**Exhibit 4.3**

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**STRICTLY PERSONAL AND CONFIDENTIAL**

Mr A. Burgmans

16 December 2003

Dear 

**Your Remuneration with effect      from 1st January 2004**

I am pleased to be able to confirm    details of your remuneration package for next year. This will consist of    the following elements:

**1. Base Salary**

With effect from 1st January    2004 your total annual base salary will amount to €1,365,000.

The payment of this salary will continue    to be split so that 70% is payable by Unilever N.V. and 30% by Unilever PLC.

**2. Annual Bonus**

Your annual bonus entitlement for    2004 will range between 0% and 100% of your base salary of which one-quarter    is paid in the form of Unilever shares. These shares are linked with a longer-term    incentive arrangement which is described below.  The annual bonus will be payable in March 2005 in respect of the calendar year  2004.

Up to 80% of your annual bonus will    be awarded by reference to company results for the year 2004 and the remaining    20% will be awarded by reference to your personal performance.

**3. Longer Term Incentives**

3.1 Matching Shares

As mentioned in (2) above, one quarter    of your annual bonus is paid in the form of Unilever shares. On its part    the company will match this investment with the same number of shares. Both    the “bonus shares” and the “matching shares” will    have to be held for a period of three years. Once the three-year period has    elapsed full ownership of the matching shares will pass to you.

----

 

3.2 Stock Options  The normal allocation of stock option grants is:

PLC shares: 80,000     NV    shares: 12,000

The next grant of options (subject    to the EPS conditions being met) will be made on 24th March 2004 and, in    your case, will be provided under the Unilever NV 1997 Share Option Scheme.    As you know the precise number of shares to be granted in 2004 will depend    on the EPS results of the company for the prior financial year (2003).

3.3 LTIP in Restricted Shares

Under the Unilever TSR LTIP plan    you will be allotted conditional rights to shares in Unilever equivalent    in value to €800,000 for the year 2004. This award will be made on 24th    March 2004. After three years 0 – 200% of the allotted shares will vest    dependent upon Unilever’s TSR (Total Shareholding Return) ranking in    a peer group of 20 other comparative companies.

**4. Personal Shareholding requirement**

As you are aware, as part of the    LTIP arrangements you are required to build up a personal share-holding in    Unilever equivalent in value to one and a half times your Base Salary over    a period of five years. 

**5. Pension Contributions**

With effect from 1st January    2004 pension contributions will be re-introduced by Progress at the rate    of 1% of pensionable salary (in respect of the excess over €55,178).    Pensionable salary includes your annual bonus, subject to a maximum of 20%    of base salary.

As you know the UK pension fund (the    UPF) also requires contributions in respect of the element of your salary    paid in the UK. However you will continue to be compensated for this contribution    so that you are not faced with double contributions.

With kind regards,

/s/ Jan van der Bijl

Jan van der BijlHead of Private Administration

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**STRICTLY PERSONAL AND CONFIDENTIAL**

Mr N.W.A. FitzGerald

16 December 2003

Dear

**Your Remuneration with effect      from 1st January 2004**

I am pleased to be able to confirm    details of your remuneration package for next year. This will consist of    the following elements:

**1. Base Salary**

With effect from 1st January    2004 your total base salary will amount to £1,065,000 per annum.

The payment of this salary will continue    to be split so that 70% is payable by Unilever PLC and 30% by Unilever N.V.

**2. Annual Bonus**

Your annual bonus entitlement for    2004 will range between 0% and 100% of your base salary of which one-quarter    is paid in the form of Unilever shares. These shares are linked with a longer-term    incentive arrangement which is described below.  The annual bonus will be payable in March 2005 in respect of the calendar year  2004.

Up to 80% of your annual bonus will    be awarded by reference to company results for the year 2004 and the remaining    20% will be awarded by reference to your personal performance.

