guide to internal communication

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The smart employers

Guide to internalcommunication


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What is internal communication and why is it so important?Its more than just sending the odd email. A good internal comms strategy can make running a business

easier and more effective, and thats before you look at the effect on staff engagement!

What should internal communications cover?From organisational changes to employee benefits to charity fundraising, internal communications keep

everyone in the loop.

What do I need to think about when communicating internally?Being preachy, not listening, and a tendency to pretend everything in the garden has a rosy,

Disney-esque glow wont win friends and influence people. Here are some points worth pondering.

Frequency of communication how much is too much?Its a balancing act between boring the pants off everyone and keeping people in the dark. Here are

some practical suggestions to hit the sweet spot - no matter what youre talking about.

What are the best methods of internal communications?One size doesnt always fit all. What works for a one-location company may not work for a company

with multiple offices or home-workers. These tried and trusted methods can help:

Internal communication tools for staff in the same location Internal communication tools for staff working across multiple sites/remotely

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1 Money Talks: Communicating Staff Benefits. Cass Business School. 2013

11 ideas to help get your message acrossTurn the internal communications volume up to 11 with some interesting and innovative ideas to help

you get your message across.

Telling staff about your employee benefits and perksIf youve spent money on employee benefits, youll want to make sure your staff know about them

surprisingly 64%of companies dont!1

Here are some ideas for how and when to tell your employees:

Communicating benefits - the value to the business

How to communicate your employee benefits

Internal comms winners and losersA couple of real-life internal communications case studies about how to do it - and how not to!

Management fads the world should probably do withoutSome, perhaps controversial, thoughts from Forbes website.

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Weve linked to a few

templates and tools

in this ebook.

We dont necessarilyendorse them, we just

thought youd find them

helpful.

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Theres a whole lot more to internal communication than just sending staff the odd

email or sticking things on the intranet or noticeboard and hoping someone will

check them out.

Effective internal communication gets important information cascaded, helps

ensure staff are engaged and feel valued, and can even help save money.

Typically, larger companies tend to be more switched on to internal communications than their smaller

brethren. They may have people within their HR team with internal communications responsibilities.

They may also be able to call on their Marketing team.

Its always good practice for your internal comms people to work hand-in-hand with Marketing - notonly for ideas on how best to get the message across, but also to help communications stay on brand.

The bigger business might also have greater resources, such as

access to facilities like video conferencing. But even if you lack the

same level of support, there are a number of effective ways to

ensure you get your message across.

In this eBook, well give you some handy hints and tips on

how you can be an internal comms guru.


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What is internalcommunication

and why is it so important?The Institute of Internal communications (IoIC) calls it the oil that smooths the running of the

business. It acts as the bridge between the company, its workings and its staff.

Basically, when internal comms are managed and managed well, it creates understanding and shares knowledge. The IoIC

adds that good internal communications result in more effective companies. The flip side to that is companies without an

internal communications approach tend to jump in the direction of whoever has the loudestvoice, regardless of the companys strategy.

A lack of internal communications can leave staff clueless as to whats going on within the

company, unaware of innovations or changes that affect them, disengaged and open to mixed

messages or prey to the inevitable workplace rumour mill.

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What should internalcommunications cover?According to an internal communications survey by communications specialists Sequel Group,

staff wanted their senior managers to communicate more regularly, but with the important

caveat of providing more relevant and engaging content. But just what is relevant and

engaging content for your staff?

First theres theneed to know stuff such as:

3Company goals and strategy - all the bits and pieces

that show how and why the companys doing what it

does and how well its doing (or not)

3Organisational change/redundancies- new CEO?

Head of Marketing? Make sure everyone knows -

not just the people directly affected in the latter case

3Employee benefits and perks let people know

exactly what theyre entitled to, how they access

them and any window where they can make changes

3Policies and procedures- how do people get a pool

car? What do they do if theyre off sick? Do they have

to declare a large gift from a client?

...and then theres thenice to knows:

Employee achievements- awards, promotions,

acknowledgement of work done above and

beyond etc.

Events- any company shindigs, hootenannies, or fun

days or nights out available? Let people know

Company achievements- dont forget to celebrate

success and name check the staff involved

Corporate Social Responsibility- if youre a company

that champions staff volunteering and fundraising for

charities or the local community, highlight the weird

and wonderful things people have done for causes

close to their own and the companys heart

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What do I need to thinkabout when communicatinginternally?Its important to remember that the best internal communications policy is a two-way street.

