TERMS & CONDITIONS OF EMPLOYMENT

Non Supervisory Employment Contract

EMPLOYEE: Constance Shrimpton of 21 Cromwell Road Hove BN33EB (“you”)

NAME OF EMPLOYER: Hotel du Vin Trading Limited (08960779) 3rd Floor, 95 Cromwell Road, London
SW7 4DL (“the Company”)

This is your Contract of Employment and contains a statement of the applicable terms of your
employment between you and the Company as required by section 1 of the Employment Rights Act
1996.

Definitions:

"Associated Company" means a company which is an "associated employer" under section 231 of the
Employment Rights Act 1996 or a company in which the Company or any Holding Company or
Subsidiary is directly or indirectly beneficially interested in 10% (ten per cent) or more of that
company's issued ordinary share capital;
"Group" means the Company and any Associated Company and all companies or undertakings which
are for the time being a Subsidiary Company or undertaking of the Company or any Associated
Company or a company or undertaking in which the Company, any Associated Company or any of its
or their Holding Companies or Subsidiary Companies has a majority of the voting rights in it;
"Group Company" means any company within the Group;
"Holding Company" and "Subsidiary" have the meanings defined by section 1159 of the
Companies Act 2006 (or any statutory modification or re-enactment of that Act) but for the purposes
of section 1159(1) Companies Act 2006 a company shall be treated as a member of another if any
shares in that other company are registered in the name of (i) a person by way of security (where the
company has provided the security) or (ii) a person as nominee for the company.

1. COMMENCEMENT OF EMPLOYMENT
1.1. You are employed by the Company. Your employment with the Company commenced
on 06 June 2023. Your employment in the role of Waiter/ Waitress, Hotel Du Vin
commenced on 06 June 2023. No employment with a previous employer counts
towards your period of continuous employment with the Company.
1.2. The first 3 months of your employment with the Company shall be a probationary period and
your employment may be terminated, by either you or the Company, during this period at any
time on no notice or 1 week’s notice in accordance with Clause 17.1. During this probationary
period your performance and suitability for continued employment will be monitored. You
will also be required to complete to a satisfactory standard all aspects of your induction,

Constance Shrimpton Candidate ID: AN8mmpSfC5ZHh8vd9R399g (Document ID: kHpX5-MEvKqTW-

R8vN1GZg)
 including any mandatory and/or statutory training. The Company may, at its discretion,
extend this period normally for a period of up to 3 months although a longer extension may
be required.
1.3. If you have changed roles with the Company, the first 3 months of your employment in the
new role shall be a trial period. During this trial period your performance and suitability for
this role will be monitored. The Company may, at its discretion, extend this period normally
for a period of up to 3 months, although a longer extension may be required. If, during this
period, the Company is not happy with your performance in this role, it reserves the right to
require you to revert to your previous role. If, during this trial period, you decide that you are
not happy in this role, the Company will allow you to revert to your previous role where such
a vacancy exists; however this cannot be guaranteed.

2. JOB TITLE
2.1. You are employed as a Waiter/ Waitress, Hotel Du Vin, as detailed in your job description.
Your duties are flexible and you are required to undertake the reasonable duties to meet the
needs of the Company and its guests. You will be given advance notice of any significant
changes to your duties.
2.2. You may be required to undertake other duties from time to time as the Company may
reasonably require.
2.3. You warrant that you are entitled to work in the UK without any additional approvals and will
notify the Company immediately if you cease to be so entitled at any time during your
employment with the Company.
2.4. Your continued employment is subject to receipt of satisfactory references.

3. PLACE OF WORK
3.1. Your normal place of work is Hotel du Vin Brighton or such other place as the Company
reasonably determine.
3.2. You will not be required to work outside the UK for any continuous period of more than one
month during the term of your employment.
3.3. You may be required to work at another of the Company’s premises, its Associated
Company’s or Group’s premises or premises of its customers, clients, suppliers or
associates either within or outside the UK from time to time as requested by the Company.

4. SALARY
4.1. Your salary is £11.50 per Year which shall accrue from day to day and be payable monthly in
arrears on or about the last working day of each month directly into your bank or building
society account.
4.2. The company shall be entitled to deduct from your salary or other payments due to you, any
money which you may owe to the company at any time including, without limitation,
4.3. Any overpayments or loans made to you by the company; and/or
4.4. Losses suffered as a result of your negligence, carelessness, recklessness, dishonesty,
breach of company’s rules or breach of contract including any failure by you to work your
notice period or for loss of, failure to return or damage (other than ordinary wear and tear)
to, your uniform, keys, fobs or other company property
4.5. At no initial cost to you, the company may provide you with a uniform (“uniform”) to be worn
throughout your employment. you may also be given details on the cost of the uniform
(“costs”). in consideration of this, you agree that you are liable for the costs of all or the
relevant part of the uniform if you lose it, damage it (subject to reasonable wear and tear) or
fail to return it (upon request of the company or upon termination of your employment). the
company shall be entitled to deduct any costs due in respect of the uniform from your salary