**3. Longer Term Incentives – Matching        Shares**

As mentioned in (2) above, one quarter    of your annual bonus is paid in the form of Unilever shares. On its part    the company will match this investment with the same number of shares. Both    the “bonus shares” and the “matching shares” will    have to be held for a period of three years. Once the three-year period has    elapsed full ownership of the matching shares will pass to you.

----

 

**4. Personal Shareholding requirement**

As you are aware, as part of the    LTIP arrangements you are required to build up a personal share-holding in    Unilever equivalent in value to one and a half times your Base Salary over    a period of five years.

**5. Pension Contributions**

The Unilever Pension Fund (the “UPF”)    has announced an increase of pension contributions with effect from 1st January    2004 from 2% to 5%.  The deduction will be made in respect of your total pensionable salary (which  will include your annual bonus subject to a maximum of 20% of your base salary).

You may be aware that Progress is    re-introducing pension contributions with effect from 1st January    2004 at the rate of 1%. As you are a member of the Progress Fund in respect    of the element of your salary paid in the Netherlands, this deduction will    be applied against your Dutch salary but will then be reimbused to you so    that you are not faced with double contributions.

With kind regards,

/s/ Jan van der Bijl

Jan van der BijlHead of Private Administration

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**STRICTLY PERSONAL AND CONFIDENTIAL**

Mr A C Butler

16 December 2003

Dear 

**Your Remuneration with effect      from 1st January 2004**

I am pleased to be able to confirm    details of your remuneration package for next year. This will consist of    the following elements:

**1. Base Salary**

With effect from 1st January    2004 your total annual base salary will amount to £530,000.

This will be paid as follows:

| • | €100,000 will be paid in The Netherlands        by Unilever NV. This sum will be subject to Dutch wages and income tax. |
|--------|------------------------------------------------------------------------------------------------------------------------------|

|   |                                                                                                                                               |
|--------|----------------------------------------------------------------------------------------------------------------------------------------------------|
| • | The balance of your base salary (£465,000)        will be payable in the UK by Unilever PLC. This sum will be subject to        UK PAYE tax. |

Unilever will ensure that your total    salary will be equal to £530,000 after taking into account the Euro/Sterling    exchange rate. The settlement of exchange rate difference will take place    once a year.

**2. Annual Bonus**

Your annual bonus entitlement for    2004 will range between 0% and 100% of your base salary of which one-quarter    is paid in the form of Unilever shares. These shares are linked with a longer-term    incentive arrangement which is described below.

This annual bonus will be paid wholly    by the parent company in the country in which you are based (i.e. in your    case by Unilever PLC). The annual bonus will be payable in March 2005 in    respect of the calendar year 2004.

Up to 80% of your annual bonus will    be awarded by reference to company results for the year 2004 and the remaining    20% will be awarded by reference to your personal performance.

----

 

**3. Longer Term Incentives**

3.1 Matching Shares

As mentioned in (2) above, one quarter    of your annual bonus is paid in the form of Unilever shares. On its part    the company will match this investment with the same number of shares. Both    the “bonus shares” and the “matching shares” will    have to be held for a period of three years. Once the three-year period has    elapsed full ownership of the matching shares will pass to you.

3.2 Stock Options  The normal allocation of stock option grants is:

PLC shares: 50,000     NV    shares: 7,500

The next grant of options (subject    to the EPS conditions being met) will be made on 24th March 2004 and, in    your case, will be provided under the Unilever PLC 1997 Share Option Scheme.    As you know the precise number of shares to be granted in 2004 will depend    on the EPS results of the company for the prior financial year (2003).

3.3 LTIP in Restricted Shares

Under the Unilever TSR LTIP plan    you will be awarded conditional rights over shares in Unilever equivalent    in value to €500,000 for the year 2004. This conditional award will    be made on 24th March 2004. After three years 0 – 200% of the allotted    shares will vest dependent upon Unilever’s TSR (Total Shareholding    Return) ranking in a peer group of 20 other comparative companies.