Good internal communications will listen as much as they speak (anyone NOT heard the two

ears, one mouth clich?).

Theres also a natural tendency to bury bad news. While

theres likely to be some behind the scenes stuff that

needs to stay there, its just as important to communicatebad news as it is good news. In fact, it could actually be

considered more important.

As Business Matters magazine pointed out , employees

understand that things go wrong in business, but when all

they get is a stream of good news and feel-good stories,

theyre going to get suspicious - especially if the rumours

are flying. Being open, honest and transparent will promote

a culture of trust and confidence.

While not hearing about the good things can leaveemployees left out or thinking their hard work has been

taken for granted, not having bad news confirmed results

in a highly-damaging round of rumour, counter-rumour,

exaggeration, lies and damned lies - all helping to create

an unwanted and highly-toxic atmosphere.

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Frequency of communication

how much is too much?Tricky one, this. What works for one company may not work for another.

Theres little point in producing a daily or weekly bulletin scenario if not a lot happens. Your

employees will soon get bored of reading 500 words of padding that has the same substance

as a high-end restaurants apple foam. Likewise, if youre a company that sends out umpteen

emails, important messages will be lost in the blizzard of communications.

The knack is striking the right balance - that sweet spot between a good flow of news and information without bombarding

employees. Here are some practical guidelines to help shape your thinking.

What information are you communicating?Operational and tactical content requiring employees to take action needs to go out in a timely way. This might mean a flowof real-time intranet news stories (typically 3-5 each week). Big strategic announcements or breaking news impacting on staff

need to go out as and when things happen, via a fast and direct channel. Email it if youre certain the message will stand out

among the daily buzz of email traffic, but you may like to consider impromptu team gatherings as an alternative or a back-up.

Project and performance updates are well-suited to monthly bulletins. This maintains visibility and access to information. Its

an idea to combine all of this type of content into a monthly briefing or cascade pack. Content can then be discussed in local

team meetings and supplemented with local context or a Q&A session.

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Communications around financial performance are typically driven by your companys external reporting calendar quarterly

updates are the norm for many businesses. These updates can also create a drumbeat of messages about your longer-term

vision and strategy,

Major strategy updates and communicating the company vision might be focused on an annual staff event or video. Many of

these messages will also often be repeated and reinforced through your other, more frequent, communications.

Whats going on in your business right now?During times of rapid change, things can be very fluid, shifting by the day or even hour. This might

mean daily bulletins or a live stream of posts to your internal social media site.

What are employees working patterns and how do staff accesscommunications?

In a retail environment, its quite common for team leaders to hold a weekly huddle to update staff on all the latest news.

The key is to understand how your employees work and design an approach that works for them.

What do your staff want?Listening and being responsive is vital. You may need to respond with pace if rumours are circulating or staff are feeling

anxious about a subject. That might mean issuing extra communications or increasing the frequency of messages.

Generally, its worth asking employees for their views about your internal communications too much, too little, unclear, too

often? - and use the answers to help shape your plans. When staff are involved, it creates greater investment in the process -driving engagement and creating a great foundation to increase dialogue and two-way communication.

Having a plan and sticking to it (as much as possible) will help employees know what to

expect and allow them to build it into their own schedules. It also helps your leaders and

content contributors to plan, and reduces the potential for excess noise and competition

for airtime.


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What are the best methods of

internal communications?One size doesnt fit all when it comes to the various ways you can communicate with staff.Remote workers are going to need a different approach to a company that has everyone in

one place. And choosing one method of communication and sticking with it for better or worse

can be a marriage made in Hell.

Internal communication tools for staff in the same locationIntranet

Particularly handy for storing all that vital info that doesnt need to be on permanent display, but needs to be accessible, such

as policy docs or employee benefits. Adding links that employees will need to access such as payslips, expense forms or even

time off, will ensure staff visit regularly. It also gives you the opportunity to add key messages to the landing page.

NoticeboardSo far, so retro. But never underestimate the usefulness of a noticeboard near where people gather - canteens, coffee

machines - for making sure important notices/messages are seen. Make sure messages are recycled often, so it doesnt

become part of the furniture.

Stand-ups

No, not life-size promotional cardboard film stars you find in your local multiplex,

but quick and informal meetings where everyone remains standing.

