Finance UFLP Review
at Unilever
Graduate Scheme
Consumer Products/FMCG, Accounting
London
Review Submitted: November 2025
Overall Rating
2.2 /5
The Overall Rating is the average of all the ratings given in each category. We take those individual ratings and combine them into one final score!
1.8/5
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Overview of the Role
2.6/5
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Experience & Company Culture
2/5
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Recommendations & Advice
Overview of the Role
Overall, how would you describe your experience at Unilever?
Overall not positive. I’ve genuinely had a very unhappy time whilst working at Unilever, which is not uncommon amongst other UFLPs. I’ve felt invisible and useless on the whole.
I’ve had a pretty disorganised time with very little support, structure or learning. Whilst most of the people at the company are nice, in its current form, I would say the scheme is not fit or purpose.
I’ve had a pretty disorganised time with very little support, structure or learning. Whilst most of the people at the company are nice, in its current form, I would say the scheme is not fit or purpose.
What are the main responsibilities of the role and which elements of the role do you enjoy the most?
Finance Business Partnering: Looking at the P&L evolution and performance across brands/ countries.
Financial Accounting & controlling: Ensuring adherence to Unilever’s accounting policies and internal controls.
Financial Accounting & controlling: Ensuring adherence to Unilever’s accounting policies and internal controls.
To what extent does your role give you the opportunity to contribute meaningfully and feel valued by your team?
1/5
I’ve felt pretty useless and invisible since joining the company. It depends on the team, in some teams I’ve felt totally invisible no matter how hard I worked, and in others, managers do seem to care about you and your development. It’s very much a potluck.
But overall, I don’t feel like I’ve contributed meaningfully at all or felt valued by my team or the organisation.
But overall, I don’t feel like I’ve contributed meaningfully at all or felt valued by my team or the organisation.
How does your compensation package - including perks & benefits - fairly remunerate you for the work you do?
3/5
Compensation is okay. It’s comparable to our competitors, and it’s an internal facing role, not service/ external facing, so you can’t really compare to banking and consulting, who’s hours are much worse.
You have a benefits envelope, where you have much more flexibility over pension contribution and extra taxable income, which is quite good. You can also purchase shares too. You can get by in London relatively comfortably, depending on your level of savings and spending habits.
We also have benefits such as a free gym in the offices, BUPA healthcare and discounted products in the staff shop, which all help too.
Of course, the relative value of the compensation package depends on how many hours you work, we work a lot more hours than 9-5, and then study on-top, so this is something to consider also.
You have a benefits envelope, where you have much more flexibility over pension contribution and extra taxable income, which is quite good. You can also purchase shares too. You can get by in London relatively comfortably, depending on your level of savings and spending habits.
We also have benefits such as a free gym in the offices, BUPA healthcare and discounted products in the staff shop, which all help too.
Of course, the relative value of the compensation package depends on how many hours you work, we work a lot more hours than 9-5, and then study on-top, so this is something to consider also.
How well do you feel the role is preparing you for your future career?
2/5
I don’t think it has prepared me well at all. There are very high expectations but little effective support to help you meet them. You are offered rotations, which most graduate schemes offer, but there is no standardisation or quality management to ensure that you are receiving the best experience/ what is expected from a UFLP placement in order to become a future leader. There is little balance and progression over the years in rotations and skills development. Rotations should offer you breath and depth of experience, to help you develop into a well-rounded individual, but I’ve had neither, so I feel like I’m stuck.
I think you’d be better off overall not being a UFLP and being a normal worker, because your manager and teams know you are not temporally on placement, they are more likely to invest actual time in your career development and listen to you, which I think Unilever does okay at on the whole outside of the scheme.
I think you’d be better off overall not being a UFLP and being a normal worker, because your manager and teams know you are not temporally on placement, they are more likely to invest actual time in your career development and listen to you, which I think Unilever does okay at on the whole outside of the scheme.
How would you rate the extent to which you were developing new or existing skills through formal training and your day-to-day role?
1/5
In terms of formal training, we are studying towards our CIMA qualification, but this is independent self-study, although you can sign up to online classes if you want. I’ve probably learnt the most of my new knowledge and skills from CIMA.
We have an internal business course where we meet and learn with other UFLPs from around Europe which is fun, but it is only for a couple days once or twice a year, so formal training is quite infrequent.
I honestly don’t think I’ve developed any substantial new or existing skills compared to being at university, besides some more excel shortcuts and knowing how Unilever structures its P&L.
Whilst in theory, being on rotating placements, you get exposure to different part of the business and processes, which should help you develop new skills, it largely depends on if you are given a variety of well thought out roles or moved around just to fill a vacancy. Similarly, who your manager and team are, and how much time they want to invest into you/ get you involved in meetings to learn and develop new skills impacts your skill development massively. This is true of nay company though, it depends on the level of placement quality control the graduate scheme has.