**4. Personal Shareholding requirement**

As you are aware, as part of the    LTIP arrangements you are required to build up a personal share-holding in    Unilever equivalent in value to one and a half times your Base Salary over    a period of five years. 

**5. Pension Contributions**

The Unilever Pension Fund (the “UPF”)    has announced an increase of pension contributions with effect from 1st January    2004 from 2% to 5%.      The deduction will be made in respect of your total pensionable salary      (which will include your annual bonus subject to a maximum of 20% of your      base salary).

With kind regards,

/s/ Jan van der Bijl

Jan van der BijlHead of Private Administration

----

 

**STRICTLY PERSONAL AND CONFIDENTIAL**

Mr P J Cescau

16 December 2003

Dear

**Your Remuneration with effect      from 1st January 2004**

I am pleased to be able to confirm    details of your remuneration package for next year. This will consist of    the following elements:

**1. Base Salary**

With effect from 1st January    2004 your total annual base salary will amount to €1,060,000.

This will be paid as follows:

| • | £65,000 will be paid in the UK by        Unilever PLC. This sum will be subject to UK PAYE tax. |
|--------|-------------------------------------------------------------------------------------------------------|

|   |                                                                                                                                                                     |
|--------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
| • | The balance of your base salary (€960,000)        will be payable in The Netherlands by Unilever NV. This sum will be subject        to Dutch wages and income tax. |

Unilever will ensure that your total    salary will be equal to €1,060,000 after taking into account the Euro/Sterling    exchange rate. The settlement of exchange rate difference will take place    once a year.

**2. Annual Bonus**

Your annual bonus entitlement for    2004 will range between 0% and 100% of your base salary of which one-quarter    is paid in the form of Unilever shares. These shares are linked with a longer-term    incentive arrangement which is described below.  The annual bonus will be payable in March 2005 in respect of the calendar year  2004.

Up to 80% of your annual bonus will    be awarded by reference to company results for the year 2004 and the remaining    20% will be awarded by reference to your personal performance.

----

 

**3. Longer Term Incentives**

3.1 Matching Shares

As mentioned in (2) above, one quarter    of your annual bonus is paid in the form of Unilever shares. On its part    the company will match this investment with the same number of shares. Both    the “bonus shares” and the “matching shares” will    have to be held for a period of three years. Once the three-year period has    elapsed full ownership of the matching shares will pass to you.

3.2 Stock Options  The normal allocation of stock option grants is:

PLC shares: 50,000     NV    shares: 7,500

The next grant of options (subject    to the EPS conditions being met) will be made on 24th March 2004 and, in    your case, will be provided under the Unilever NV 1997 Share Option Scheme.    As you know the precise number of shares to be granted in 2004 will depend    on the EPS results of the company for the prior financial year (2003).

3.3 LTIP in Restricted Shares

Under the Unilever TSR LTIP plan    you will be awarded conditional rights over shares in Unilever equivalent    in value to €500,000 for the year 2004. This conditional award will    be made on 24th March 2004. After three years 0 – 200% of the allotted    shares will vest dependent upon Unilever’s TSR (Total Shareholding    Return) ranking in a peer group of 20 other comparative companies.

**4. Personal Shareholding requirement**

As you are aware, as part of the    LTIP arrangements you are required to build up a personal share-holding in    Unilever equivalent in value to one and a half times your Base Salary over    a period of five years.

**5. Pension Contributions**

With effect from 1st January    2004 pension contributions will be re-introduced by Progress at the rate    of 1% of pensionable salary (in respect of the excess over €55,178).    Pensionable salary includes your annual bonus, subject to a maximum of 20%    of base salary.

With kind regards,

/s/ Jan van der Bijl

Jan van der BijlHead of Private Administration

----

 

**STRICTLY PERSONAL AND CONFIDENTIAL**

Mr K B Dadiseth

16 December 2003

Dear 

**Your Remuneration with effect      from 1st January 2004**

I am pleased to be able to confirm    details of your remuneration package for next year. This will consist of    the following elements:

**1. Base Salary**

With effect from 1st January    2004 your total annual base salary will amount to £680,000.

