safety, land rights and working hours. Unilever's Human Rights Progress Report (https://www.unilever.com/files/cefcd733-4f03-4cc3-b30a-a5bb5242d3c6/unilever-human-rights-progress-report-2021.pdf and https://www.unilever.com/files/2d5cebae-87d6-4411-817d-22757e597cbf/2022-progress-report-final-12-04.pdf), and Modern Slavery Statement 2026 (https://www.unilever.com/files/unilever-modern-slavery-statement-march-2026.pdf) provides a comprehensive review of our efforts, including India operations. In India, we fully adhere to Unilever's approach to human rights. In addition to this, our Code of Business Principles (CoBP) steadfastly upholds the principles of human rights and fair treatment. Aligned with the International Labour Organization (ILO) principles, our CoBP serves as a guide to our actions both within and outside the organisation when engaging with business partners.
| Category | FY 2025-26 | FY 2024-25 | ||||
|---|---|---|---|---|---|---|
| Filed during the year | Pending resolution at the end of year | Remarks | Filed during the year | Pending resolution at the end of year | Remarks | |
| Sexual harassment | 11 | - | - | 7 | - | - |
| Discrimination at the workplace | - | - | - | - | - | - |
| Child labour | - | - | - | - | - | - |
| Forced labour/ Involuntary labour | - | - | - | - | - | - |
| Wages | - | - | - | - | - | - |
| Other human rights- related issues | - | - | - | - | - | - |
| Parameter | FY 2025-26 | FY 2024-25 |
|---|---|---|
| Total Complaints reported under Sexual Harassment on of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH) | 11 | 7 |
| Complaints on POSH as a % of female employees/workers | 0.3% | 0.2% |
| Complaints on POSH upheld | 11 | 7 |
We prioritize equal opportunity and affirmative action by implementing comprehensive policies such as Whistle-blower, gender-neutral Prevention of Sexual Harassment (POSH), and Respect, Dignity, and Fair Treatment to effectively prevent discrimination and harassment. Our Respect, Dignity, and Fair Treatment Policy ensures that everyone in the workplace is treated with respect and dignity, guaranteeing equal treatment.
The POSH Policy is both gender-neutral and LGBTQI+ inclusive, detailing governance mechanisms for addressing sexual harassment across all genders and orientations. We regularly communicate with employees about various aspects of POSH to ensure awareness and understanding. We assure confidentiality and no retaliation for complaints made in good faith, upholding fairness and integrity in our investigation processes. Our policies are designed to protect individuals involved, including witnesses, from adverse treatment. In cases where a complaint is found to be made with false intent, we take necessary disciplinary actions to safeguard individuals' interests.
Yes. All our business agreements specifically provide for labour law compliances to be adhered to by all our suppliers and business partners, including fair wages and timely payment of statutory dues. The agreements also require all the organisation’s suppliers and business partners to ensure compliance with the sexual harassment law and adhere to our Code of Business Principles. Some of the fundamental principles of our RPP are based on voluntary work, eliminating forced or slave labour, appropriate age – no child labour, fair wages, and freedom of association with trade unions and collective bargaining.
Of the eight priority issues identified, each factory/branch/office reviews and provides positive assurance to a Human Rights Assessment checklist annually.
| Category | % of your plants and offices that were assessed (by entity or statutory authorities or third parties) |
|---|---|
| Child Labour | 100% |
| Forced/involuntary labour | 100% |
| Sexual harassment | 100% |
| Discrimination at workplace | 100% |
| Wages | 100% |
| Others - Freedom of Association, Law of Land, Working Hours, Grievance Redressal Mechanism | 100% |
Not applicable, as we have not come across any significant concerns from assessments conducted at our plant and offices.
Leadership Indicators
We have not encountered any concern requiring a change in our business processes because of addressing human rights grievances or complaints.
Our approach is to embed human rights in all parts of our business, using global expertise to guide and support our teams. This approach includes expertise within our Global Sustainability, Supply Chain, Procurement and Responsible Business (part of Business Integrity) teams. Human rights due diligence is necessary for businesses to proactively manage potential and actual adverse human rights impacts with which they are or could be, involved. Human rights due diligence involves four core components:
- Identifying and assessing actual or potential adverse human rights impacts.
- Integrating findings from impact assessments into relevant Company processes and taking appropriate action.
- Tracking the operating effectiveness of measures taken to address adverse human rights issues.
- Communicating how issues are being addressed and showing stakeholders – in particular, affected stakeholders – that adequate policies and processes are in place.
Please refer to our Human Rights Progress Report for further details: https://www.unilever.com/files/2d5cebae-87d6-4411-817d-22757e597cbf/2022-progress-report-final-12-04.pdf and Modern Slavery Statement 2026 (https://www.unilever.com/files/unilever-modern-slavery-statement-march-2026.pdf)
We recognise the importance of meeting the requirements of the Rights of Persons with Disabilities Act, 2016 and are taking proactive steps to support the needs of individuals with disabilities. Our Company has implemented various measures to provide disabled friendly infrastructure. In our various factories and offices, we have installed:
- Ramps
- Lowered reception desk for wheelchair access
- Elevator voice annunciator
- Evacuation chair
- Automated sliding doors to support mobility
- Tactile flooring and Braille signages
- Induction loop system
- All gender-accessible toilets, fire alarm freshers and accessible guest rooms
Additionally, we are preparing all our factories and offices for accessibility infrastructure over a period of time and aim to achieve certification for 100% of our sites with the Minimum Mandatory Standards required under the Persons with Disabilities Act. We believe that accessibility is an essential aspect of social responsibility and are persistent in our efforts to create an inclusive environment for everyone.
Our Responsible Partner Policy (RPP) sets out the requirements that all our suppliers must meet to do business with us. Our RPP and its Fundamental Principles embody our commitment to responsible, transparent, and sustainable business.
Each fundamental principle of the RPP provides guidance on what we expect from our responsible and sustainable suppliers. We are committed to working with our suppliers on a journey of continuous improvement.
We also verify alignment to and implementation of the RPP's mandatory requirements using supplier self-declarations, online assessments and independent verification, including third-party audits which are performed for designated high-risk countries and supplier types.
We have also updated our global progress on raising awareness about Human Rights with Suppliers in the Unilever Modern Slavery Statement 2026 (https://www.unilever.com/files/unilever-modern-slavery-statement-march-2026.pdf)
| Category | % of value chain partners (by value of business done with such partners) that were assessed |
|---|---|
| Sexual harassment | We conduct periodic risk assessments of our suppliers using country risk and commodity risk data from external third-party risk data providers. As of 31st March, 2026, 92.9% of the suppliers (by value of business done) have undergone risk assessment and are compliant. |
| Discrimination at the workplace | |
| Child labour | |
| Forced labour/involuntary labour | |
| Wages |
During the reporting period, no significant risks/concerns were identified in the assessment of our suppliers. We expect our partners and their employees or contractors to report actual or suspected breaches of our RPP. We will investigate any non-conformity reported in good faith and discuss findings with the partner. If remediation is needed, we work with the partner to identify the root cause of the issue and to develop a time-bound corrective action plan to resolve the failure effectively and promptly. By working with partners to overcome any issues, we support the betterment of their business and, most importantly, promote respect for human rights.
We conduct regular audits, and both third-party audit companies and suppliers are responsible for continuously updating us with the audit outcome on a digital system. Audit companies are mandated to report the audit documentation and the outcome of the initial and follow-up audits, while suppliers are mandated to report corrective actions and progress against each non-conformance identified, both within certain specified timeframes.
