Private and Confidential

Thomas Rohan
Flat 2 105
Egerton Road
Manchester
M14 6RD

13th December 2023

Dear Thomas

Contract of Employment

We have pleasure in offering you a position with ADM Wild UK Limited (“the Company”) under
the following terms and look forward to you joining the ADM team. The terms of this letter
constitute all the terms of your contract of employment with the Company and they replace
and supersede any previous terms and conditions of employment with the Company. By
signing below, you agree that you are not accepting this offer in reliance on any
representation, warranty or undertaking between you and the Company. You are also referred
to the Employee Handbook which contains policies, procedures and information which do not
form part of your contract of employment with the Company. You are required to comply with
the Company’s policies and procedures.

Please note this offer is subject to receiving employment/character references satisfactory to

us and the satisfactory completion of an employment medical health check from the
Company’s Occupational Health provider, details of which will be provided to you shortly. This
job offer is also subject to you providing evidence that you have the right to work in the role
for which you have applied and in accordance with the requirements of the Home Office set
out in List of acceptable documents for manual right to work check. If you have approved
status under the EU Settlement Scheme or any other right to work in the UK VISA you are
required to generate a share code and provide it to the Company as evidence of your right to
work where an online check will be completed. If an online check is completed you do not
need to provide documents from List of acceptable documents for manual right to work check.

1. EMPLOYMENT DUTIES

1.1. You are employed by ADM Wild UK Limited (A Division of the Archer Daniels Midland
company) of Think Park, Mosley Road, Manchester, M17 1FQ.

1.2. You are employed as a Product Development Technologist.

1.3. You will report to the Technical Applications Manager UK until advised differently.

1.4. You shall work with full flexibility in this position and undertake additional or
alternative duties as necessary to meet the needs of the Company's business.

1.5. The Company may amend any job description given to you from time to time.

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1.6. The Company may suspend you from your duties at any time to deal with disciplinary
matters or grievances. If that should happen, the Company will have the same rights
towards you as if you were on garden leave under clause 12.4, and your entitlement
to participate in any commission or bonus scheme applying to you will also be
suspended, unless the Company, at its discretion, decides that participation should
continue for all or part of the period.

1.7. While employed by the Company you must:

1.7.1. comply with the ADM Code of Conduct and all other rules and procedures of
the Company;

1.7.2. work for the Company loyally and to the best of your ability;

1.7.3. comply with all instructions lawfully given to you;

1.7.4. do all in your power to promote the interests of the Company;

1.7.5. devote the whole of your time and attention to the Company’s business
during the hours of work set out in clause 7, unless prevented by ill health,
holiday or other legitimate leave entitlement;

1.7.6. serve the Company in a professional, diligent and competent manner and in
willing co-operation with others;

1.7.7. maintain good working records and keep the Company informed in all
relevant matters. Records held by you will remain the sole property of the
Company;

1.7.8. promptly notify the Company of any competitive threat to an aspect of the
business for which you are responsible or in which you are involved of which
you become aware;

1.7.9. promptly notify the Company if you form an intention to compete with any
aspect of the business of the Company after the Termination Date; and

1.7.10. promptly notify the Company of any wrongdoing by you and any
wrongdoing by a colleague of which you become aware.

1.8. While employed by the Company, you must not, without the prior written consent of
the Company:

1.8.1. work for any other business or organisation in any capacity whether paid or
unpaid;

1.8.2. be directly or indirectly interested or concerned in any capacity in any

business which competes with that of a Group Company. This does not stop
you holding a maximum of 3% of the shares of any company quoted on a
listed stock exchange;

1.8.3. solicit or endeavour to entice away from the Company, accept orders from

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 or have any business dealings with any Client or Potential Client or any third
party which is in a position to place orders with a Group Company;

1.8.4. divert or interfere with any business opportunity which a Group Company
could have taken advantage of, even if it was not at that time being pursued
by a Group Company;

1.8.5. solicit or endeavour to entice away from a Group Company or employ or

procure the employment of or engage or procure the engagement of any
employee or worker of or consultant to a Group Company;

1.8.6. interfere with the supply of services or materials or goods by any third party
to a Group Company;

1.8.7. make any preparations to participate in a business which is, or will after the
end of your employment be, in competition with any business carried out by
a Group Company during the period of your employment or with any
business which you are aware a Group Company is contemplating as at the
Termination Date; nor

1.8.8. make any untrue, misleading or disparaging statement about a Group

Company (except as set out in clause 13.12).

