for each measure will be assessed independently from the other measures over each three-yearperformance period.Under the LPSP, participants are granted a target number of shares at the beginning of each yearfor the upcoming 3 year performance period. The target grant level will be determined bycompetitive market practice, and will be communicated as a percentage of base pay converted to anumber of shares. Portions of the award will vest based on Group USG and Un-geared Free Cash Flowperformance outcomes versus performance targets, and a portion of the award will vest based onUnilever’s relative TSR ranking versus a peer group with 20 other companies (the existing TSRcomparator group). The number of shares eventually earned will range from 0% to 200% of the partarget award based on actual performance, with the economic value of awards ultimately dependent onshare price and level of goal achievement. Vesting and delivery of LPSP shares will occur at theend of the three-year performance period.The performance measurement weighting for UEx is 30% based on USG, 30% based on Free Cash Flow, and40% based on relative TSR.RemCo approved an enhancement to the vesting schedule under the TSR portion of the plan as follows:50% of the target award will vest if Unilever is ranked 11th among the peer group ofcompanies, 100% if ranked 7th, and 200% if ranked 3rd or above —straight-line vesting will occur between these discreet points. Effectively this increases theexpected value of the award from our current practice, but at the same time more closely aligns thevalues delivered through our vesting schedule with competitive practice.In 2007 only the Unilever UEx members and WL5 managers will be awarded under the new plan. Theother participants will remain the in the GPSP plan in 2007.We are excited that this plan improves the competitive alignment of our new program and eases itsunderstanding.Appendix 2 show details of the targets for this new plan agreed with the Remuneration Committeesubject to Shareholders approving the new plan.Further details will follow after the AGM’s in May 2007.Following the change in Dutch tax legislation the award and vesting will be settled in cash.Matching SharesThe Dutch fiscal legislation has changed and therefore, different from the past, you will notreceive matching shares at the time of award. Instead of this you will after three years receive acash bonus equivalent to the then market value of the bonus paid in shares, plus a dividendequivalent. This will be subject to income tax.We hope you will invest the cash bonus in Unilever shares.Personal Shareholding requirementYou are required to build and maintain a personal shareholding in Unilever of at least one and ahalf times your Base Salary. As long as you have not built up the requested shareholding you areonly allowed to sell vested shares/options to cover your tax liability on the vesting. Any othersale of shares will only be permitted when you have built up the shareholding.**Prerequisites and benefits**Local practice will continue to apply to you for company car and other employee provisions.
 

 
As an Executive team member 5% of your base salary may be spent each year on travelling expensesfor your partner when accompanying you on business travel.**Pension**You will continue to be covered via the Director’s Pension letter.2006 was again a challenging year for the team, yet we made significant progress toward yourstrategic goals. We want to take this opportunity to thank you for your valued contributions.Unilever has good momentum going into 2007.We look forward to your continued support as we build on the 2006 achievements and drive our agendain 2007.With kind regards   /s/ Patrick Cescau /s/ Antony Burgmans   Patrick Cescau Antony BurgmansENDMr R D Kugler16 March 2007**Your reward package effective 1****st**January 2007We are pleased to confirm the changes to your reward package as from 1 January 2007.Your Total Reward package has been raised to competitive levels of the peer market where you arebased, and therefore you can earn more for strong business performance. The package is alignedwith Unilever’s reward strategy for transitioning from a focus on fixed to variable rewards.**Base Salary**Your annual base salary will continue to be GBP 587,500.The salary will be paid as follows:**•** Unilever NV will pay EURO 100,000 in the Netherlands. **•** The balance will be payable in the UK by Unilever PLC.Your pensionable salary will also continue to be GBP 972,500.**Annual Bonus**Your annual bonus for 2007 at target and at maximum has been increased and will range between 0%and 150% of your base salary.
 

