Northern Ireland Employment Offer Letter and Written Statement of Particulars

Appointment and Duties

The Employer employs the Employee as the Job Title from the Start Date on the Employment Type basis. The Employee's period of continuous employment begins on the Continuous Employment Date. The Employee must faithfully and diligently perform the duties of the Job Title and any other duties reasonably consistent with the Employee's skills, status and experience.

The Employee must comply with the Employer's lawful and reasonable policies and procedures as amended from time to time. Policies do not form part of this agreement unless they expressly say that they do.

Place of Work

The Employee's normal place of work is the Normal Place of Work. The Employee may be required to travel on reasonable notice to carry out the Employee's duties.

Hours of Work

The Employee's normal working days are the Normal Working Days and the Employee's normal working hours are the Normal Working Hours. The Employee may be required to work reasonable additional hours necessary for the proper performance of the role. No separate payment is due for those additional hours unless the Employer agrees otherwise in writing.

Pay

The Employer will pay the Basic Salary by the Pay Frequency, subject to deductions required or permitted by law and deductions authorised in writing by the Employee. The Basic Salary accrues daily and is reviewed annually, but a review does not oblige the Employer to increase it.

The Employee authorises the Employer to deduct from sums due to the Employee any amount the Employee owes the Employer, including an accidental overpayment, the cost of unreturned property, or a loan or advance, to the extent permitted by the law of Northern Ireland. The Employer will give reasonable written details before making a deduction where reasonably practicable.

Probation

The Employee's employment is subject to the Probation Period. During probation, either party may terminate employment by giving one week's written notice. The Employer may extend probation once for up to three months by written notice where it reasonably considers that further assessment is needed.

Holiday

The holiday year runs from 1 January to 31 December. The Employee is entitled to the Holiday Entitlement in each holiday year, pro-rated for incomplete years, and Public Holiday Treatment applies. Holiday must be taken at times approved in advance by the Employer, acting reasonably. The Employer may require the Employee to take holiday on notice, and the Employee may carry forward holiday only where the Employer agrees or the law of Northern Ireland requires.

Sickness Absence

If the Employee cannot work because of illness or injury, the Employee must notify the Employer as soon as reasonably practicable and comply with the Employer's absence-reporting procedure. Subject to eligibility, the Employee will receive statutory sick pay and any payments under the Sick Pay Arrangement. The Employer may require reasonable medical evidence and, where lawful and reasonable, a medical examination at its expense.

Pension and Benefits

The Pension Arrangement applies, subject to its rules and the law of Northern Ireland. The Benefits apply subject to the terms of the relevant schemes, which the Employer may amend or withdraw on reasonable notice where it has a genuine business reason, subject to the law of Northern Ireland.

Training

The Employee must complete the Mandatory Training. The Employer will pay for training it requires, unless the parties agree in writing that the Employee will repay specified external training costs if the Employee leaves within an agreed period, to the extent permitted by law.

Collective Agreements

The Collective Agreement Position applies.

Disciplinary and Grievance Procedures

The Employer's disciplinary and grievance procedures are available from the Employer. They do not form part of this agreement. The Employee may raise a grievance in writing with the Employee's line manager or, if that is inappropriate, with a director or the person identified in the grievance procedure. The Employer may suspend the Employee on full pay while it investigates a potential disciplinary matter; suspension is not disciplinary action.

Termination

After probation, either party may terminate employment by giving the other the Contractual Notice Period in writing, subject to any longer minimum notice required by the law of Northern Ireland. The Employer may make a payment in lieu of all or part of the notice period, deducting tax and national insurance contributions as required.

Unless terminated earlier in accordance with this agreement, employment ends on the Fixed Term End Date. The Employer will discuss the position with the Employee before that date. Nothing in this clause removes any right the Employee may have under the law of Northern Ireland.

During any notice period, the Employer may require the Employee not to attend work, not to contact customers or colleagues except as directed, and not to perform duties, while continuing pay and contractual benefits. The Employee remains employed and must remain available to assist reasonably with handover.

The Employer may terminate the Employee's employment without notice or payment in lieu where the Employee commits gross misconduct or otherwise seriously repudiates this agreement, subject to the law of Northern Ireland.

Confidentiality

"Confidential Information" means information of a confidential nature that the Employer or its group companies disclose to the Employee, or that the Employee creates, receives or accesses, in connection with the Employee's employment. The Employee must keep Confidential Information confidential, use it only to perform employment duties, and disclose it only to personnel, professional advisers, insurers and permitted service providers who need to know it and are bound by equivalent duties of confidence, or where the law, a court or a regulator requires disclosure. These duties do not apply to information that the Employee can show is or becomes public other than through the Employee's breach, was lawfully known to the Employee without restriction, is independently developed, or is lawfully received from a third party without restriction. These duties continue for the Confidentiality Period and, for trade secrets, for as long as they remain trade secrets. Nothing in this clause prevents a protected disclosure or any disclosure permitted or required by law.

Intellectual Property

To the extent permitted by law, the Employee assigns to the Employer all intellectual property rights in work created by the Employee in the course of employment or using the Employer's confidential information or resources. The Employee will promptly disclose that work and sign documents reasonably required to give effect to this clause. The Employer waives no rights in inventions or works created wholly outside employment without use of its confidential information or resources.

Company Property

On request and no later than the end of employment, the Employee must return all Employer property and all documents, equipment, records and data containing Confidential Information, and permanently delete Employer data from personal devices and accounts where reasonably practicable, except to the extent retention is required by law.

Data Protection and Monitoring

The Employee must comply with applicable data protection law, including the UK GDPR, and the Employer's data protection and information-security policies. The Employee may process personal data only as necessary for employment duties and in accordance with the Employer's documented instructions. The Employer may monitor use of its systems, communications and premises where lawful, necessary and proportionate, in accordance with its policies and privacy information.

Post-Termination Restrictions

For the Restricted Period after employment ends, the Employee must not, in competition with the Employer, solicit business from or deal with a customer with whom the Employee had material dealings during the 12 months before employment ended, where the business concerned competes with services or products supplied by the Employer at that time. The Employee must not solicit for employment any senior employee with whom the Employee worked closely during that period. These restrictions apply only to protect the Employer's legitimate interests and do not prevent the Employee from holding investments of up to 5% in a listed company.

Notices

A notice under this agreement must be in writing and delivered by hand, by pre-paid recorded post or by email to the Employer at [TO BE CONFIRMED — Employer notice address] or to the Employee at [TO BE CONFIRMED — Employee notice address], or to any other address a party notifies for this purpose. A notice is received: if delivered by hand, on delivery; if posted, at 9.00 am on the second business day after posting; and if emailed, at the time it is sent or, if that is outside business hours at the recipient's location, at 9.00 am on the next business day. This clause does not apply to the service of legal proceedings.

General

This agreement, together with documents expressly incorporated into it, records the entire agreement between the parties about the Employee's employment and replaces prior discussions and arrangements about it. Nothing in this clause limits liability for fraud or fraudulent misrepresentation or removes statutory employment rights.

A variation of this agreement is effective only if it is in writing and signed by the Employer and the Employee, except that the Employer may amend its non-contractual policies and procedures on reasonable notice.

Governing Law and Disputes

This agreement and any non-contractual obligations arising out of or in connection with it are governed by the Governing Law. Nothing in this agreement limits the jurisdiction of the Industrial Tribunal, the Fair Employment Tribunal or any other tribunal or court having jurisdiction under the law of Northern Ireland.