thsp.co.uk 03456 122 144Contract of Employment – PERMANENT FULL TIME / PERMANENT PART TIME / (delete as applicable)

Personal Particulars

Employer’s Name and Address: insert Company's name and address

Employee’s Name and Address: insert employee's name and address

Start Date: insert start date

Job Title: insert job title

Probationary Period: Six months. (New starters only)

Your Main Duties: insert a brief description of the roles/duties

Your full duties are described in your job description.

Reporting to: insert name of person

Place of Work: At the Company’s premises in insert locationOR At the Company’s premises in XXXXX and various locations as specified by your employer.

Pay: Salaries will be payable monthly in arrears, by the last Friday of each month, by credit transfer to a nominated bank/ building society account.

£ insert annual salary per annum

Overtime: Any associated work accruing overtime will be paid at time and a half.

Hours of Work: Normal working hours are XX hours per week from XX.XX a.m. to XX.XX p.m. Normal working days shall be Monday to Friday, excluding Public and Bank Holidays.

You will be entitled to a 30 minute unpaid lunch break.

These breaks must be taken at a time to suit the business and when it is safe to do so. This may be as instructed by your supervisor.

Travelling Time: Travelling time is paid at £insert travelling time rate per hour (If applicable).

Holidays: 20 days per annum in addition to eight Bank and Public Holidays. This accrues at a rate of 2.33 days per month.

(Part Time Only): Holiday entitlement is based on the statutory obligations of 28 days per year on a pro rata basis. The pro rata will be against what is defined as full-time for the role by the Company. Paid holiday calculations will be done on total hours eligible per annum and will be taken in agreement with the Company.

Pension: Non-contributory Stakeholder Pension Scheme. Full details of the scheme can be obtained from Insert Contact Name .

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thsp.co.uk 03456 122 144OR

Pension: The Company does not currently offer a pension scheme. It is envisioned that the Company will participate in the Auto Enrolment scheme from the date that will be set by the government implementation schedule. We will keep you informed of any developments in this area.

OR if AE date within service year:Pension: The Company will participate in the Auto Enrolment scheme from insert start date. We will keep you informed of any developments in this area.

Pension (after AE): The Company complies with the employer pension duties in respect of you in accordance with Part 1 of the Pensions Act 2008. Further details regarding the pension scheme and your entitlements can be obtained from insert job title

(Optional) (Postponement clause)The Company staged for Auto-enrolment on 1st June 2016.  You will be assessed for eligibility upon joining the Company and automatically enrolled if you meet the criteria.  The Company operates a three month postponement period.

Grievances: Any grievances should be raised initially with Insert Primary Contact Name in accordance with the procedure set out in the Staff Handbook.

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thsp.co.uk 03456 122 144CONTRACTThis Contract of Employment incorporates the statement of terms required under Section 1 of the Employment Rights Act 1996. It sets out the main Terms and Conditions of Employment agreed between you and your employer, and shall supersede any earlier arrangements whether oral or written.

The headings used in this contract are for convenience only and shall not affect its interpretation.

Company Rules, Policies and ProceduresYou are required to comply with all rules, policies and procedures issued from time to time by the Company.

A copy of the Staff Handbook is available for you to consult in the office. Whilst the policies and procedures contained in the Staff Handbook do not form part of your Terms and Conditions of Employment, unless specifically incorporated, it is important that you familiarise yourself with those policies and procedures as failure to comply with them will result in disciplinary action being taken against you.

Outside InterestsUnless you have obtained the Company’s written consent you may not work for any other employer or carry out work on any other basis during the term of your employment, whether in or out of your normal working hours.

Start DateYour employment will commence on the date set out in the Personal Particulars. Your period of continuous employment with the Company will commence on [original start date]. No previous employment counts towards the calculation of the start of your continuous employment.

Job TitleYour job title is set out in the Personal Particulars. You shall report to the person named in the Personal Particulars. The Company may require you to undertake other duties and responsibilities according to the needs of the business.

Probationary Period (New Starters only)Your employment is subject to a probationary period, the length of which is set out in the Personal Particulars. At the end of the probationary period, your employment will be reviewed. The Company reserves the right to extend the period of probation if necessary.

During the first 30 days of your probationary period, employment may be terminated without notice. Thereafter, until the satisfactory completion of your probationary period, including extensions to it, employment may be terminated by either side giving notice of one week.