Constance Shrimpton Candidate ID: AN8mmpSfC5ZHh8vd9R399g (Document ID: kHpX5-MEvKqTW-

R8vN1GZg)
 and you agree to the company deducting the sums due under this clause from your final
salary or any outstanding payments due to you.
4.6. Where you owe costs to the company under this clause 4 , as an alternative to the deduction
from your salary the company may require you to make repayments to it by another method
and you agree to any such repayment provisions. if you fail to comply with any such
repayment provisions then the full balance of any costs due must be repaid within 7 days of a
request for payment by the company.
4.7. Where any deductions under this clause take the form of cash shortages or stock
deficiencies, the company will limit the amount of any deduction(s) made in
accordance with its obligations under the legislations from time to time in force.

5. HOURS OF WORK AND RULES

5.1. Your normal hours of work are as per the demands of the business but based on 37.5
hours/week based 5 days from 7. Your hours will be worked on a flexible/ variable shift basis
over 5 days from 7 a week as required by the company. Where your shift is six hours or more
you are entitled to a minimum of a 20 minute unpaid break to be taken at an appropriate time.
If you choose to not take all or part of your break then you will not be paid for the part or all of
your break time that you chose to work.
5.2. The Company is a business which operates 24 hours a day each and every day of the year.
You therefore acknowledge that you must work such additional hours as are required to
properly perform your duties and meet the needs of the Company and the guests. Such
additional hours may be in the evenings, at night, early mornings, weekends and/or bank
holidays. You acknowledge you shall not receive further remuneration in respect of such
additional hours if you are on a salaried contract. If you are hourly paid you will only receive
further remuneration when the additional hours have been expressly agreed with your line
manager.
5.3. You hereby agree that your signature to this contract of employment constitutes your prior
agreement in writing to opt out of the weekly working limit of 48 hours, which is set out in
regulation 4(1) of the Working Time Regulations 1998. Accordingly, you acknowledge that
your weekly working hours may exceed 48. You may rescind your agreement to opt out by
giving the Company upon commencement of your employment with the Company or
thereafter upon 3 months' written notice at any time. Unless it is terminated in this way, your
opt out in accordance with this Clause 5. shall remain in force until your employment with
the Company ends.
5.4. You are required at all times to comply with the Company’s rules, policies and procedures in
force from time to time including those contained in the Company Handbook, a copy of which
has been given to you. The Company Handbook are non-contractual and may be changed at
any time at the Company’s absolute discretion.

6. BONUS AND INCENTIVE PAYMENTS

6.1. The Company may in its absolute discretion pay you a bonus / incentive of such amount, at
such intervals and subject to such conditions as the Company may in its absolute discretion
determine from time to time.
6.2. Any bonus / incentive payment to you shall be purely discretionary and shall not form part of
your contractual remuneration under this agreement. If the Company makes a bonus
payment to you, it shall not be obliged to make subsequent bonus payments.
6.3. Notwithstanding this Clause 6, you shall in any event have no right to a bonus / incentive
payment or a time-apportioned bonus if:
6.4. you have not been employed throughout the whole of the relevant financial year of the
Company; or

Constance Shrimpton Candidate ID: AN8mmpSfC5ZHh8vd9R399g (Document ID: kHpX5-MEvKqTW-

R8vN1GZg)
 6.5. your employment terminates for any reason or you are under notice of termination
(whether given by you or the Company) at or prior to the date when a bonus might
otherwise have been payable.
6.6. Any bonus payment shall not be pensionable.

7. BENEFITS
7.1. You may be eligible to participate in the following schemes (details of which are available
from the HR department), subject in each case to the terms of the relevant insurance policy
(as amended from time to time), the rules of the relevant scheme and you being eligible to
participate in or benefit from such scheme pursuant to its rules at a cost and on terms which
are acceptable to the company
7.1.1. Company’s pension scheme;
7.1.2. Company’s life assurance scheme;
7.1.3. Company’s income protection scheme;
7.1.4. Company’s critical illness scheme; and
7.1.5. Company's private medical insurance scheme
7.2. If the insurance provider refuses for any reason to provide any of the benefit to you under the
any of the schemes set out in Clause 7.1, the Company shall not be liable to provide to you any
replacement benefit of the same or similar kind or to pay any compensation in lieu of such
benefit.
7.3. The Company in its sole and absolute discretion reserves the right to discontinue,
vary or amend any of the benefits provided to you under this clause or otherwise,
including without limitation any of the schemes in Clause 7.1 (including the level of
your cover), at any time on reasonable notice to you.