We have an internal business course where we meet and learn with other UFLPs from around Europe which is fun, but it is only for a couple days once or twice a year, so formal training is quite infrequent.
I honestly don’t think I’ve developed any substantial new or existing skills compared to being at university, besides some more excel shortcuts and knowing how Unilever structures its P&L.
Whilst in theory, being on rotating placements, you get exposure to different part of the business and processes, which should help you develop new skills, it largely depends on if you are given a variety of well thought out roles or moved around just to fill a vacancy. Similarly, who your manager and team are, and how much time they want to invest into you/ get you involved in meetings to learn and develop new skills impacts your skill development massively. This is true of nay company though, it depends on the level of placement quality control the graduate scheme has.
Experience & Company Culture
How is the support you receive?
2/5
It depends on how lucky you are with your team, line manager and careers sponsor, which you have very little control over, but overall I’d say the dedicated and structured support you receive is very hit or miss. You have to raise concerns multiple times to be listened to and taken seriously.
I think people on the whole are genuinely quite nice and will make time to chat to you if you ask for advice, but if you’re struggling it’s very hard to feel genuinely listened to and supported with changes being enacted.
I think you’d be better off overall not being a UFLP and being a normal worker, there are lower expectations but same level of support. Because teams know you are not there temporarily, and have a proper job description and scope for you, they are more likely to invest actual time in your career development and support you.
I think people on the whole are genuinely quite nice and will make time to chat to you if you ask for advice, but if you’re struggling it’s very hard to feel genuinely listened to and supported with changes being enacted.
I think you’d be better off overall not being a UFLP and being a normal worker, there are lower expectations but same level of support. Because teams know you are not there temporarily, and have a proper job description and scope for you, they are more likely to invest actual time in your career development and support you.
How is your work-life balance?
2/5
It depends on the time of month and the role you have, but it is definitely not a 9-5, and overall much longer hours. You are often working late nights, well past 8 or 9 during busy period of the month.
Because we work full-time and then study for CIMA on top, your days can get pretty long, and your weekends might be filled with studying or catching up on work. If you’re disciplined enough with studying and/or your manager is understanding, things can relatively be manageable.
Other companies give you dedicated time to study and then work, which can make studying more intense in shorter burst, but you get exams done quicker, this is something to consider for how you best work when looking at different jobs/ companies where you get a qualification.
Because we work full-time and then study for CIMA on top, your days can get pretty long, and your weekends might be filled with studying or catching up on work. If you’re disciplined enough with studying and/or your manager is understanding, things can relatively be manageable.
Other companies give you dedicated time to study and then work, which can make studying more intense in shorter burst, but you get exams done quicker, this is something to consider for how you best work when looking at different jobs/ companies where you get a qualification.
What is the organisational culture, values and general atmosphere like?
2/5
Working from home is pretty standard, as you only need to be in the office 2 days a week.
Work culture is based on luck with the team and manager you have, I haven't had the most positive experience. I wouldn’t say the culture is overly supportive or understanding. I’ve felt pretty invisible and useless whilst being here, and working at Unilever has had a huge detrimental impact on my mental health. There’s a few socials here and there, to try and bring teams together, and people are friendly on the whole, but your team and role are what you spend 95% of time in.
Work culture is based on luck with the team and manager you have, I haven't had the most positive experience. I wouldn’t say the culture is overly supportive or understanding. I’ve felt pretty invisible and useless whilst being here, and working at Unilever has had a huge detrimental impact on my mental health. There’s a few socials here and there, to try and bring teams together, and people are friendly on the whole, but your team and role are what you spend 95% of time in.
How would you rate Unilever initiatives when it comes to equality, diversity, inclusion and accessibility?
3/5
I wouldn’t say Unilever for UFLPs, IPs and Apprentices are particularly diverse, or equitable. There is nothing overall negative or positive, but more could definitely be done. I think gender split is improving for UFLPs in Finance, but diversity in other aspects seems to be struggling/ falling. I think for Unilever in general there could be more targeted approaches to boost EDI.
The LGBTQ+, Gender equity and new Neurodiversity networks are quite active, but I don’t know much about them or the levels of impact. There are also ‘Empower’ and ‘enable’, which are racial and disability equity/ awareness networks, but they are much less active in the UK.
There are some partnerships with upReach, Enactus and Rare Recruitment, which other corporates do too, which you can also get involved in as part of Future Careers, but I don’t think it has led to a significant increase in EDI.