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While meetings ensure that companies arent just reliant on email or web-based comms, traditional, formal

meetings are often accompanied by grumbling staff, thinking they could be doing more important work.

Stand ups are gaining ground and designed to allow people to air views and share information. This may be an

informal gather round, or for companies who have embraced Agile ways of working, theres a growing trend for stand ups to

focus around a loose progress report - with everyone participating. The latter typically zeroes in on three key questions:

- What did I accomplish yesterday?

- What will I do today?

- What are the obstacles?

Either way, stand ups ensure information is cascaded easily and quickly, giving everyone the chance to air a view - and feel a

whole lot more vibrant than being plonked in front of a powerpoint presentation.

Open door policy

Nothing says come and have a chat like an open door. Any internal communications policy worth its salt should encourage

managers to be approachable. And if you want to take that one step further, remove the entire door and encourage senior

staff, senior managers and directors to abandon their office and join the merry throng with a desk on the main floor.

Internal communication tools for staff working across multiplesites/remotelyThese days, were all becoming much more open to the idea of flexible working. More and more companies are embracing

the idea and allowing staff members to work part-time, job share, work from home or flex their hours.

And with many businesses having satellite offices elsewhere, dont forget your workers in the far-flung reaches of the UK or

globe. Its easy to forget the staff who work in smaller, sometimes tiny, regional offices - or those who are out of the office.Doing so can lead to accusations of favouritism, an office feeling like the poor relation and all

the low morale and mutterings that can go hand-in-hand with it.

And while were on the subject, if youre making communications consistent, also make

sure any benefits are consistent. Handing out vouchers to a swish new High Street gym or

restaurant wont look good if your regional office have nowhere comparable to go to.

So what methods can you use to keep these people in the loop?


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Social media

Its not just for the young, oft-bearded start-ups in the trendy areas of town that embrace social media. Companies all over

the UK are getting switched on to sites like Twitter and Facebook as an inexpensive way to engage and interest employees in

whats going on.

As long as your company firewall or internet settings allow staff to access Facebook at work (and youre

happy to let them), It may be worth setting up a Facebook Group which is

closed to outsiders, and inviting staff at all levels - including senior managers

and directors - to join it and share. Its not the place to post vital company

information, but a good fit for the lighter side of things.

Regular updates with plenty of pics will keep it fresh and compelling. But remember to set

the guidelines and make sure staff are aware whats acceptable to post if youre expectingand encouraging them to contribute. You should also appoint an administrator who has overall responsibility for monitoring

content - with the power to delete posts that dont fit the bill.

Video conferencing

Video conferencing no longer means investing in a video conference room in head office and the major off-shoots. Anyone

with web or even smartphone access can use say, Skype or Citrix for an online video chat without having to leave their desk.

Online stickiesThe e version of the Post-It note, online stickies, such as linoit, allow you to post

information that only certain employees or departments need to know, such as phone

numbers, passwords or links. Best of all, many versions dont cost a penny.

Senior management visits

Its likely that the senior members of any company will be gathered at head office. But

taking the time and trouble to visit a remote office will be appreciated by staff andreassure them they are a much-needed and integral part of the company. It also gives

that person the opportunity to pass on any information first-hand and answer any

questions or hear comments.


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11 ideas to help getyour message across

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InfographicsPeople who study such things (er, scientists?) say that the

human mind retains considerably more information from visuals

than the written word. So when you get the chance, jazz up

your message with some snazzy diagrams (not the usual tired

powerpoint slides) or infographics.

Written copy is typically cut to the salient points, while the

different approach and ideally, brightly coloured visuals will both

engage staff and help them take in and remember the facts. Its

a particularly effective tool for giving colour and substance to

otherwise dry financial information. Check out tools like Visually,

Visualize Free, Infogr.am and Piktochart.

Anyones who sat in an AGM or internal

staff meetings while the financial teams

talk about profit and loss, revenue, year-on-

year results, budget expenditure and other

fiscal fineries has probably experienced the

thousand-yard stare.

A video of your Chief Financial Officer

distilling all the information down into brief

and easily digestible facts - which can then

be linked to and accessed via the intranet

- can help ensure all the key points of your

companys financial health hit the mark.

Any key announcement can get the fullPinewood treatment, or why not encourage

staff to film fundraisers, events or report on

seminars? Lights, camera, action!