8. TRAINING
8.1. During your employment you must complete essential compliance training during your
employment which will be provided by the Company. Specific details as to what training will
be involved will be detailed in your E-learning roadmap and also confirmed to you by your
line manager.
8.2. You are entitled to take part in various training courses which we may provide from time to
time which may be in-house, via a third party or Apprenticeship provider. Specific details of
what courses might be available can be found on the intranet. You should speak to your
manager in the first instance if you would like to take a course outside of the provisions
made in Clause 8.1.

9. APPEARANCE
9.1. Your appearance forms a vital part of our guests’ experience. You are expected to come to
work in Business Dress or the correct uniform issued to you, well-groomed and presentable
and with a high standard of personal hygiene. Further guidance on appropriate dress is in
the Company Handbook
9.2. Should you come to work inappropriately dressed, you accept that you are likely to be sent
home without pay to rectify the situation.

10. LAY-OFF AND SHORT-TIME WORKING

10.1. If there is a reduced need for employees to perform work of a particular kind on a temporary
or permanent basis, or any other occurrence which affects normal working, the Company
shall be entitled to lay you off or impose short-time working indefinitely or for such period as
we shall decide.

Constance Shrimpton Candidate ID: AN8mmpSfC5ZHh8vd9R399g (Document ID: kHpX5-MEvKqTW-

R8vN1GZg)
 10.2. While you are laid off you shall not be required to work and shall have no right to
remuneration subject to Clause 10.5.
10.3.While you are on short time working your working hours may be reduced as the Company
sees fit and your remuneration shall be correspondingly reduced subject to Clause 10.5.
10.4.The Company shall give as much notice as is reasonably practicable of lay-off or short-time
working. Thereafter the Company shall give as much notice as is reasonably practicable of
any further change to your hours including a return to normal working hours.
10.5.During any period of lay-off or short-time working the Company shall pay statutory
guarantee pay in accordance with legislation in force from time to time.
10.6. During periods of Lay off or Short time, you should be contactable and available for work
within 24 hours if required

11. RIGHT OF SEARCH AND MONITORING

11.1. The Company reserves the right to conduct searches, at any time without prior notification,
of your personal belongings including, but not limited to, searches of lockers, filing cabinets,
bags, personal and company vehicles, desks, packages sent to our address and any other
personal items which are on our premises. Searches may be made on a random or routine
basis.
11.2. Any alcohol or drugs found as a result of a search will be confiscated and action may be
taken under the Disciplinary Procedure.
11.3. You consent to the Company monitoring and recording any use that you make of the
Company's electronic communications systems and also the Company’s CCTV systems for
the purpose of ensuring that the Company's rules are being complied with and for legitimate
business purposes. You shall comply with any electronic communication systems policies
that the Company may issue from time to time.

12. HEALTH AND SAFETY AT WORK

12.1. You must familiarise yourself and comply with the Company’s Health and Safety Policy. It is
your legal duty to take care of your own health and safety and that of your colleagues.

13. HOLIDAYS
13.1. You are entitled to 28 days' holiday during each holiday year (pro rata if you work part time).
You will be paid your normal basic remuneration during such holidays. The Company's
holiday year runs between 1st April - 31st March . If your employment starts or finishes part
way through the holiday year, your holiday entitlement during that year shall be calculated
on a pro-rata basis rounded up to the nearest half day.
13.2. You will be required to work all bank holidays (including Christmas Day) as normal unless
you have booked the bank holiday as a day’s holiday following the procedure set out below
unless otherwise agreed by your Manager.
13.3. You accrue your holiday entitlement in Clause 13.1 on a monthly basis throughout each
holiday year. At the discretion of your Manager, Holidays may not be authorised if the total
number of days’ holiday requested is more than 5 days in excess of your accrued holiday
entitlement at the time the holidays are to be taken.
13.4.Any proposed holiday dates must be booked in advance and these must be authorised via the
Company’s holiday request process. If you do not book your holiday throughout the holiday
year the Company reserves the right to allocate holiday dates to you. You will be given at
least twice the length of required holiday as notice of any such allocation of holidays by the
Company. In addition to the Company’s right to allocate as specified above, the Company may
require you to take holiday on specific days as notified to you.

Constance Shrimpton Candidate ID: AN8mmpSfC5ZHh8vd9R399g (Document ID: kHpX5-MEvKqTW-

R8vN1GZg)
 13.5. No more than 10 days' holiday may normally be taken at any one time and it is unlikely you
will be permitted to take holidays during peak times. The Company may at its absolute
discretion, taking into account the needs of the business, allow you to take more than 10
days’ holiday at any one time.
13.6. You cannot carry untaken holiday entitlement forward from one holiday year to the following
holiday year unless permitted to do so by relevant legislation, as may be amended from time
to time.
13.7. The Company shall not pay you in lieu of untaken holiday except on termination of
employment. The amount of such payment in lieu shall be 1/260th of your full-time
equivalent salary for each untaken day of your entitlement under Clause 13.1 for the holiday
year in which termination takes place and any untaken days permitted to be carried forward
from the preceding holiday year. If required by the Company, any outstanding holiday may be
required to be taken during your notice period including if the Company has served notice to
terminate your employment.
13.8.If you serve notice to terminate your employment with the Company and have any pre-
booked holiday during your notice period then you may be required to either extend your
notice period by the length of the holiday or cancel any pre-booked holidays during your
notice period, and will not be permitted to book any holidays during your notice period, to
ensure a full handover of your role can be undertaken. Any deviation from this rule must be
authorised by your Manager.
13.9. If you have taken more holiday than your accrued entitlement at the date your employment
terminates, the Company shall be entitled to deduct from any payments due to you one day's
pay calculated at 1/260th of your full-time equivalent salary for each excess day.