1.9. You must not act in such a way as would represent an offence under the Bribery Act
2010. In particular, you must not receive directly or indirectly any discount, rebate,
fee gratuity, gift, payment or commission in respect of any business transacted
(whether or not by you) by or on behalf of a Group Company or with a view to any
such business being transacted. You must notify the Company immediately if you
become aware of any other employee of a Group Company acting in a way which
would represent an offence under the Bribery Act 2010.

2. DATE OF EMPLOYMENT

2.1. Your employment with the Company will begin on a date to be confirmed.

2.2. Your period of continuous employment with the Company will begin on a date to be
confirmed.

3. PLACE OF WORK

3.1. Your place of work will be Think Park, Mosley Road, Manchester, M17 1FQ or any other
place of business of the Company from time to time. You may in the performance of your
duties be required to travel within the UK and abroad. You are not required to work
outside the UK for a period of more than one month.

4. REMUNERATION

4.1. You will be paid in arrears the yearly salary of £34,000 by equal monthly instalments
into your bank or building society account, by the end of each month. You will
normally be paid by the 25th of the month, but you do not have a contractual

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 entitlement to receive your pay by this date.

4.2. Rates of remuneration will be reviewed at the Company’s discretion when the
Company may increase your salary or make no change to it. Any future salary changes
will be notified in writing.

4.3. No additional payments will be made in respect of any overtime worked.

4.4. For so long as the Company maintains such schemes for its employees, subject to the
terms of the relevant policies between the Company and its insurers from time to time
in force and any other terms and conditions and rules in place from time to time
between you and the Company, and provided you have completed any relevant
administration form, are accepted for the relevant scheme on standard terms, are a
member of the Company’s pension scheme from time to time, and have accepted any
relevant terms and conditions and rules in place from time to time, you are entitled to
cover under the following schemes in place from time to time: life insurance,
prolonged disability insurance. Entitlement to receive prolonged disability insurance
benefit is also dependent upon your agreeing the Company’s terms and conditions of
such scheme from time to time. The Company may withdraw or amend these benefits
at any time. The Company has no obligation to make any payment to you in
connection with these schemes. The Company is not required to provide replacement
cover or compensation if the relevant insurer refuses cover or rejects a claim. No
payment will be made unless relevant funds have been received from the insurers
underwriting the scheme. Further non-contractual details of the schemes can be
obtained on request.

4.5. If you start receiving benefit under the Company's prolonged disability insurance
scheme, the Company will be entitled to appoint a successor to you to perform all or
any of your duties on a permanent basis.

4.6. If your application for benefit under the Company's prolonged disability insurance
scheme is unsuccessful or it is successful but the benefit is subsequently withdrawn by
the relevant insurance provider, the Company will have no obligation to challenge that
decision or to take any steps to obtain or continue the benefit on your behalf.

4.7. If you take any unauthorised absence from work, no salary or benefits will be
payable in respect of that period.

4.8. You will have no contractual entitlement to any payment or benefit which is not
described in clause 4 above or in clauses 8 to 10 inclusive.

4.9. The Company also provides the following non contractual benefits which may be
amended or withdrawn at the Company’s discretion from time to time: health cash
plan; salary finance scheme; employee assistance programme; online discount
scheme; fitness reimbursement scheme; cycle to work scheme; holiday discount
scheme; mobile phone discount scheme.