Place of WorkYour normal place of work is set out in the Personal Particulars. If necessary, your employer may change the normal place of work on a temporary or permanent basis to any other place within a 10 mile radius of your normal place of work, subject to one month’s notice. If we do so, you may, at our discretion, be entitled to financial or other relocation benefits.

(Optional) The nature of your employment does not require you to work outside the United Kingdom.OR

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thsp.co.uk 03456 122 144(Optional) You may from time to time be required to work at other locations throughout the UK and Europe depending on business requirements. Appropriate travel and accommodation arrangements will be made in such circumstances.

(Optional) We may also need you to work outside the UK for periods of more than one month, and, if we do so, we will let you know the length of your stay abroad, the currency in which you will be paid, any benefits in kind you will receive whilst abroad and the terms and conditions of your relocation package. We will also give you details of the terms and conditions applying to your return to the UK.

PayDetails of your pay are set out in the Personal Particulars.

Your pay will be reviewed annually/at the Company’s discretion. The Company shall not be under any obligation to award the Employee an increase in salary.

The Company reserves the right to deduct any outstanding monies due to the Company from your pay, or on termination of employment from your final pay. This includes, but is not limited to, outstanding loans, overpayments, the costs of damages or losses caused attributable to your negligence, penalties relating to traffic offences, the cost of personal calls on Company telephones, and any other monies due to the Company during the course of employment.

Where you have entered into a training agreement with the Company, any outstanding costs detailed in the agreement will be deducted from your final pay.

Hours of WorkYour normal working hours are set out in the Personal Particulars.

Given the nature of the Company’s business, the management reserves the right to vary your hours of work according to the needs of the business.

(Optional) Your hours of work will include night shifts and weekend work where necessary. Travel time may be payable where applicable and where it is authorised and confirmed by the Contracts Director.

(Optional) Hours worked between 6am and 8pm, Monday to Friday and between 6am and 1pm on Saturday will be paid at your normal hourly rate. Hours worked between 1pm and 6pm on Saturdays or for Sunday working will be paid at an agreed rate appropriate to the work undertaken.

(Optional) You may be required to work additional hours from time to time as is necessary for the proper performance of your duties, and this may include night work and weekend working. All overtime must be authorised and pay rates shall be agreed beforehand.

(Optional) You may be required to work additional hours from time to time as is necessary for the proper performance of your duties. In the interests of the Company and its clients, however, all staff are expected to complete the day’s business before leaving.

(Optional) Travelling Time Hours of Work are defined as when you are carrying out activities or duties on site. This includes time spent travelling between jobs. ‘Travelling Time’ is time spent travelling directly to and from your normal home address and any client job site. This may also be referred to as ‘Working Time’ under the Working Time Regulations 1998 for the purposes of calculating work breaks and monitoring working hours under this regulation.

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thsp.co.uk 03456 122 144Hours of work are paid at:Travelling Time is paid at: 

(Optional) On-CallYou are required to be on-call on a rota basis. Where you are called out you will receive payment for the hours worked at a designated rate, details of which are available from management. The Company reserves the right at any time to review this designated rate and will give you four weeks’ notice of any changes. Further details of the on-call rota and responsibilities are available from managementOR Due to the nature of the Company’s business, you may be required to participate in an on-call rota. An additional payment may be made at the discretion of the Company. When you are on-call, you must make yourself available for work and be contactable by telephone.

(Optional) Time RecordingYou are solely responsible for your own time recording on commencing and finishing work. Time sheets must be completed and submitted to a Director each Monday by 10.00 a.m. Any errors or omissions must be cleared with management who will then authorise or endorse any amendment.

Please note that late submission of time sheets may result in late payment of wages.OR(Optional) Time Recording (Diary)You are solely responsible for your own time recording on commencing and finishing work. You are required to use the diary system provided by the Company to register your attendance and hours at work. Any errors or omissions must be cleared with management who will then authorise or endorse any amendment.

Timekeeping and PunctualityYou are expected to arrive at your place of work on time. If you anticipate being late you should make every effort to contact the office or a Director before your appointed start time or XX.XX a.m., whichever is earlier, with an estimated time of arrival. Frequent lateness will be dealt with under the Company’s Disciplinary Procedure.

The Company reserves the right to withhold or to recover (whether by deduction from wages or otherwise) pay in respect of hours that you have not worked.

LayoffIn the event that there is any disruption in provision of work and, accordingly, a diminution in the requirements of the business for work of a kind for which you are employed, or any other occurrence, including but not limited to adverse weather conditions, affecting the normal working of the business in relation to the work you are employed to do, the Company reserves the right to temporarily lay you off from work without contractual pay or to reduce your normal working hours and to reduce your contractual pay proportionately.

