General Disclosures Hero

Principle 3

Businesses Should Respect and Promote the Well-Being of All Employees, Including Those in Their Value Chains

SDG 5
SDG 8
SDG 10

At HUL, we are committed to building a workplace where our people can perform at their best and thrive holistically. We prioritise employee health, safety, inclusion, and well-being through structured programmes and strong governance. Our approach is guided by a comprehensive wellbeing framework covering purposeful, mental, emotional, and physical health.

We strengthen safety through behavioural programmes and technology-enabled interventions, while our Employee Assistance Programme provides support for mental and emotional well-being. Through defined metrics and continuous monitoring, we drive ownership and enable our people to contribute meaningfully to performance and long-term value creation.

Message from
Our Leadership

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Our people are at the heart of our ambitions, and their safety, health and well‑being remain paramount. By empowering individuals to excel professionally and creating a supportive workplace, we build a motivated and future‑ready workforce. These efforts reinforce stakeholder confidence and ensure a responsible, high‑performing value chain.

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BP BiddappaExecutive Director and Chief People, Transformation and Sustainability Officer
BP Biddappa
Plants and offices assessed on health and safety and working conditions
0%
Plants and offices assessed on health and safety and working conditions
Return to work rate for Permanent Workers
0%
Return to work rate for Permanent Workers
Retention rate for Permanent Employees
0.0%
Retention rate for Permanent Employees
Value chain partners assessed on health and safety and working conditions
0.0%
Value chain partners assessed on health and safety and working conditions

Essential Indicators

EI-1. a. Provide details of measures for the well-being of employees
EI-1. b. Details of measures for the well-being of workers
EI-1. c. Spending on measures towards well-being of employees and workers (including permanent and other than permanent) in the following format:
EI-2. Details of retirement benefits, for current and previous financial years
EI-3. Are the premises/offices of the entity accessible to differently-abled employees and workers, as per the requirements of the Rights of Persons with Disabilities Act, 2016? If not, whether any steps are being taken by the entity in this regard.
EI-4. Does the entity have an equal opportunity policy as per the Rights of Persons with Disabilities Act, 2016? If so, provide a weblink to the policy.
EI-5. Return to work and retention rates of permanent employees and workers that took parental leave.
EI-6. Is there a mechanism available to receive and redress grievances for the following categories of employees and workers? If yes, give details of the mechanism in brief.
EI-7. Membership of employees and workers in association(s) or union(s) recognised by the listed entity:
EI-8. Details of training given to employees and workers
EI-9. Details of performance and career development reviews of employees and workers
EI-10. a. Whether an occupational health and safety management system has been implemented by the entity? (Yes/No). If yes, the coverage such system?
EI-10. b. What are the processes used to identify work-related hazards and assess risks on a routine and non-routine basis by the entity?
EI-10. c. Whether you have processes for workers to report work-related hazards and to remove themselves from such risks. (yes/no)
EI-10. d. Do the employees/worker of the entity have access to non-occupational medical and healthcare services? (yes/no)
EI-11. Details of safety related incidents, in the following format:
EI-12. Describe the measures taken by the entity to ensure a safe and healthy workplace.
EI-13. Number of complaints on the following made by employees and workers.
EI-14. Assessments for the year
EI-15. Provide details of any corrective action taken or underway to address safety-related incidents (if any) and significant risks/concerns arising from assessments of health and safety practices and working conditions.

Leadership Indicators

LI-1. Does the entity extend any life insurance or any compensatory package in the event of death of (A) Employees (Y/N) (B) Workers (Y/N).
LI-2. Provide the measures undertaken by the entity to ensure that statutory dues have been deducted and deposited by the value chain partners.
LI-3. Provide the number of employees/workers having suffered high consequence work-related injury/ill-health/fatalities (as reported in Q11 of Essential Indicators above), who have been rehabilitated and placed in suitable employment or whose family members have been placed in suitable employment.
LI-4. Does the entity provide transition assistance programmes to facilitate continued employability and the management of career endings resulting from retirement or termination of employment? (Yes/No)
LI-5. Details on assessment of value chain partners
LI-6. Provide details of any corrective actions taken or underway to address significant risks/concerns arising from assessments of health and safety practices and working conditions of value chain partners.