This will be paid as follows:

| • | €100,000 will be paid in The Netherlands        by Unilever NV. This sum will be subject to Dutch wages and income tax. |
|--------|------------------------------------------------------------------------------------------------------------------------------|

|   |                                                                                                                                               |
|--------|----------------------------------------------------------------------------------------------------------------------------------------------------|
| • | The balance of your base salary (£615,000)        will be payable in the UK by Unilever PLC. This sum will be subject to        UK PAYE tax. |

Unilever will ensure that your total    salary will be equal to £680,000 after taking into account the Euro/Sterling    exchange rate. The settlement of exchange rate difference will take place    once a year.

**2. Annual Bonus**

Your annual bonus entitlement for    2004 will range between 0% and 100% of your base salary of which one-quarter    is paid in the form of Unilever shares. These shares are linked with a longer-term    incentive arrangement which is described below.

This annual bonus will be paid wholly    by the parent company in the country in which you are based (i.e. in your    case by Unilever PLC). The annual bonus will be payable in March 2005 in    respect of the calendar year 2004.

Up to 80% of your annual bonus will    be awarded by reference to company results for the year 2004 and the remaining    20% will be awarded by reference to your personal performance.

----

 

**3. Longer Term Incentives**

3.1 Matching Shares

As mentioned in (2) above, one quarter    of your annual bonus is paid in the form of Unilever shares. On its part    the company will match this investment with the same number of shares. Both    the “bonus shares” and the “matching shares” will    have to be held for a period of three years. Once the three-year period has    elapsed full ownership of the matching shares will pass to you.

3.2 Stock Options  The normal allocation of stock option grants is:

PLC shares: 50,000     NV    shares: 7,500

The next grant of options (subject    to the necessary EPS conditions being met) will be made on 24th March 2004    and, in your case, will be provided under the Unilever PLC 1997 Share Option    Scheme. As you know the precise number of shares to be granted in 2004 will    depend on the EPS results of the company for the prior financial year (2003).    Based on the ESOP rules stock options should, in principle, not be granted    within two years before retirement. Therefore the 2004 option grant will    in your case be made conditional upon approval by the Remuneration Committee.

3.3 LTIP in Restricted Shares

Under the Unilever TSR LTIP plan    you will be awarded conditional rights over shares in Unilever equivalent    in value to €500,000 for the year 2004. This conditional award will    be made on 24th March 2004. After three years 0 – 200% of the allotted    shares will vest dependent upon Unilever’s TSR (Total Shareholding    Return) ranking in a peer group of 20 other comparative companies.

**4. Personal Shareholding requirement**

As you are aware, as part of the    LTIP arrangements you are required to build up a personal share-holding in    Unilever equivalent in value to one and a half times your Base Salary over    a period of five years. 

**5. Pension Contributions**

The Unilever Pension Fund (the “UPF”)    has announced an increase of pension contributions with effect from 1st January    2004 from 2% to 5%.

The deduction will be made in respect of your total pensionable salary (which  will include your annual bonus subject to a maximum of 20% of your base salary).

With kind regards,

/s/ Jan van der Bijl

Jan van der BijlHead of Private Administration

----

 

**STRICTLY PERSONAL AND CONFIDENTIAL**

Mr A R van Heemstra

16 December 2003

Dear

**Your Remuneration with effect      from 1st January 2004**

I am pleased to be able to confirm    details of your remuneration package for next year. This will consist of    the following elements:

**1. Base Salary**

With effect from 1st January    2004 your total annual base salary will amount to €730,000.