14. SICKNESS ABSENCE

14.1. If you are absent from work due to sickness, you must notify your Manager of the reason for
your absence as soon as possible but no later than two hours before the start of your shift on
the first day of absence. You should make daily contact each further day of sickness absence
that is not covered by a doctor’s certificate.
14.2.In all cases of absence, a self-certification form must be completed on your return to work
and supplied to your Manager. For any period of sickness which lasts for more than seven
consecutive days, a doctor's certificate stating the reason for absence must be obtained and
supplied to your Manager. Further certificates must be obtained if the absence continues for
longer than the period of the original certificate.
14.3.You agree to consent to a medical examination (at the Company’s expense) by a qualified
medical practitioner nominated by the Company should the Company so require. You agree
that any report produced in connection with any such examination may be disclosed to the
Company and the Company may discuss the contents of the report with the relevant doctor.
14.4.If you are absent from work due to incapacity the Company shall pay you Statutory Sick Pay
(SSP) provided that you satisfy the relevant requirements. Your qualifying days for SSP
purposes are Friday to Thursday.
14.5.It is at the Company’s discretion whether an additional non statutory payment will be made
during a sickness absence.
14.6.If a period of absence is or appears to have been caused by negligence or other action by a
third party in respect of which you may be able to recover compensation, you must
immediately notify your Manager and provide such further information and cooperation in
relation to any legal proceedings as the Company may reasonably require. Any company
sick pay or other payments the Company make to you in respect of that period (except
statutory sick pay) shall be repayable on demand, provided that the amount to be repaid

Constance Shrimpton Candidate ID: AN8mmpSfC5ZHh8vd9R399g (Document ID: kHpX5-MEvKqTW-

R8vN1GZg)
 shall not exceed any compensation you recover for loss of earnings less any costs you incur
in connection with such recovery.

15. OTHER PAID LEAVE

15.1. You may be eligible to take the following types of paid leave, subject to any statutory
eligibility requirements or conditions and the Company's rules applicable to each type of
leave in force from time to time:
15.1.1.statutory maternity leave [and you may be eligible to receive Company maternity pay
subject to the rules set out in the Company's maternity policy from time to time];
15.1.2. statutory paternity leave [and you may be eligible to receive Company
paternity pay subject to the rules set out in the Company's paternity policy from
time to time];
15.1.3. statutory adoption leave [and you may be eligible to receive Company
adoption pay subject to the rules set out in the Company's adoption policy from time to
time];
15.1.4. shared parental leave [and you may be eligible to receive Company shared
parental pay subject to the rules set out in the Company's shared parental leave policy
from time to time];
15.1.5. parental bereavement leave [and you may be eligible to receive Company
paternity pay subject to the rules set out in the Company's paternity policy from time to
time]; and
15.1.6. parental leave; and
15.1.7. compassionate leave.
15.1.8.

Further details of such leave [and your pay during such leave] are available on the intranet and in the
Staff Handbook.

15.2. We may replace, amend or withdraw the Company's policy on any of the above types
of leave at any time.

16. OTHER EMPLOYMENT

16.1. You must devote the whole of your time, attention and abilities during your hours of work for
the Company to your duties to the Company. You may not, under any circumstances,
whether directly or indirectly, paid or unpaid, undertake any other work, duties or personal
matters during your hours of work for the Company (subject to approval of clause 16.2).
16.2. You must make your Manager aware if you undertake a second job whilst employed by the
Company or have advised your Manager of your second job prior to the commencement of
your employment with the Company.

17. TERMINATION AND NOTICE PERIOD

17.1. The prior written notice required from you to the Company and from the Company to you to
terminate your employment is as follows:

Non Supervisory Supervisory Executive

Roles Roles Roles

During first four weeks of employment No notice No notice 1 month

Constance Shrimpton Candidate ID: AN8mmpSfC5ZHh8vd9R399g (Document ID: kHpX5-MEvKqTW-

R8vN1GZg)
During probationary period 1 week 1 week 1 week
After probation and up to 1 years’ service 2 weeks 1 month 1 month

After one years’ service 1 month 2 months 3 months

After two years’ service 1 month * 3 months 3 months

If the employee has been employed by the company continuously for over four years, add one additional
week's notice for each further complete year of continuous employment, up to a maximum of 12 weeks.