If you are laid-off you will be entitled to the statutory guaranteed payment for the relevant period at the current statutory rate as outlined within the Company HR Policies Handbook.

HolidaysYour entitlement to paid annual leave is set out in the Personal Particulars. You may be required to work on Bank and Public Holidays and you will receive time off in lieu or double time payment for them unless the holiday falls on a day of the week that you would not normally be required to work. Compensation arrangements must be agreed in advance with a Director.

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thsp.co.uk 03456 122 144The Company recognises the following Bank and Public Holidays: New Year’s Day, Good Friday, Easter Monday, May Day, Spring Bank Holiday, Late Summer Bank Holiday, Christmas Day, and Boxing Day.

The holiday year runs from 1st January to 31st December. Employees joining the Company will accrue annual holiday entitlement at the rate of one twelfth of the full entitlement per month, in advance.

Holiday entitlement for part-time workers is calculated on a pro rata basis. (P/t Contracts only) The pro rata will be against what is defined as full-time for the role by the Company. Paid holiday calculations will be done on total hours eligible per annum and will be taken in agreement with the Company.

Part time employees are entitled to Bank and Public Holidays pro rata. Where the Company closes on a Public Holiday and the employee has exhausted his or her pro rata Bank and Public Holiday entitlement, the employee will not be paid for this day. If the employee wishes to be paid for this day, he or she should take this time from his or her annual holiday entitlement, or arrange to work on an alternative day, at the sole discretion of the Company in accordance with the needs of the business.

If you joined part way through the year you will only be entitled to holiday that accrues in the remainder of that holiday year, at a rate defined in the statement of particulars.

You will be paid at your normal rate of pay in respect of periods of annual holiday. Overtime and call-out payments will not normally be included in the calculation of holiday pay.

All holiday requests should be made at least four weeks in advance for one week or more and giving one week’s notice for up to four days’ leave. You must not book holidays until your request has been formally authorised by the Company. The Company will normally try to accommodate individual preferences for holiday dates, but the needs of the business may have to take precedence, particularly where inadequate notice is given.

The Company reserves the right to declare a shut-down period during which you will be expected to take annual leave. Any Company shut-down period will be declared at the beginning of each holiday year, or by the Company giving notice of at least double the period to be enforced.

The Company does not normally operate during the period between Christmas and the New Year and as such sufficient holiday must be reserved to cover the non Bank/ Public Holidays during this period. Time off in lieu will be given for any days worked during a Company shutdown.

You may not normally take more than two working weeks consecutively.

Unused holiday cannot be carried over from one year to the next.

OR

A maximum of xx unused holiday days can only be carried over from one year to the next with a Director’s express agreement.

On termination of employment, the Company reserves the right to deduct an amount from your pay in respect of any holidays taken in excess of your accrued entitlement and/or seek to recover the same as a debt if you have already been paid the said excess. The Company reserves the right to request that you take any outstanding holiday entitlement

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thsp.co.uk 03456 122 144during your notice period. However, the Company may at its discretion require you not to take any holiday during your period of notice and require you to work during that period in order to effect a smooth handover or finish any outstanding work. Any outstanding holiday entitlement will be paid with the final salary at ordinary contractual rate.

Sickness and AbsenceIf you are unable to come to work for any reason, you must notify the office and the Contracts Manager of the reason as early as possible and before your contracted start time on the first day of absence by telephone. Failure to do so may render you subject to disciplinary action. In notifying the Company you should indicate the reason for your absence and its likely duration.

Subject to eligibility, the Company will pay statutory sick pay (SSP) in the event of absence due to ill health. An explanation of SSP is contained in the Staff Handbook.

You are/are not entitled to any additional contractual sick pay.

The Company reserves the right to require you to attend a medical examination with a doctor or occupational health specialist nominated by the Company, to determine your fitness for work, and you agree to allow the Company to have access to any relevant medical reports.

If you have been absent due to sickness and are found not to have been genuinely ill, you will be subject to action under the Disciplinary Procedure, which could include dismissal.

You agree that, in order to investigate absence from work, the Company may visit you at home from time to time as considered necessary.

The Company’s rules regarding sickness and absence can be found in the Staff Handbook.