5. DEDUCTIONS FROM WAGES

5.1. The Company reserves the right at any time during your employment, or after the

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 Termination Date, to deduct from your salary or any sums due to you any
overpayment made and/or moneys owed to the Company by you including but not
limited to outstanding loans, advances, expenses or the cost to the Company of any
damage or loss caused by you to the Company. All remuneration paid to you will be
subject to deductions of PAYE income tax and National Insurance Contributions.

5.2. You must pay to the Company any sums due by you to the Company on demand.

6. EXPENSES

6.1. The Company will reimburse you the full cost of expenses reasonably and properly
incurred as a consequence of carrying out your responsibilities and duties for the
Company, on production by you to the Company of a VAT receipt and your
completion of any relevant documentation as reasonably required by the Company.

7. HOURS OF WORK

7.1. Your normal hours of work are 37.5 hours per week to be worked 08.30 – 17.00,
Monday to Friday, with an unpaid break for lunch of one hour. Your normal hours of
work may be changed by the Company at its discretion, either permanently or
temporarily, on reasonable written notice, to accommodate the operational needs of
the business. You will be required to work the hours necessary for the proper
performance of your duties. The Company may require you to work overtime in
addition to your normal hours if the needs of the business require it. Additional
payment is not made for overtime.

7.2. You [hereby agree/do not agree] Employee to delete as appropriate that you will
work longer than an average of 48 hours per seven day period if the needs of the
business so require and you are requested to do so by your line manager. If you wish
to withdraw this agreement, you can do so on giving a minimum of three months’
notice in writing to the Company.

7.3. To allow the Company to comply with its obligations under the Working Time
Regulations, you must keep the Company informed on an ongoing basis of any work
which you are undertaking, outside your employment by the Company. Failure to do
so could result in disciplinary action being taken. If there is any infringement of the
rules on maximum weekly working time under the Working Time Regulations, the
Company may reduce your hours of work and your remuneration will then be reduced
pro rata. This does not affect your obligations under clause 1.8.

8. HOLIDAYS AND OTHER LEAVE

8.1. The Company's holiday year runs from 1st January to 31st December.

8.2. In addition to 8 UK public holidays, you are entitled to take 25 days paid holiday
each holiday year. You may be required to work on a public holiday and take
another day’s holiday in lieu. NB You must use your holiday in the holiday year or,
in most cases, you will lose the holiday entitlement.

This is subject to clause 8.3

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8.3. Holiday entitlement over and above the statutory minimum entitlement under the
Working Time Regulations does not accrue during periods of absence from work for
sickness or any other reason (except properly taken holiday entitlement and statutory
family friendly leave).

8.4. Holiday cannot be carried forward into the next holiday year (unless required under
the Working Time Regulations). Payment will not be made in lieu of untaken
holiday (except on termination of employment).

8.5. Subject to the Working Time Regulations, if your employment begins or ends part way
through the holiday year, your entitlement to holiday during that holiday year will be
assessed pro rata per completed week of service.

8.6. Deductions from salary due to you will be made for holiday taken in excess of
entitlement, either at the end of your employment or otherwise at the rate of 1/260 of
your annual salary per day of excess holiday. The Company may pay you in lieu of any
holiday entitlement accrued during your final holiday year of employment which you
have not taken at the end of your employment at the rate of 1/260 of your annual
salary per day of accrued, untaken holiday. Alternatively, the Company can require
you to take any outstanding holiday entitlement during your termination of
employment notice period.

8.7. You must comply with Company rules regarding requesting holiday which will be
notified to you by your manager. The timing of holiday is at the Company’s discretion.

8.8. The Company will not normally allow employees to take unpaid time off in excess of
holiday entitlement.

8.9. Self-certified sickness will not be accepted during a holiday period. Subject to clause
8.10, all booked holiday will be charged to your holiday entitlement.