The LGBTQ+, Gender equity and new Neurodiversity networks are quite active, but I don’t know much about them or the levels of impact. There are also ‘Empower’ and ‘enable’, which are racial and disability equity/ awareness networks, but they are much less active in the UK.
There are some partnerships with upReach, Enactus and Rare Recruitment, which other corporates do too, which you can also get involved in as part of Future Careers, but I don’t think it has led to a significant increase in EDI.
How would you rate Unilever CSR (Corporate Social Responsibility) initiatives?
4/5
Unilever does some quite standard initiatives, which other company do too, such as volunteering in schools and at foodbanks. We are becoming a less of a purpose driven and sustainability priority company but have some legacy initiatives like Dove Day and Domestos Day, where you go into local schools and teach children about body positivity and toilet hygiene. We also have an annual charity event called ‘Great Walk’, where we walk a marathon around London for the day and have a big social afterwards.
I think globally, Unilever does do a lot more, but this is in more emerging markets where they have a greater presence.
I think globally, Unilever does do a lot more, but this is in more emerging markets where they have a greater presence.
Recommendations & Advice
Would you recommend Unilever to a friend?
No
Why?
I’ve genuinely had an awful time, and had such a negative impact on my mental health and happiness. I partially regret choosing Unilever over my other job offers.
Whilst you could argue the grass is always greener, I would say if you want to work at Unilever, do your grad scheme elsewhere, get some more structured/ developmental training and then come to Unilever as a normal worker. There is a significant number of people currently in Finance who have done that.
Because you’re in rotations, and not permanently in a team, as a UFLP your development is always someone else’s problem, your manager, HR, functional leads, it’s largely down to luck and if someone cares, which is not guaranteed. Whilst you should always take a leading role in your career, at this stage where you have little to no control over your career/ decisions, you should join a grad scheme to get some mentoring, support and structured learning, to help you develop, but my experience so far has been hugely lacking.
Whilst you could argue the grass is always greener, I would say if you want to work at Unilever, do your grad scheme elsewhere, get some more structured/ developmental training and then come to Unilever as a normal worker. There is a significant number of people currently in Finance who have done that.
Because you’re in rotations, and not permanently in a team, as a UFLP your development is always someone else’s problem, your manager, HR, functional leads, it’s largely down to luck and if someone cares, which is not guaranteed. Whilst you should always take a leading role in your career, at this stage where you have little to no control over your career/ decisions, you should join a grad scheme to get some mentoring, support and structured learning, to help you develop, but my experience so far has been hugely lacking.
How well did the role match your expectations based on the recruitment process?
2/5
Ultimately it has overpromised and underdelivered. My experience has been quite disorganised and unsupported, and it feels like you are just a number on a spreadsheet that is moved around, rather than genuine thought into your career development to be a future leader.
In all fairness, parts of my expectations upon joining where to be fast tracked into management, but due to the recent productivity restructuring, which was out of the control of local leaders, there are less manger roles available.
But the overall management and operations of the scheme seems to have dipped in recent years, with UFLPs leaving part way through in previous years.
In all fairness, parts of my expectations upon joining where to be fast tracked into management, but due to the recent productivity restructuring, which was out of the control of local leaders, there are less manger roles available.
But the overall management and operations of the scheme seems to have dipped in recent years, with UFLPs leaving part way through in previous years.
When considering the recruitment & onboarding process, have you any specific tips or advice you would give to others applying to Unilever?
The discovery centre was one of the more enjoyable and chill ones that I went through. Make sure that you understand the basics of a P&L and what can drive different lines, a simple YouTube video might be enough.
Look at the press releases, Unilever has moved significantly away from Purpose driven brands and sustainability, and more towards focusing solely making as much profit as possible and premiumisation. Look into trends and investor relation calls/ decks to understand where the company is going, and what they are prioritising and the products we sell in shops – see if this is a company you would like to work in/ towards.
Go on LinkedIn and reach out to current and former UFLPs/ IPs/ Apprentices to get their honest reviews, I’m sure everyone can spare 15 mins if you ask them nicely. Get a variety of perspectives as no two experiences are the same.
Look at the press releases, Unilever has moved significantly away from Purpose driven brands and sustainability, and more towards focusing solely making as much profit as possible and premiumisation. Look into trends and investor relation calls/ decks to understand where the company is going, and what they are prioritising and the products we sell in shops – see if this is a company you would like to work in/ towards.
Go on LinkedIn and reach out to current and former UFLPs/ IPs/ Apprentices to get their honest reviews, I’m sure everyone can spare 15 mins if you ask them nicely. Get a variety of perspectives as no two experiences are the same.
Unilever Future Leaders Programme - Customer Development
at Unilever
- Graduate Scheme
- Kingston upon Thames
-
3.9