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3 Blog postsNot just for university students or

millennials posting their own views about

fashion, music or make up. A blog post

to staff delivered via the company intranet from a senior

member of staff delivered in a lighter manner can be much

more accessible than a stuffy email or attachment full of

corporate facts.

And encourage them to add a few fun anecdotes about their

own life or work to make the whole thing feel more like a

friendly chat over a drink.

And why not rotate blog posts across various members of the

senior team? Or even give employees the opportunity to produce

a guest blog. Itll give different departments the chance to talk

about whats new and help overcome any silo mentality.

4As Holtz.com says, employees are often

choosing to use their own tablets and

smartphones simply because their

companys internet is slower than a sloth

using dial-up. Plus the tech these devices

use is usually more up-to-date with more tools.

Commonly called BYOD, allowing employees to use theirown technology to access company information and

applications can help speed the communication process.

It also has the added bonuses of helping employee

engagement, productivity and cost savings - all while

enhancing the companys rep as a forward-thinking

employer.

And if youre concerned about staff abusing the freedom,set up and share a short but clear policy on whats

acceptable and whats not.

Bring your own device

5Live media wallMany businesses are twitchy about allowing employees

access to open sites like Facebook or Twitter because

theyre scared of loose cannons in the company firing

off inappropriate content.

If youre a company that likes to think a little outside the

box, digital display experts enplug.com suggest a hashtag

wall, where the business has its own internal custom

hashtag (that can include employees) and showcases a

live feed from their chosen social media network - Twitter,

Facebook or even Instagram. Allowing employees to post

team news and pics, projects and department updates getnews across in a simple and fun way.


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Digital companymagazine

Yes, company mags have been around almost

as long as the printing press, but more and

more businesses are getting switched on to

the idea of an online version.

Not only is it far cheaper than traditional print,

it can be updated instantly and accessed from

a PC, tablet or smartphone.

Sites like wordpress.com allow users to create

a free website with templates that have

customisable designs and themes. And manycan provide free hosting and support as part of

the package.

6Online collaborationtools

With flexible working on the increase and more people

working from home, software which allows people to work

and comment on the same document can be invaluable.

Wiki, doolphy, Basecamp or Huddle are just a few.

If you need a little more control, Google Documents has an ownerwho can invite comments by sharing with other people.

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7

GamificationMaking a game out of it is gaining considerable ground as an

engagement tool, performing tasks and as a way of passing on

information. Even in the pre-computer era, turning mundane

chores into games helped to get things done. Today, when virtual

worlds exist, not even the skys the limit.

Typically based around wellness and training, a number of the

worlds best-known companies including Google, Canon and LOrealhave all introduced games to increase employee-satisfaction, while

helping them learn and retain key information. Predictions suggest

gamification will increase massively in the next few years, a view

reflected by the first ever International Gamification for Business

Conference in Birmingham in September 2015.


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Surveys9

Embracethe future

And for those companies with their finger on the

pulse and eye on the future, completely new

ways of communicating within a team and even

within a company are catching fire.

A service like Slack for example, is tailor-made

for small to medium-sized companies or teams

within larger companies. It allows them to talk with

each other via a chat room-style app, send direct

messages, and share files, images and content

- possibly replacing email, intranet and other

collaboration software.

And the best news? The basic package is free.

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KISS itNot a directive to suck up to theboss, but an acronym of Keep It

Short and Simple.

Its not particularly exciting or techie,

but dont underestimate the importance

of communicating things in handy,

bite-size chunks and without all

the corporate/management speak,

jargon and - yes, we know its ironic

- acronyms.

Finding out what people like and value

isnt just for customers. Staff surveys are

a quick, efficient way to find out whats

working, what isnt and for encouraging

ideas to improve the way a business operates.

There are a number of companies out there who typically

offer basic surveys free of charge with the option to upgradefor extra tools and support like SurveyMonkey or Zoho. Or if

you have the budget, sites like Snap, SurveyGizmo, Confirmit

or Qualtrics offer a range of monthly subscriptions.

Act on the results. If youre going to ask for feedback, be

prepared to take the negative comments on the chin. Its not

a gripe - its an opportunity to respond and take action to

stop potential causes of unrest and even the loss of staff.

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Telling staff aboutyour employee benefitsand perksOne area where internal communications really gets

the chance to shine and especially earn their keep

is communicating staff benefits. In a competitive

business world, where companies are working hard tokeep existing customers and find new ones, retaining

and recruiting talent is key. A companys benefits

package can often be the deal maker - or deal-breaker.