17.2. The Company shall be entitled to dismiss you at any time without notice or payment
in lieu of notice if you commit a serious breach of your obligations as an employee, if
you cease to be entitled to work in the United Kingdom or the reference received by
the Company are not satisfactory.
17.3. Notwithstanding Clause 17.1, the Company may, in its sole and absolute discretion, terminate
your employment at any time and with immediate effect by notifying you that it is exercising
its right under this Clause 17.1 and that the Company will make a payment in lieu of notice
(“Payment in Lieu”) to you. This Payment in Lieu will be equal to the basic salary (as at the
date of termination) which you would have been entitled to receive under this Agreement
during the notice period referred to at Clause 17.1 (or, if notice has already been given, during
the remainder of the notice period) less income tax and National Insurance contributions.
17.4. For the avoidance of doubt, the Payment in Lieu shall not include any element in relation
to:
17.4.1. any bonus or commission payments that might otherwise have been due
during the period for which the Payment in Lieu is made;
17.4.2. any payment in respect of benefits which you would have been entitled to
receive during the period for which the Payment in Lieu is made; and
17.4.3. any payment in respect of any holiday entitlement that would have accrued
during the period for which the Payment in Lieu is made.
17.5. The Company may pay any sums due under Clause 17.3 in equal monthly instalments until the
date on which the notice period referred to at Clause 17.1 would have expired if notice had
been given. You shall be obliged to seek alternative income during this period and to
notify the Company of any income so received. The instalment payments shall then
be reduced by the amount of such income.
17.6. You shall have no right to receive a Payment in Lieu unless the Company has exercised its
discretion in Clause 17.3. Nothing in this Clause 17 shall prevent the Company from
terminating your employment in breach.
17.7. Notwithstanding Clause 17.3 you shall not be entitled to any Payment in Lieu if the Company
would otherwise have been entitled to terminate your employment without notice in
accordance with Clause 17.2. In that case the Company shall also be entitled to recover from
you any Payment in Lieu (or instalments thereof) already made.
17.8. Your notice may be extended if you are permitted to take annual leave during your
notice period. See clause 13.8
17.9. The company may use its discretion to accept any request for a reduction in the period of
notice required to be undertaken by the employee

18. DISCIPLINARY AND GRIEVANCE PROCEDURES

Constance Shrimpton Candidate ID: AN8mmpSfC5ZHh8vd9R399g (Document ID: kHpX5-MEvKqTW-

R8vN1GZg)
 18.1. Your attention is drawn to the disciplinary and grievance policies and procedures applicable
to your employment, which are summarised in the Company Handbook and the full policy is
available on request from the HR department or your Manager. These procedures do not
form part of your contract of employment and may be amended, withdrawn or not followed
at the Company’s absolute discretion. In particular the procedures may not be followed
where you have less than 2 years’ continuous service.
18.2.If you wish to appeal against a disciplinary or grievance decision you may apply in writing to
the Appeal Officer in accordance with the Company’s policy and procedure, outlining
specifically the reason and grounds for appeal.
18.3.The Company reserves the right to suspend you with pay for the purposes of investigating
any allegation of misconduct or neglect against you or as a duty of care to yourself or others.
Suspension would be confirmed in writing and specify the date of suspension and the
conditions applicable to your suspension.
18.4.If following any disciplinary or grievance procedure a complaint against you is upheld, the
Company reserves the right to impose one or more of the following penalties either instead
of or as well as a sanction:
18.4.1. Demotion: The Company may demote you by notice in writing giving details of
any consequential changes to your employment. In particular the notice will give details
of any reduction to your pay and/or any loss of benefits and/or any loss of privileges as a
result of the demotion;
18.5.If you wish to raise a grievance you may apply in writing to your HR department and in line
with the Company’s grievance policy and procedure.

19. PENSIONS
19.1. If you are eligible, the Company will enrol you automatically into the Company’s occupational
pension scheme in accordance with its obligations under Part 1 of the Pensions Act 2008.
Details of the scheme will be provided when you join the scheme. If you do not decide to opt
out of automatic enrolment:
19.1.1.You will be required to make pension contributions to the scheme at the level set out
under Part 1 of the Pensions Act 2008 OR
19.1.2. The Company will be required to make pension contributions to the scheme
at the level set out under Part 1 of the Pensions Act 2008 from time to time and you agree
to the Company deducting such contributions from your salary each month
19.2. The scheme is subject to its rules as may be amended from time to time, and the Company
may replace the scheme with another pension scheme at any time.
19.3. If you are not eligible to be enrolled automatically, the Company will comply with any duties it
may have in respect of you under Part 1 of the Pensions Act 2008 and will provide alternative
pension scheme arrangements to the extent required by law.
19.4.If you choose not to join the Scheme, the Company will comply with the employer pension
duties in respect of your employment in accordance with Part 1 of the Pensions Act 2008
19.5. A contracting-out certificate is not in force in respect of your employment.
19.6. The Company may invite you to join a separate pension scheme, the details and terms and
conditions of which will be provided to you.