8.10. In respect only of the first 20 days’ holiday entitlement, if you have complied with all
sickness notification procedures and a doctor’s note is provided to cover the period of
sickness, you may request to reschedule holiday which coincides with sickness
absence. Holiday entitlement over and above the first 20 days’ holiday entitlement
cannot be rescheduled where it coincides with sickness absence. Holiday entitlement
comprising the first 20 days’ holiday entitlement can only be carried forward into a
new holiday year if this is required under the Working Time Directive or the Working
Time Regulations and then for a maximum of 18 months from the end of the holiday
year in which it accrued.

8.11. In respect of holiday taken as part of your contractual holiday entitlement, it will be
deemed that the holiday stipulated by the Working Time Directive will be taken first
and that stipulated by the Working Time Regulations will then be taken and additional
holiday under the contract of employment (if any) will be taken last.

8.12. References in this clause 8 to “the first 20 days’ holiday entitlement” is to the first 20
days’ holiday entitlement in the holiday year and is inclusive of statutory holidays. For
part-time employees, the reference to 20 days will be reduced pro rata by reference to
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 the hours they work under clause 7.1 as a percentage of the hours of full-time
employees.

8.13. Employees are entitled to exercise their legal entitlements to time off for ante-natal
care and adoption appointments, maternity leave, adoption leave, paternity leave,
shared parental leave, unpaid parental leave, time off for dependants, time off to
look for work and arrange training when given notice of dismissal by reason of
redundancy, time off for employee representatives, and parental bereavement
leave. If relevant, the Company will suspend on maternity or medical grounds. The
Company will make whatever payments are required by law during any of these
periods. The following discretionary benefits may be withdrawn or amended by the
Company from time to time:

8.13.1. The Company offers enhanced maternity leave pay and enhanced adoption
leave pay, as detailed in the Company Handbook from time to time.

8.13.2. Employees are also entitled to time off for jury service and Company
bereavement leave, as detailed in the Employee Handbook from time to
time.

9. SICKNESS AND ABSENCE

9.1. You must comply with the Company procedures relating to notification of absence.

9.2. At any time on reasonable grounds, the Company can ask you to produce a Statement
of Fitness to Work, undergo a medical examination or give written permission for your
own doctor to be approached concerning your state of health.

9.3 The Company does not have to pay you your contractual salary or provide benefits
during sickness absence. It will pay any Statutory Sick Pay to which you may be
entitled. It will also pay any Company sick pay as may be set out in the Employee
Handbook from time to time. Beyond this, you will receive only the Statutory Sick Pay
to which you are entitled. Benefits may be continued during periods of sickness
absence at the Company's discretion. Once Company sick pay entitlement is used up,
no further Company sick pay will be paid until you have been back at work for at least
an aggregate of a minimum of 6 months.

9.4 Payment of Statutory Sick Pay or Company sick pay during sickness absence is
dependent on you being genuinely sick and on you complying with the rules
referred to in clause 9.1.

9.5 If you are absent because of injuries caused by a third party’s negligence, nuisance or
breach of statutory duty, any payments made to you by the Company during your
absence will constitute loans. You must repay them when and to the extent that you
recover compensation from the third party.

9.6 The "qualifying days" for the Statutory Sick Pay Scheme are the days you normally
work.

9.7 Pre-booked or planned medical appointments should be arranged outside normal

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 working hours where possible. If this is not possible these will need to be booked as
annual leave/unpaid leave with the permission of your line manager or you will be
required to make up the working time lost. This does not affect rights to time off for
ante-natal care.

9.8 You may be sent home and you will be paid as set out in clause 9.3, if you attend for
work during a period when a medical professional has certified you as unfit for work,
or as fit for work with adjustments which it is not reasonable for the Company to
make, or if you have a serious infectious disease. If the Company reasonably considers
that, due to sickness or injury, you are not fit to perform all the duties of your role, the
Company reserves the right to require you to take sickness absence until such time as
a medical practitioner has confirmed to the Company that you are fit to perform all
the duties of your role. Your entitlement to remuneration during any such period will
be as set out in clause 9.3. Any adjustments which the Company may make to your
duties to accommodate your sickness or injury, whether on a temporary or indefinite
basis, will not waive the Company’s entitlements under this clause which may be
relied on at any time.