But it doesnt matter whether

youre a company that offers

a vast range of financial benefits like Income Protection, Life cover, medical cashplans, health insurance or softer benefits like gym memberships or cycle-to-work

schemes. If staff dont know about them, its money wasted.

In May 2013, Employee Benefits magazine ran a survey among HR managers

which showed the top reason for offering staff benefits was to improve employee

engagement. But with the same report revealing that 64% of employers with a

large range of employee benefits fail to communicate them to staff, its clear that

a number of businesses are getting little or no return on their investment - andfrittering their budget away by missing a simple fix.

of employers with a large range

of employee benefits fail tocommunicate them to staff1

A company with 250 employees that

fails to tell their employees about their

staff benefits can end up spending

almost 250,000 more on staff turnover

and sickness absence than a company

with a similar benefits package and

effective internal communications.1

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1 Money Talks: Communicating Employee Benefits report. Cass Business School on behalf of Unum, 2013


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How to communicate your employee benefitsThe way (or ways) you choose to communicate with your staff will naturally depend on the best fit for your company. But

dont be afraid to experiment. And if you want to find out whats working and what isnt, a staff survey before and after a

communication can check whether employees have a better understanding of whats on offer.

Its up to you when you decide to get in touch with staff about employee benefits, but you might like to consider:

3With candidates during the recruitment process 3At inductions with new employees

3During staff appraisals, reviews or promotions 3At team or all-staff briefings

3When staff enter a new life stage - become

home-owners, get married or have children.

And if you dont already have an internal communications strategy, communicating staff benefits provides the ideal

opportunity and foundation to start building one for the company.

Communicating benefits - the value to the businessTheres a myth that where employees are more aware of benefits like Income Protection or Private Health

Insurance, theyre more likely to take time off sick. In fact, the opposite is true. Casss research also shows:

Ensuring your employees know whatson offer also helps to:

3Feel loyal to their business and share thecompanys values

3Be proud to say who they work for

3Have a better attitude at work

3Improve employee engagement and morale

3Recruit and retain staff

3Increases take-up of benefits

3Ensure you get a return on your investment

Where businesses tell staff about the benefitson offer, employees are more likely to:

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Internal commswinners and losersSo what does good Internal Communications look like in practice? Here are some

award-winning strategies and some that didnt quite make the grade.

HSBC took the HR Excellence Award 2015 for Most

effective internal communications strategy.

The bank found that around half of their staff distrusted

the decisions made by their senior management and set

about restoring trust and belief with an ambitious internal

communications programme.

HSBC Now, an intranet TV-style programme was created

featuring employee-led content free from corporate spin.Credited with also being responsive and adaptable, within

18 months of launch, some episodes had more than 65,000

views, representing 25% of the banks workforce. The launch

of their own YouTube channel followed, along with their @

HSBC_NOW Twitter feed, meaning the banking giant was also

able to reach the 80,000 employees who didnt have regular

online access at work.

The judges called the internal communications programme

honest and courageous for facing serious employment

issues. They also praised the impressive engagement and

viewing figures.

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Awards

While the initial investment

of 6 per employee may have

seemed a risk, 70%of HSBCsemployees said they felt more

connected to the company after

watching HSBC Now, while

81%of viewers said theytrusted HSBC Nows content.

Winners


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Theinternalcommun

ication

programmeincluded:

21offsiteeventsacross4si

tesin

amonthfor4,500

employees.

Dedicatedmanagerevents

priortothemainrollout

Tailoredeventsforteamsun

able

toleavetheoffice

Innovativecontentincluding

an

animatedon-screencustom

er

interactingwiththelivepre

senter

Challengingtheleadershipteam

toownanddelivertheconte

nt,

andbepresentateveryses

sion

Nationwide Building Societys Kate Shaw picked up Melcrums Internal Communicator of the Year award for 2014.

With the under pressure staff at their Customer Service & Operations division feeling bruised by a complexity of

competing demands, she saw the need to reconnect staff to the teams ethos of being number 1 for customer service.

Being Number One for

customer service was a message all

4,500 people could understand and

link back to their own job.

It worked, and so did supporting

the leadership team. Helping them

understand the role they play and

ensuring they dedicated the right

time and effort to the program made

all the difference.Kate Shaw,Nationwide Building Society


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AOLs CEO Tim Armstrong fired a Creative Director infront of 1,000 employees.