20. COLLECTIVE AGREEMENT

20.1. There is no collective agreement which directly affects your employment.

21. CHANGES TO YOUR TERMS OF EMPLOYMENT

Constance Shrimpton Candidate ID: AN8mmpSfC5ZHh8vd9R399g (Document ID: kHpX5-MEvKqTW-

R8vN1GZg)
 21.1. The Company reserves the right to make reasonable changes to any of your terms of
employment. You will be notified in writing of any change as soon as possible and in any
event within one month of the change.

22. IMMIGRATION
22.1. It is a condition of your employment that you hold, to the Company's satisfaction, the
appropriate permission to reside and work in the UK for the role being offered to you
throughout your employment with the Company. If you require permission to reside and
work in the UK you must immediately notify the Company. There is no guarantee that such
permission will be forthcoming from the appropriate authorities. If at any time you are
unable to demonstrate your right to live and work for the Company in the UK to the
Company’s satisfaction, the Company reserves the right to terminate your employment
and/or suspend you from your employment, at its discretion, with or without pay. You are
under a continuing duty to immediately disclose to the Company any change in your
circumstances that may affect your permission to reside and/or work in the UK or your
contact details.
22.2. In order to enable it to comply with its obligations under the Immigration, Asylum and
Nationality Act 2006 and/or any other UK immigration legislation, you must produce such
original documents relating to your immigration status that the Company requests prior to
commencing your employment and at any time the Company requests during the course of
your employment. The Company reserves the right to retain copies of the requested
documents for a period of up to two years following the termination of your employment.
22.3. The Company also reserves the right to make such enquiries with the relevant UK
Immigration Authorities as are necessary to establish your right to live and work in the UK
and you hereby confirm that you give your permission for the Company to make such
enquiries and submit such documents to the relevant UK Immigration Authorities as are
required.

23. DATA PROTECTION

23.1. The Company will collect and process information relating to you in accordance with the
privacy notice which is part of the starter pack that has been issued to you. You are required
to sign and date the privacy notice and return to your Manager.
23.2. You shall comply with the Privacy standard or Data protection policy when handling
personal data in the course of employment including personal data relating to any employee,
worker, contractor, customer, client, supplier or agent of the Company. You will also comply
with the Company's information governance statement.
23.3. Failure to comply with the Privacy standard or Data protection policy or any of the
policies listed above in Clause 23 may be dealt with under our disciplinary procedure and, in
serious cases, may be treated as gross misconduct leading to summary dismissal.

24. CONFIDENTIAL INFORMATION

24.1.You shall not (except in the proper course of your duties, as authorised or required by law or
as authorised by the Company, either during your employment or at any time after
termination of your employment (howsoever arising):
24.1.1. use any Confidential Information; or
24.1.2. make or use any Copies; or
24.1.3. disclose any Confidential Information to any person, company or other
organisation whatsoever.
24.2. The restriction in Clause 24 does not apply to any Confidential Information which is or
becomes in the public domain other than through unauthorised disclosure by you.

Constance Shrimpton Candidate ID: AN8mmpSfC5ZHh8vd9R399g (Document ID: kHpX5-MEvKqTW-

R8vN1GZg)
24.3. You shall be responsible for protecting the confidentiality of the Confidential Information
and shall:
24.3.1. use your best endeavours to prevent the use or communication of any
Confidential Information by any person, company or organisation (except in the proper
course of your duties, as required by law or as authorised by the Company; and
24.3.2. inform the Company immediately upon becoming aware, or
suspecting, that any such person, company or organisation knows or has used
any Confidential Information.
24.4. All Confidential Information including any copies shall be the property of the
Company and on termination of your employment, or at the request of the Company,
at any time during your employment, you shall:
24.4.1. hand over all Confidential Information or any Copies to your Manager.
24.4.2. irretrievably delete any Confidential Information (including any Copies)
stored on any magnetic or optical disk or memory, including personal computer
networks, personal email accounts or personal accounts on websites, and all matter
derived from such sources which is in your possession or under your control outside
the Company's premises; and
24.4.3. provide a signed statement that you have complied fully with your obligations
under this Clause 24.
24.5. For the purposes of this Clause 23, confidential Information means any information or
matter which is not in the public domain (except as a result of your breach of this agreement)
and which relates to the affairs of the Company, or any Group Company or any of their
business contacts. Confidential Information will include (but is not limited to):
24.5.1. Existing and prospective activities, including timing, business plans and
financial information;
24.5.2. Existing and prospective customers and their requirements, including
customer lists;
24.5.3. Existing and prospective suppliers and their production and delivery
capabilities;
24.5.4. Existing and prospective officers, employees and consultants, their
remuneration and other terms of their contracts, including commission and bonuses;
24.5.5. Any information given to the you or any Group Company employee in
confidence by customers, suppliers, employees or other business contacts;
24.5.6. Existing and prospective terms of business, prices and pricing strategies and
structures, profit margins, trade arrangements, discounts, rebates and other sales
information;
24.5.7. Existing and prospective credit and payment policies, procedures and
systems;
24.5.8. Existing and prospective marketing information, plans, strategies, tactics
and timing;
24.5.9. Existing and prospective products or services, including applications,
designs, technical data and specifications;
24.5.10. Existing and prospective software applications;
24.5.11. Existing and prospective disputes; and/or
24.5.12. Any document marked "confidential", any information described as
"confidential", or any document or information which you should reasonably expect to
be confidential.
24.6. For the purposes of this Clause 24, copies shall include, copies or records of any
Confidential Information in whatever form (including, without limitation, in written, oral,