9.9 If you are certified as fit for work subject to adjustments and you refuse to return to
work when reasonable adjustments are offered by the Company, you will have no
entitlement to any Statutory Sick Pay, in respect of your absence from the date of 5
working days after such offer was made.

9.10 During periods of sickness absence, you may be required to attend a meeting at
Company premises to discuss your prognosis, any adjustments to allow you to return
to work and any other issues. If you are too unwell to attend at the Company’s
premises, a manager may visit you at home or a mutually suitable location for this
discussion.

9.11 For the avoidance of doubt, you will have no entitlement to salary or benefits for any
day or part-day for which you are absent without authorisation (such as holiday taken
without prior authorisation).

10 RETIREMENT AND PENSION

10.1 There is no automatic retirement age. If employees wish to leave the Company for
any reason, they must give notice as set out in clause 12.2.

10.2 You will be automatically enrolled into the Company’s pension scheme or such
other qualifying pension scheme as is notified to you by the Company (the
"Scheme"), subject to satisfying certain eligibility criteria and subject to the Scheme
rules as amended from time to time. If you do not meet the criteria for automatic
enrolment, you may still be given the option to join the Scheme if you wish. The
Company may amend or replace any Scheme in place from time to time. Full details
of the Scheme can be obtained from your HR Department.

10.3 You and the Company will make such contributions to the Scheme as will be
notified to you from time to time. The Company's preference is for employees'
contributions to be made by way of a salary sacrifice arrangement. Unless
otherwise notified by you, you agree that as a result of the salary sacrifice
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 arrangement, your annual salary will be reduced to the sum notified to you. If you
do not wish to participate in the salary sacrifice arrangement, you may opt out of
the arrangement by contacting your HR Department. You will remain in the Scheme
if you opt out of the salary sacrifice arrangement. In that event, your employee
contributions will be made through payroll by way of deductions from your salary.

11 PROBATIONARY PERIOD

11.1 Your first 6 months of employment will serve as a probationary period. Your suitability
for continued employment will be appraised throughout this probationary period and
the Company reserves the right to extend it if it deems it necessary (which may
happen on more than one occasion). This probationary period will expire when your
employment has been confirmed as satisfactory.

12 TERMINATION OF EMPLOYMENT

12.1 Your employment may be terminated by written notice by the Company to you as
follows:

12.1.1 During the initial probationary period, by not less than 1 weeks’ notice;

12.1.2 Thereafter, by not less than 12 weeks’ notice or the statutory minimum
notice period if longer.

12.2 Your employment may be terminated by written notice by you to the Company of 12
weeks.

12.3 The Company may terminate your employment without notice or compensation in the
event of:

12.3.1 gross, serious or persistent default or misconduct by you or gross, serious or

persistent incompetence or neglect of duties by you or, after warning, any
other breach of this Agreement by you;

12.3.2 your committing such misconduct, whether in work or outside work or

falling into such disrepute that in the reasonable opinion of the Company,
your continued employment would materially prejudice the interests of the
Company; or your committing any act of dishonesty whether relating to the
Company, or otherwise;

12.3.3 your being convicted of any criminal offence (other than one which the
Company considers does not affect your position as its employee);

12.3.4 your ceasing to be entitled to work in the UK; or

12.3.5 your being disqualified from holding a valid driving licence and unable to
arrange transport (at no cost to the Company) to allow you to carry out your
duties under this Agreement.