Following an announcement that AOLs local news network,

Patch, was going to close, employees were naturally

concerned about the potential of sweeping job losses. In a

conference call designed to boost morale and talk about next

steps, Armstrong took umbrage to the camera-wielding Abel

Lenz, apparently recording events for remote workers, andsacked him. Subsequent apologies revolved around tenuous

excuses rather than owning up to a huge error in judgment.

Back in 2006, Abercrombie & Fitchs CEO, Mike Jeffriescommented in an interview with Salon.com.

He said that the heavy-hitting clothing brand were for cool,

popular, good-looking kids, adding: companies in trouble are

trying to target the young, old, fat and skinny.

In 2013, when the comments were re-quoted in Business

Insider, Jeffries found himself under heavy fire from acrosssocial media, bloggers, consumers and shareholders. Jeffries

sat tight for 12 days until finally sticking his head above

the parapet to complain the quote was out of context and

misinterpreted in a way that caused offence.

LosersOn the flip side, here are two internal communications disasters, courtesy of The Grossman Groups Dave Grossman.

The bottom line? Good internal communications saves money and increases employee engagement. Win-win

for everyone.

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We love this piece from Forbes website, which talks about management fads the world should

probably do without. And while we dont necessarily endorse their views, it may help you

think about why you use them (if youre a company that does subscribe to one or two) or if

not, whether its a road you want to go down.

360-degree feedback

Weve spent a bit of a time talking about the value of feedback where staff

can comment on the machinations of their company. However, feedback

on colleagues is a much pricklier subject. Its easy to praise people, but

is anyone really happy to go on record and slag off their colleague? An

anonymous form is no guarantee of anonymity - writing styles or turns of

phrase can easily give someone away - and it doesnt legislate for personal

grudges or ill-feeling.

As Forbes says: Its idiotic to try to build teamwork by having people

evaluate one another secretly. Get rid of this management turkey and teach

people to speak to one another like humans. If you need a confidential

feedback system to find out about misbehaving managers, there are plenty

of better ways to listen to your employees.

Management fads theworld should probably

do without

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Employee engagement surveys

Weve championed asking your employees about their opinions and the importance of acting on any negative feedback you

might receive. Weve even suggested some handy survey tools to help.

But the important distinction is using surveys as a tool to put things right and improve everyones lot. A survey for the sake of

it will be shot down in flames before its barely left the airfield.

When you work side-by-side with people every day and have to survey them to find out how theyre doing, you have

missed the boat, reckons Forbes. Team members deserve a more thoughtful and sophisticated (not to mention always-

open) channel for sharing their thoughts and ideas.

Performance management

Is there anything more depressing than having to account for every minute of your working day and how much time and money

that may have earned - or lost? And thats before your hapless Copywriter has to justify agonising for 25 minutes over what

word fits perfectly for the new marketing campaign, rather than chucking in something that means the same, but lacks the

power and impact she wanted.

Performance management means slicing and dicing everything you want to achieve in your company and parceling it out to

your employees, then measuring the hell out of everything they do, adds Forbes.

In exchange for that exciting prize, you give up every bit of creative juice that might have flowed throughout your organization.

Congratulations! You are right on the cutting edge of management in 1875.


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Bad internal commscan leave

staff disengaged, disillusionedand demotivated.

But get it right(and we hope this guide has sparked your imagination)

and you can ensure your information

flows up, down and

across your organisation

and reaps the rewards of betterinternal communications.

So. Youve been warned!


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Unum Limited is authorised by the Prudential Regulation Authority and regulated by the Financial Conduct Authority and the Prudential Regulation Authority.

Registered Office and mailing address: Milton Court, Dorking , Surrey RH4 3LZ Registered in England 983768 Unum Limited is a member of the Unum Group of Companies.

unum.co.uk

About Unum

Unum is one of the UKs leading providers of financial protection with more than 40 years experience.

We insure 36 of the FTSE 100* and we have a financial strength rating of A- (Strong) from Standard & Poors.

At the end of 2014, Unum protected almost 1.4 million people in the UK and paid claims of 313 million - representing in excess

of 6 million a week in benefits to our customers - providing security and peace of mind to individuals and their families.

CR00173 Internal communication

*July 2015
http://www.unum.co.uk/http://www.unum.co.uk/