Constance Shrimpton Candidate ID: AN8mmpSfC5ZHh8vd9R399g (Document ID: kHpX5-MEvKqTW-

R8vN1GZg)
 visual or electronic form or on any magnetic or optical disk or memory and wherever
located) including, without limitation, extracts, analysis, studies, plans, compilations or any
other way of representing or recording and recalling information which contains, reflects or
is derived or generated from Confidential Information
24.7. The restriction in Clause 24 does not apply to:
24.7.1. prevent you from making a protected disclosure within the meaning of
section 43A of the Employment Rights Act 1996; or
24.7.2. use or disclosure that has been authorised by the Company, is required by
law or by your employment.

25. POST TERMINATION RESTRICTIONS

25.1. You acknowledge that following termination of your employment you will be in a position to
compete unfairly with the Company as a result of the confidential information, trade secrets
and knowledge about the business, operations, clients, guests, business partners,
employees and trade connections of the Company you have acquired or will acquire and
through the connections that you have developed and will develop during your employment.
You therefore agree to enter into the restrictions in this Clause 25 for the purpose of
protecting the Company's legitimate business interests and in particular the confidential
information, goodwill and the stable trained workforce of the Company.
25.2. You covenant with the Company that you shall not without the prior written consent of the
Company (such consent not to be unreasonably withheld), directly or indirectly, on your own
behalf, or on behalf of any person, firm or company in connection with any business which is
or is intended or about to be competitive with the Restricted Business (as defined below) or
in relation to the provision of any goods or services similar to or competitive with those sold
or provided by the Company in connection with the Restricted Business:
25.2.1. for a period of 6 months after the termination of your employment solicit or
entice away, or attempt to entice away from the Company any Restricted Employee (as
defined below);
25.2.2. for a period of 6 months after the termination of your employment , offer to
employ or enter into partnership with any Restricted Employee with a view to using the
knowledge or skills of such person in connection with any business or activity which is
or is intended to be competitive with the Restricted Business.
25.3. You shall not without the prior written consent of the Company (such consent not to be
unreasonably withheld) for a period of 6 months after the termination of your employment,
directly or indirectly, on your own behalf, or on behalf of any person, firm or company:
25.3.1. endeavour to cause any person, firm or company who is at the date of
termination of your employment or at any time during the 12 months immediately prior
to such termination was a Key Corporate Client, Key Third Party, Restricted Business
Partner, Restricted Supplier, (as defined below) to the Company, to either cease its
relationship with the Company, reduce its use of the Company’s services, cease to
supply the Company or materially alter the terms of such supply, use of services or
relationship in a manner detrimental to the Company.
25.4. In this Clause 25 the following words and phrases shall have the following meanings:
25.4.1. "Restricted Business" shall mean the Business or any part of the Business
which in either case:
25.4.1.1. is carried on by the Company at the date of termination of your employment;
or
was carried on by the Company at any time during the period of six months immediately prior to the
date of termination of your employment; or

Constance Shrimpton Candidate ID: AN8mmpSfC5ZHh8vd9R399g (Document ID: kHpX5-MEvKqTW-

