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Be part of the world’s most successful, purpose-led business. Work with brands that are well-loved around the world, that improve the lives of our consumers and the communities around us. We promote innovation, big and small, to make our business win and grow; and we believe in business as a force for good. Unleash your curiosity, challenge ideas and disrupt processes; use your energy to make this happen. Our brilliant business leaders and colleagues provide mentorship and inspiration, so you can be at your best. 

Our portfolio ranges from nutritionally balanced foods to indulgent ice creams, affordable soaps, luxurious shampoos and everyday household care products. We produce world-leading brands including Lipton, Knorr, Dove, Axe, Hellmann’s and Omo, alongside trusted local names and innovative-forward thinking brands like Ben & Jerry’s, The Dollar Shave Club and Dermalogica. 

Every individual here 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. 

100 Victoria Embankment, London, EC4Y 0DY
Industry Industries
Company size:   10,001+ employees
Industry:   Industries
Company Details
100 Victoria Embankment

Unilever are piloting a new initiative called U-Work in which employees are treated like empowered, free agents, released from fixed employment roles and job titles. The program allows employees to have the autonomy and freedom to choose the projects they work on, helping them strike that elusive balance between their professional and personal lives

With U-Work, employees enjoy some of the security, pay, and benefits of permanent roles, along with some of the freedom and flexibility associated with contract jobs.

What we love about Unilever:

💡 Unilever offer hybrid working arrangements to promote an inclusive and flexible work environment. 

💡 Allows those who want to reduce their working hours as they get older or who want to travel and study, without sacrificing their jobs. 

Articles about Unilever:  

💡An exciting new normal for flexible working

Flexible Working Approach

U-Work gives employees the freedom and flexibility associated with contract roles with the security and benefits typically linked to permanent roles.

People in U-Work don’t have a fixed role. They work on varying assignments, and between assignments are free to do other things that are important to them. They get a monthly retainer and specially designed suite of benefits whether they’re working on an assignment or not. They can design work patterns that suit them – anything from a few days a week for a few months, to short, concentrated bursts of full-time with breaks in-between. And they get paid for each assignment when they’re working.

This more flexible way of working brings many benefits. It helps people who want to reduce their working hours as they get older. It allows working parents to manage their time more effectively. And it allows people to travel or study without sacrificing their jobs.

U-Work benefits Unilever too. Managers have access to skilled people who are familiar with Unilever and can hit the ground running, avoiding the hidden costs of finding freelance workers and getting them up to speed.

We piloted U-Work in the UK and it’s now live in seven countries including Malaysia, Argentina and South Africa, with more planned for 2022.


Working patterns are shifting; roles are disappearing and reshaping; new skills and ways of working are emerging. Through Future-Fit planning, our people are thinking through what they want their working life to look like in the future, and what skills they need to be able to move in the right direction. Sometimes this means taking things in a completely new direction.

If we see a need to pursue this direction as a business, U-Renew gives people the space and financial support to develop their knowledge and skills and apply their learning in the real world. Much like a paid learning sabbatical, we give people funding, time out to study, work experience opportunities and the security of a role. Employees may contribute to skills funding and give up some of their reward package while they transform themselves to move in a new direction. It’s a mutual investment and a shared risk for a better future.

We developed the model in 2021 and plan to pilot it in the UK in 2022.

Hybrid working arrangements

Even though Covid-19 fast-forwarded the shift to more flexible and remote working, at Unilever we were already examining how to move to more balanced ways of working. We’ve learned from the pandemic-induced changes to how we work to shape new and better arrangements for our people.

We believe that when done right, hybrid working creates an inclusive, flexible environment where people can perform at their best and teams can collaborate, connect, create and celebrate successes together. In 2021, we introduced a set of global principles to guide how we can make best use of our office spaces while giving our people flexibility and choice, which include spending at least 40% of our time in the office to collaborate and connect with each other.

We see a future where we focus primarily on what people produce, not on where or when they work. So we’re designing working options that will help people balance work and home life without completely losing the value that face-to-face contact brings

Part-time: An employee who works fewer hours than a full-time worker. There is no specific number of hours that makes someone part-time, but a full-time worker will usually work 35-40 hours a week.
Flexi-Time: This is a working schedule that allows employees to choose when they start and end their workday, usually to accomodate an individuals needs and other commitments outside of work.
Core Hours / Staggered Hours: Core hours refer to specific times an organisation requires an employee to work, for example 10am to 4pm. Staggered hours are when an employee has different start and finish times from other workers.
Mutually Agreed / Predictable Hours: These refer to a pre-agreed number of hours between a business and employee. These may flex up and down slightly, however they generally remain the same month on month.
Self Rostering / Shift Swapping: This allows employees to input on their own working hours or swap shifts with other employees, while meeting their contractual agreement.
Agile Working: This method of work gives employees the option to work where, when and how they choose – with maximum flexibility and minimum constraints.
Full-time: A full-time employee works between 35 and 40 hours per week, usually on a permanent contract.
Job Share: An arrangement where two people, or sometimes more, are retained on a part-time or reduced-time basis to perform a job normally fulfilled by one person working full-time.
Phased Retirement: This refers to an approach that gives employees the ability to manage the transition from full-time employment to retirement.
Hybrid Working (Office / Home): This means an employee splits their time between the workplace (usually office based) and remote working (usually at home).
Remote or Mobile Working: This is a type of working arrangement that allows an employee to work from a remote location outside of corporate offices.
Work From Home (WFH): This is where an employee has the ability to set up their workspace at home, and manage their work without the need to go to the office.
Office Working: This refers to an employee being physically present in the workplace to fulfil their contractual responsibilities.
Career Breaks / Sabbatical: These are an extended periods of agreed absence from work. The term is often used interchangeably with "sabbatical", which is generally taken to mean a shorter period of leave of several weeks or months.
Shared Parental Leave: This allows parents to share a portion of leave and pay with their partners to care for children from birth, usually until their first birthday.

*Please note that not all flexible working options may not be available for every role.

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