This will be paid as follows:

| • | £65,000 will be paid in the UK by        Unilever PLC. This sum will be subject to UK PAYE tax. |
|--------|-------------------------------------------------------------------------------------------------------|

|   |                                                                                                                                                                     |
|--------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
| • | The balance of your base salary (€630,000)        will be payable in The Netherlands by Unilever NV. This sum will be subject        to Dutch wages and income tax. |

Unilever will ensure that your total    salary will be equal to €730,000 after taking into account the Euro/Sterling    exchange rate. The settlement of exchange rate difference will take place    once a year.

**2. Annual Bonus**

Your annual bonus entitlement for    2004 will range between 0% and 100% of your base salary of which one-quarter    is paid in the form of Unilever shares. These shares are linked with a longer-term    incentive arrangement which is described below.  This annual bonus will be paid wholly by the parent company in the country  in which you are based (i.e. in your case by Unilever NV). The annual bonus  will be payable in March 2005 in respect of the calendar year 2004.

Up to 80% of your annual bonus will    be awarded by reference to company results for the year 2004 and the remaining    20% will be awarded by reference to your personal performance.

----

 

**3. Longer Term Incentives**

3.1 Matching Shares

As mentioned in (2) above, one quarter    of your annual bonus is paid in the form of Unilever shares. On its part    the company will match this investment with the same number of shares. Both    the “bonus shares” and the “matching shares” will    have to be held for a period of three years. Once the three-year period has    elapsed full ownership of the matching shares will pass to you.

3.2 Stock Options  The normal allocation of stock option grants is:

PLC shares: 50,000     NV    shares: 7,500

The next grant of options (subject    to the EPS conditions being met) will be made on 24th March 2004 and, in    your case, will be provided under the Unilever NV 1997 Share Option Scheme.    As you know the precise number of shares to be granted in 2004 will depend    on the EPS results of the company for the prior financial year (2003).

3.3 LTIP in Restricted Shares

Under the Unilever TSR LTIP plan    you will be awarded conditional rights over shares in Unilever equivalent    in value to €500,000 for the year 2004. This conditional award will    be made on 24th March 2004. After three years 0 – 200% of the allotted    shares will vest dependent upon Unilever’s TSR (Total Shareholding    Return) ranking in a peer group of 20 other comparative companies.

**4. Personal Shareholding requirement**

As you are aware, as part of the    LTIP arrangements you are required to build up a personal share-holding in    Unilever equivalent in value to one and a half times your Base Salary over    a period of five years.

**5. Pension Contributions**

With effect from 1st January    2004 pension contributions will be re-introduced by Progress at the rate    of 1% of pensionable salary (in respect of the excess over €55,178).    Pensionable salary includes your annual bonus, subject to a maximum of 20%    of base salary.

With kind regards,

/s/ Jan van der Bijl

Jan van der BijlHead of Private Administration

----

 

**STRICTLY PERSONAL AND CONFIDENTIAL**

Mr R H P Markham

16 December 2003

Dear 

**Your Remuneration with effect      from 1st January 2004**

I am pleased to be able to confirm    details of your remuneration package for next year. This will consist of    the following elements:

**1. Base Salary**

With effect from 1st January    2004 your total annual base salary will amount to £615,000.

This will be paid as follows:

| • | €100,000 will be paid in The Netherlands        by Unilever NV. This sum will be subject to Dutch wages and income tax. |
|--------|------------------------------------------------------------------------------------------------------------------------------|

|   |                                                                                                                                               |
|--------|----------------------------------------------------------------------------------------------------------------------------------------------------|
| • | The balance of your base salary (£550,000)        will be payable in the UK by Unilever PLC. This sum will be subject to        UK PAYE tax. |

Unilever will ensure that your total    salary will be equal to £615,000 after taking into account the Euro/Sterling    exchange rate. The settlement of exchange rate difference will take place    once a year.

**2. Annual Bonus**

Your annual bonus entitlement for    2004 will range between 0% and 100% of your base salary of which one-quarter    is paid in the form of Unilever shares. These shares are linked with a longer-term    incentive arrangement which is described below.  This annual bonus will be paid wholly by the parent company in the country  in which you are based (i.e. in your case by Unilever PLC). The annual bonus  will be payable in March 2005 in respect of the calendar year 2004.