R8vN1GZg)
 25.4.1.2. is to the knowledge of the Executive to be carried out by the Company
at any time during the period of six months immediately following the date
of termination of your employment; and which you were materially
concerned with or had management responsibility for (or had substantial
confidential information regarding) in either case at any time during the
period of 12 months immediately prior to the date of termination of your
employment.
25.4.2. “Key Corporate Client” shall mean any person, firm or company who, in any 12
month period, delivers over 50 room nights to any Group Company and/or over £20,000
of M&E business. Provided in each case that you were aware of and/or had dealings with
such third party within twelve months prior to the termination of your employment.
25.4.3. “Key Third Party” shall mean any online travel agents (including but not
limited to those online travel agents known as booking.com,
ebookers.com,expedia.co.uk and laterooms.com) or any celebrity agents, management
and PR companies. Provided in each case that you were aware of and/or had dealings
with such third party within 12 months prior to the termination of your employment.
25.4.4. “Restricted Business Partner” shall mean any organisation or individual with
which the Company had entered into a joint agreement, association or affiliation with
whom you were aware and/or had dealings with in the 12 months prior to termination.
25.4.5. "Restricted Employee" shall mean any senior employee or consultant of the
Company, or Group Company, employed or engaged at the date of termination of your
employment, whom you have managed or with whom you have worked at any time
during the period of 12 months immediately prior to the termination of your employment,
in the capacity of:
25.4.5.1. director;
25.4.5.2. executive and/or member of the executive team;
25.4.5.3. brand director & manager;
25.4.5.4. hotel general manager;
25.4.5.5. deputy general manager;
25.4.5.6. operations manager;
25.4.5.7. food and beverage manager;
25.4.5.8. all head of department at property level;
25.4.5.9. sales manager;
25.4.5.10. sales executive;
25.4.5.11. any other senior manager role within the Company or Group Company not
listed above
25.4.6. "Restricted Supplier" means any supplier to the Company with whom you
have had material personal contact or for whom you have had managerial responsibility
during the period of 12 months immediately prior to the termination of your employment;
25.5. In the event that you receive an offer of employment or request to provide services either
during your employment or during the currency of the restrictive periods set out in Clause
25.2 and Clause 25.3 you shall (and the Company may) provide immediately to such person,
company or other entity making such an offer or request a full and accurate copy of this
agreement signed by both parties.
25.6. You may be required to amend or remove any information posted on a social networking
site which is deemed to constitute a breach of this agreement. On termination of
employment, you must comply with the terms of the Company's social media policy
governing termination.

Constance Shrimpton Candidate ID: AN8mmpSfC5ZHh8vd9R399g (Document ID: kHpX5-MEvKqTW-

R8vN1GZg)
 25.7. The restrictions contained in this clause are considered by the parties to be reasonable
in all the circumstances. Each sub clause constitutes an entirely separate and independent
restriction and the duration, extent and application of each of the restrictions are no greater
than is necessary for the protection of the interests of the Company.
25.8. Each of the restrictions in this Clause 25 is intended to be separate and severable. If any
of the restrictions shall be held to be void but would be valid if part of their wording were
deleted, such restriction shall apply with such deletion as may be necessary to make it valid
and effective.
25.9. You will at the request and expense of the Company enter into a separate agreement with
any Group company in which you agree to be bound by restrictions corresponding to those
restrictions in this Clause 25 (or such of those restrictions as the Company deems
appropriate) in relation to that Group Company.
25.10. None of the restrictions in Clause 25.2 and Clause 25.3 shall prevent you from holding an
investment by way of share or other securities of not more than 5 % of the total issued share
capital of any company (whether or not it is listed or dealt in on a recognised stock
exchange) where such company does not carry on a business similar to or competitive with
any business for the time being carried on by the Company or any Group Company.

26. ANTI-CORRUPTION AND BRIBERY CLAUSE

26.1. The Company takes a zero tolerance approach to bribery and corruption. You must comply
with our anti-corruption and bribery policy, and related procedures at all times. Failure to
do so is likely to be treated as a disciplinary matter and may result in the immediate
termination of your employment.

27. COMPANY PROPERTY

27.1. All documents, books, correspondence, emails, memoranda, confidential information,
manuals, hardware and software provided for your use by the Company, and any data or
documents (including copies) produced, maintained or stored on the Company's computer
systems or other electronic equipment (including mobile phones), remain the property of
the Company.
27.2. Any Company property in your possession and any original or copy documents obtained
by you in the course of your employment shall be returned to your Manager at any time on
request and in any event prior to the termination of your employment with the Company.

28. THIRD PARTY RIGHTS

28.1.No person other than you and the Company may enforce any terms of this Agreement.

I agree to the above terms and confirm I have been provided with the Company Handbook and I have
read and understood the Company's disciplinary procedure, information governance statement,
sickness/ absence reporting policy, health and safety responsibility statement, cash and key
security declaration, authority to sell alcohol and liquor indemnity policy statement, weights and
measures policy statements and food handlers policy statement.

Constance Shrimpton Candidate ID: AN8mmpSfC5ZHh8vd9R399g (Document ID: kHpX5-MEvKqTW-

R8vN1GZg)
To confirm your acceptance of this contract please sign and date below:
Non-supervisory

Signed on behalf of
Date: 07 June 2023
Company:

Signed on behalf of
Date: 07/06/2023
Candidate:

Signed By: Constance Shrimpton (07/06/2023 11:17)

IP Address: 212.106.110.3

Constance Shrimpton Candidate ID: AN8mmpSfC5ZHh8vd9R399g (Document ID: kHpX5-MEvKqTW-

R8vN1GZg)