PensionThe Company operates a Stakeholder pension scheme applicable to your employment. The Company reserves the right to vary the terms of the scheme and to change the scheme provider.ORThe Company does not currently offer a pension scheme. It is envisioned that the Company will participate in the Auto Enrolment scheme from the date that will be set by the government implementation schedule. We will keep you informed of any developments in this area.OR (AE within 12 months)It is envisioned that the Company will participate in the Auto Enrolment scheme from the date set by the government implementation schedule as stated in the Personal Particulars. We will keep you informed of any developments in this area.OR (after auto enrolment)At the date of this Contract, the Company’s pension scheme is the [insert name of scheme or arrangement]. You will automatically be enrolled in the Pension Scheme if you qualify and further details can be obtained from [job title].

Upon commencing participation in the Scheme, you shall pay such contributions into the Scheme as may be required by the rules of the Scheme as amended from time to time. The contributions shall be made by way of deductions from your salary each [pay period].

The Scheme may be terminated or amended at any time in accordance with the trust deed and rules that govern it. The Company will provide a replacement scheme if the Scheme is terminated or amended.

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thsp.co.uk 03456 122 144Notice Notice to terminate your employment must be given in writing to the Managing Director or Director. If you have given or received notice to leave you must, unless otherwise instructed, continue to perform your duties up to the time of leaving.

The period of notice to be given by the Company is as follows:

During the first 30 days of the probationary period no notice is required; One week's notice if you have been employed by the Company continuously for

one month or more, but for less than two years; Two weeks' notice if you have been employed by the Company continuously for

two years, and one additional week's notice for each further complete year of continuous employment, up to a maximum of 12 weeks.

The period of notice to be given by you is as follows:

During the first 30 days of the probationary period no notice is required; One week; if you have been employed continuously for one month or more, and

are in the probationary period; One week for each complete year of continuous employment up to two years’

service; One month’s notice if the period of continuous employment is two years’ service or

more.

The Company reserves the right not to apply its Disciplinary Policy for terminations of employment with less than two years’ continuous service.

The Company reserves the right to give you pay in lieu of notice.

The Company shall have the right during the period of notice, or any part of that period, to place you on leave, paying the basic salary and benefits to which you are entitled. During this period, you are not to visit Company premises, other than at our request. You are not permitted to undertake any other form of employment, whether paid or unpaid, during the notice period, without the Company’s prior written permission and shall continue to be bound by the terms of this agreement.

Notwithstanding the other provisions of this contract, the Company shall be entitled to terminate your employment without notice or payment in lieu of notice for dishonesty or gross or persistent misconduct, whether in connection with your employment or not.

Disciplinary Rules and Disciplinary ProcedureThe Company’s Disciplinary Rules and Disciplinary Procedure can be found in the Staff Handbook and should be read carefully. The procedure does not form part of your Contract of Employment.

SuspensionIn the event of suspected serious or gross misconduct, the Company may suspend you on full basic pay while the matter is investigated. During this period, you are not to visit Company premises, involve yourself in any of the Company’s activities nor contact any of the Company’s customers, employees or suppliers without the Company’s permission. You shall continue to be bound by the terms of this agreement.

GrievancesIf you have any grievance relating to your employment, you should raise it initially with the person/s named in the Personal Particulars. The Company’s Grievance Procedure is set out in the Staff Handbook and does not form part of your Contract of Employment.

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thsp.co.uk 03456 122 144Mobile TelephonesYou may be provided with the use of a mobile telephone, to assist you to perform your duties. Provision is subject to the terms of the Company’s Mobile Phone Policy which can be found in the Staff Handbook. The Company will pay the line rental and the costs of business telephone calls.

Personal use of a Company mobile phone is not permitted unless authorised by a Director. The Company reserves the right to reclaim the costs of personal use.ORReasonable personal use of a Company mobile phone is permitted in your own time. The term reasonable shall be defined by the Company at its sole discretion. The Company retains the right to reclaim the costs of excessive personal use.

ExpensesThe Company will reimburse you for reasonable expenses incurred by you arising from your employment. Claims must be authorised by a Director and supported by the production of valid receipts or such other documentary evidence as the Company may require from time to time. You must also comply with the Company’s procedure for claiming expenses.

VehiclesYou may be provided with the use of a Company vehicle, subject to the terms of the Company’s Vehicle Policy which can be found in the Staff Handbook.

The provision of a Company vehicle is entirely at the discretion of the Company and the vehicle may be withdrawn or the conditions under which you are entitled to use it may be changed at any time. In particular, the Company reserves the right to retain the vehicle for Company use while you are absent from work.