 
Up to 120% of the base salary will be based on achievement of Unilever’s 2007 business resultstargets. Max 30% of the base salary will be based upon achievement of your personal (QoR) targets.One-quarter of your annual bonus will be paid in the form of Unilever shares. The company willmatch these shares and the matching shares will form part of your long-term incentive arrangementsdescribed below.The Business Results component will be based on achievement Underlying Sales Growth (USG) andTrading Contribution (TC) targets, and each are equally weighted at 50%.Appendix 1a + 1b show details of the targets agreed with the Remuneration Committee.**Long-Term Stock Incentives**The expected value of your stock incentive awards for 2007 has been increased at target and atmaximum and will range between 0% and 200% of your base salary.It is the intention to seek formal approval at the AGM’s in May 2007 for a new Long-Term IncentivePlan, and subject to shareholders’ approval, awards will be made shortly thereafter (therefore noaward in March).Please find below a brief description of the proposed award in 2007 under the new plan:The 2007 Unilever Leadership Performance Share Plan (LPSP) replaces the existing, and separate,GPSP and TSR LTIP grants, while capturing the strategic intent of each. Specifically, threeperformance measures will govern vesting of LPSP awards under the grant; two internally focussedmeasures including Group Underlying Sales Growth and Un-geared Free Cash Flow, and one externallyfocussed measure, relative TSR. Performance for each measure will be assessed independently fromthe other measures over each three-year performance period.Under the LPSP, participants are granted a target number of shares at the beginning of each yearfor the upcoming 3 year performance period. The target grant level will be determined bycompetitive market practice, and will be communicated as a percentage of base pay converted to anumber of shares. Portions of the award will vest based on Group USG and Un-geared Free Cash Flowperformance outcomes versus performance targets, and a portion of the award will vest based onUnilever’s relative TSR ranking versus a peer group with 20 other companies (the existing TSRcomparator group). The number of shares eventually earned will range from 0% to 200% of the partarget award based on actual performance, with the economic value of awards ultimately dependent onshare price and level of goal achievement. Vesting and delivery of LPSP shares will occur at theend of the three-year performance period.The performance measurement weighting for UEx is 30% based on USG, 30% based on Free Cash Flow, and40% based on relative TSR.RemCo approved an enhancement to the vesting schedule under the TSR portion of the plan as follows:50% of the target award will vest if Unilever is ranked 11th among the peer group ofcompanies, 100% if ranked 7th, and 200% if ranked 3rd or above —straight-line vesting will occur between these discreet points. Effectively this increases theexpected value of the award from our current practice, but at the same time more closely aligns thevalues delivered through our vesting schedule with competitive practice.In 2007 only the Unilever UEx members and WL5 managers will be awarded under the new plan. Theother participants will remain the in the GPSP plan in 2007.We are excited that this plan improves the competitive alignment of our new program and eases itsunderstanding.
 

 
Appendix 2 show details of the targets for this new plan agreed with the Remuneration Committeesubject to Shareholders approving the new plan.Further details will follow after the AGMs in May 2007.Matching SharesAs mentioned, under variable pay a part of your annual variable pay is paid in the form of Unilevershares. The company will match this investment with the same number of shares. All these shareshave to be held for a period of three years. Once the three-year period has elapsed, fullownership of the shares will pass to you.Personal Shareholding requirementYou are required to build and maintain a personal shareholding in Unilever of at least one and ahalf times your Base Salary. As long as you have not built up the requested shareholding you areonly allowed to sell vested shares/options to cover your tax liability on the vesting. Any othersale of shares will only be permitted when you have built up the shareholding.**Perquisites and benefits**Local practice will continue to apply to you for company car and other employee provisions.As an Executive team member 5% of your base salary may be spent each year on travelling expensesfor your partner when accompanying you on business travel.**Pension**You will continue to be covered via the Director’s Pension letter. Your pensionable salary willnot include the variable pay element.2006 was again a challenging year for the team, yet we made significant progress toward yourstrategic goals. We want to take this opportunity to thank you for your valued contributions.Unilever has good momentum going into 2007.We look forward to your continued support as we build on the 2006 achievements and drive our agendain 2007.With kind regards   /s/ Patrick Cescau /s/ Antony Burgmans   Patrick Cescau Antony BurgmansENDP J Cescau29 February 2008**Your reward package effective 1****st**January 2008
 

 
I am pleased to confirm the changes to your reward package as from 1st January2008.The fixed and variable components of your Total Reward package have been raised, and therefore youcan earn more for strong business and shareholder linked performance.**Base Salary**Your annual base salary will increase by 5% to GBP 1,021,125 as from 1st January 2008.********