Up to 80% of your annual bonus will    be awarded by reference to company results for the year 2004 and the remaining    20% will be awarded by reference to your personal performance.

**3. Longer Term Incentives**

3.1 Matching Shares

As mentioned in (2) above, one quarter    of your annual bonus is paid in the form of Unilever shares. On its part    the company will match this investment with the same number of shares. Both    the “bonus shares” and the “matching shares” will    have to be held for a period of three years. Once the three-year period has    elapsed full ownership of the matching shares will pass to you.

3.2 Stock Options  The normal allocation of stock option grants is:

PLC shares: 50,000     NV    shares: 7,500

The next grant of options (subject    to the EPS conditions being met) will be made on 24th March 2004 and, in    your case, will be provided under the Unilever PLC 1997 Share Option Scheme.    As you know the precise number of shares to be granted in 2004 will depend    on the EPS results of the company for the prior financial year (2003).

3.3 LTIP in Restricted Shares

Under the Unilever TSR LTIP plan    you will be awarded conditional rights over shares in Unilever equivalent    in value to €500,000 for the year 2004. This conditional award will    be made on 24th March 2004. After three years 0 – 200% of the allotted    shares will vest dependent upon Unilever’s TSR (Total Shareholding    Return) ranking in a peer group of 20 other comparative companies.

**4. Personal Shareholding requirement**

As you are aware, as part of the    LTIP arrangements you are required to build up a personal share-holding in    Unilever equivalent in value to one and a half times your Base Salary over    a period of five years. 

**5. Pension Contributions**

The Unilever Pension Fund (the “UPF”)    has announced an increase of pension contributions with effect from 1st January2004 from 2% to 5%.

The deduction will be made in	      respect of your total pensionable salary (which will include your annual	      bonus subject to a maximum of 20% of yourbase salary).

With kind regards,

/s/ Jan van der Bijl

Jan van der BijlHead of Private Administration

----

 

**STRICTLY PERSONAL AND CONFIDENTIAL**

Mr C B Strauss

16 December 2003

Dear 

**Your Remuneration with effect      from 1st January 2004**

I am pleased to be able to confirm    details of your remuneration package for next year. This will consist of    the following elements:

**1. Base Salary**

With effect from 1st January    2004 your total annual base salary will amount to $1,100,000.

**2. Annual Bonus**

Your annual bonus entitlement for    2004 will be up to a maximum of 100% of your base salary of which one-quarter    is paid in the form of Unilever shares. These shares are linked with a longer-term    incentive arrangement which is described below.  This annual bonus will be payable in March 2005 in respect of the calendar  year 2004.

Up to 80% of your annual bonus will    be awarded by reference to company results for the year 2004 and the remaining    20% will be awarded by reference to your personal performance.

**3. Longer Term Incentives**

3.1 Matching Shares

As mentioned in (2) above, one quarter    of your annual bonus is paid in the form of Unilever shares. On its part    the company will match this investment with the same number of shares. Both    the “bonus shares” and the “matching shares” will    have to be held for a period of three years. Once the three-year period has    elapsed full ownership of the matching shares will pass to you.

3.2 Stock Options  The normal allocation of stock option grants is:

PLC shares: 80,000 (i.e. 20,000    ADR’s)     NV shares: 12,000

The next grant of options (subject    to the EPS conditions being met) will be made on 24th March 2004 and, in    your case, will be provided under the Unilever US Share Option Plan. As you    know the precise number of shares to be granted in 2004 will depend on the    EPS results of the company for the prior financial year (2003).

----

 

**4. Personal Shareholding requirement**

As you are aware, as part of the    LTIP arrangements you are required to build up a personal share-holding in    Unilever equivalent in value to one and a half times your Base Salary over    a period of five years. 

With kind regards,

/s/ Jan van der Bijl

Jan van der BijlHead of Private Administration

----