Driving LicenceIf your duties involve driving a vehicle, it is a requirement of your employment that you hold a valid UK driving licence.

You shall on request provide the Company with a current check code, issued by the DVLA, and the last eight characters of your driving licence, to allow the Company to check details regarding vehicles that can be driven, restrictions that apply, penalty points or disqualifications.

If you are convicted of a driving related offence, you must inform your employer including full details of any penalty points imposed on your licence or any suspension or withdrawal of your licence. Conviction of a driving related offence may result in the termination of your employment if you are unable to perform your duties without driving a vehicle.

You shall on request by the Company produce your driving licence for inspection and where applicable your insurance documents when driving personal vehicles on business use.

TrainingYou are required to undertake such training as is deemed necessary by the Company. This will normally take place during your normal working hours but may also be outside your normal working hours and at a location away from your normal place of work.

The following fees will become repayable by you should you leave employment with the Company. This schedule is applicable to each course completed or each academic year completed.

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thsp.co.uk 03456 122 144Up to 1 year All fees repayable

Between 1 year and 2 years 50% repayable

Personal Protective EquipmentYou may be provided with items of personal protective equipment that must be worn as appropriate at all times. Items should be kept clean, tidy, and subject to a reasonable standard of care. PPE must not be used outside of normal working hours and must be returned on leaving our employment.ORPersonal Protective Equipment and Branded WorkwearYou will be provided with items of personal protective equipment (PPE) and branded workwear that must be worn as appropriate at all times. An annual allowance shall be provided for protective footwear, Items should be kept clean, tidy, and subject to a reasonable standard of care. Branded workwear or PPE must not be used outside of normal working hours and must be returned on leaving our employment.

Company PropertyAll materials, stationery, tools, equipment, telephones, fax, computers, postal resources, and facilities provided by the Company are its property and are to be used solely for Company business, unless prior permission has been obtained from a Director. The Company reserves the right to monitor all telephone calls, computer use, and emails made using the Company’s system.

You are responsible for any Company property issued to you and must ensure that you take all necessary precautions to prevent loss or damage. You should immediately report any such loss or damage to the Company.

You must return all property belonging to or relating to our business or our clients or customers in your possession or control when requested to do so and in any event immediately at the end of your employment. This includes but is not limited to vehicles and keys, fuel cards or credit cards, petty cash, tools and equipment, mobile phones, laptop computers, confidential information, office keys, lists of customers, internal procedures, correspondence and any other information relevant to the business, in whatever form it is held. You must not keep any copies of any Company documents or information received or created during and in connection with your employment, in whatever form held, and must not allow them to be used by any other person.

ConfidentialityDuring your employment with the Company, you will acquire or have access to information in written, verbal, or electronic form relating to the Company, its customers, suppliers, employees etc and to products and processes. Some of this information will be confidential in nature, and although this will depend on the circumstances if you are in any doubt, you should treat any such information as confidential. You agree and undertake to use your best efforts to prevent the publication, disclosure, or any misuse of confidential information in any form about the Company or its Directors, employees, contractors, customers, or any other persons or organisations connected with the Company to any third party either during your employment or afterwards without the written agreement of the Company. Examples of the type of information which the Company will generally consider confidential are set out below, although this list is not intended to be exhaustive:

Technical information relating to the Company’s products and processes or arising from the Company's research and development activities;

Information relating to the Company that will not be generally known to the Company's competitors such as any business plans, pricing information, customer data etc;

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thsp.co.uk 03456 122 144 Personnel information relating to the Company’s staff;

Any internal incidents or conversations relating to the Company’s staff, customers, directors, suppliers, guests, visitors etc. which you might hear about or witness during your employment and which could potentially damage the Company or anyone associated with the Company;

Information described as confidential by the Company.

You shall not, at any time, take a copy or copies of any information, list or record, whether held manually, on computer, or otherwise, pertaining to the Company, including lists of clients or suppliers. Should you have access to any information, list, or record as referred to above, at the termination of employment, howsoever caused, you shall return that information, list, or record to the Company without making copy or copies. Any breach of this provision during your employment will be treated as gross misconduct and result in the termination of your employment without notice or payment in lieu.

Restrictions During and After Employment You undertake and agree that you will not:

1. During your employment, and for a period of six months after the date of termination of your employment, for any reason, have any commercial involvement in any capacity in any business which competes with your employer without the written consent of your employer;

2. For the six months following the date of termination of your employment for any reason, solicit or offer employment to any of the employer’s employees;

3. For the six months following the date of termination of your employment for any reason, directly or indirectly try to solicit or entice away anyone who has been a customer of your employer and with whom you have had personal dealings during your employment, nor to try to persuade them to cease, reduce or adversely affect their business with your employer.

You will also be required to agree that you will not:

a) During or after your employment with your employer make or publish any derogatory or disparaging statements about your employer, or any of its officers or employees;

b) Without your employer’s prior written consent, at any time during or after your employment with your employer, disclose information obtained from a third party and which you know to be confidential, or use any material for which your employer or its customers or suppliers owns the copyright.

You must also agree to notify any new employer of the restrictions contained in this Agreement and your employer reserves the right to do so in any case.

You are required to agree that the restrictions set out above are reasonable and necessary for the protection of your employer. If any restriction on its own is considered by a court to go beyond what is reasonable to protect the legitimate business interests of your employer, but would be considered reasonable if amended, these clauses will still apply with those amendments.

Criminal Convictions and DBS ChecksIt is a condition of this contract that you have told the truth about your criminal record (this does not mean that you have to tell us about offences that are “spent” under the Rehabilitation of Offenders Act 1974). You must inform the Company if at any time you are arrested, charged with, summonsed for, or convicted of a criminal offence of any nature and truthfully and fully answer any questions your employer may ask.

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thsp.co.uk 03456 122 144Given the nature of the work that we undertake it may be necessary for you to consent to a DBS check (Disclosure and Barring Service). In this event, you will be required to cooperate fully and provide all necessary information for the check to be completed. Should you refuse such a check or if the DBS check proves unsatisfactory, the Company reserves the right to terminate your employment with notice.

Collective AgreementsThere are no collective agreements applying to your employment.

Health and Safety at WorkYou are reminded that you have a statutory duty to observe all Health and Safety rules and take all reasonable care to promote the Health and Safety at work of yourself and your colleagues. Wilful breaches of the Health and Safety Policy will be dealt with through the Company’s Disciplinary Procedure.

Personal DetailsIt is your responsibility to keep the Company informed of changes to your personal details. You must notify the office promptly of any changes to your address, home or mobile telephone number, bank details, and next of kin or emergency contact details.

Data ProtectionTo ensure that the Company complies with its statutory obligations it is necessary to collect, retain and process information about its employees. As part of your terms and conditions of employment, you give the Company permission to collect and retain such information about you. The Company will make every effort to ensure that any such information is accurate and kept up to date.

The Company’s Data Protection Policy can be found in the Company HR Policies Handbook.

(Optional) Intellectual PropertyYou will promptly disclose to the Employer and keep confidential any inventions, copyright works, plan, designs or technical know-how commenced or made by you alone or with others in the course of your employment with the Employer (hereafter “Intellectual Property”). You will hold such Intellectual Property in trust for the Employer. The ownership of the Intellectual Property shall vest in the Employer, and you will, at the Employer’s expense, execute any document or documents and will do everything necessary or desirable to transfer ownership of such Intellectual Property to the Employer and/or secure patent or other appropriate forms or protection for the Intellectual Property. You also waive all moral rights in relation to any Intellectual Property. This paragraph is without prejudice to any right that you may have under the Patents Act 1977 and any other statutory provision.

Changes to Terms of EmploymentThe Company reserves the right to make reasonable changes to your terms and conditions of employment. Any changes or amendments to the terms of your employment will be confirmed to you in writing and with not less than one month’s notice. Such changes would be deemed to be accepted unless you notify the Company of any objection in writing before the expiry of the notice period.

Non-EnforcementAny failure on the part of the Company to enforce or apply any of the rights under this contract will not mean that the Company has agreed to a breach of contract, or lost the right to enforce the terms of this contract in full at any time now or in the future.

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thsp.co.uk 03456 122 144Previous AgreementsThis agreement cancels and is in substitution for all previous letters of engagement, agreements and arrangements, whether verbal or in writing, between you and the Company, all of which shall be deemed to have been terminated by mutual consent.

Law and Jurisdiction This agreement shall be governed by and construed in accordance with the law of England and Wales.

I have read and understand the terms and conditions of employment set out in this agreement and accept that these form part of my contract with Insert Company Name.

Signed:

……………………………………………………………… Date……………….Employee

……………………………………………………………… Date……………….

On behalf of Insert Company Name

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