12.4 Once notice of termination has been given by either side, the Company may, at its

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 discretion, at any time and for any period(s), require you to stop performing your job
or part of it and/or exclude you from attending its premises and/or assign you to
special projects or alternative duties or staff training or the development of training,
promotional or reference materials (“garden leave”). During any garden leave:

12.4.1 the Company will provide your pay and benefits provided for in this
Agreement (other than, if applicable, any PIP, commission or bonus
payments, which are at the Company’s discretion for all or part of the
period) and you must remain available to undertake duties for the Company
during your normal hours of work;

12.4.2 you may be required to work at an alternative place or work from home;

12.4.3 the Company may require you not to contact or communicate with any
Client or any supplier or employee of any Group Company, or any other third
party;

12.4.4 you may be required to return Company property;

12.4.5 access to Company systems and premises may be stopped at any time;

12.4.6 you will be deemed to have taken any holiday accrued due but untaken
before the beginning of the garden leave and any holiday accruing during the
garden leave; and

12.4.7 the obligations upon you at clause 1.8 will continue to apply. Without
prejudice to this, if you receive any income from any alternative source
during any period of garden leave, the Company will be entitled to set off
against any salary and benefits otherwise due to you in respect of the garden
leave period, any such income received by you.

12.5 If you or the Company should terminate your employment without giving the full
contractual notice period, you will not be entitled to pay in lieu of holiday which would
have accrued during the balance of the notice period entitlement.

12.6 While working out a period of notice, you will give to the Company all such assistance
and co-operation in effecting a smooth and orderly handover of duties as the
Company may reasonably require.

12.7 If you are at risk of redundancy or awaiting a meeting to discuss a disciplinary matter
or a performance issue which may result in the termination of your employment, the
Company may put you on garden leave as above. Any associated actions or
instructions by the Company under clause 12.4 do not imply that any decision has
been made with regard to the pending discussions or processes but are taken as
standard security measures.

12.8 The Company reserves the option, in its absolute discretion and at any time, to
terminate your employment by sending you written notice, by express reference to
this clause 12.8, that it is terminating your employment either on no or on short notice
and stating that it will pay you in lieu of notice your basic salary over the relevant
notice period or balance of it (“Relevant Period”) by monthly instalments or as a lump

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 sum, the first payment to be made within 14 days of the Termination Date. Any
payment subsequently made under this clause shall be subject to deductions for
income tax and national insurance contributions as appropriate. You will not under
any circumstances have any contractual right to payment in lieu of notice unless the
Company has exercised its option to pay in lieu of notice in writing to you, as set out
above.

12.9 The Company may at its discretion deduct from any payment due under clause 12.8
any payments which you may receive under any insurance policy as a result of the
termination of your employment or any payments you may receive for undertaking
work for a third party, in all cases during the Relevant Period. You must reply promptly
and accurately to any correspondence from the Company designed to allow it to
calculate sums due to you under clause 12.8. If the Company should learn at any time
that you committed an act falling within clause 12.3 before the Termination Date, you
will not be entitled to any payment under clause 12.8 and, if one has already been
paid to you, you must repay it to the Company on demand as a debt.

12.10 Unless there is evidence of earlier receipt by the recipient, notice to end this
Agreement will be deemed to take effect when handed to the other party or, if
emailed, within 6 business hours of the email being sent, or, if sent by first class post,
on the business day after posting.

13 CONFIDENTIALITY AND COMPANY PROPERTY

13.1 At no time during your employment with the Company or thereafter, except in the
proper course of your employment or as required by law, may you disclose to any
third party or make use of, whether on your own account or for any third party, any
information which is of a sufficiently high degree of confidentiality as to amount to a
trade secret of a Group Company or any information used in the business of a Group
Company which if disclosed to a competitor would be liable to cause real significant
damage to a Group Company or any information in respect of which a Group Company
owes a duty of confidence to a third party. Both during your employment and after the
Termination Date, you must comply with the terms of any confidentiality agreements
which a Group Company enters with third parties.

13.2 Without prejudice to clause 13.1, (except in the proper performance of your duties)
neither during the course of your employment nor after the Termination Date, may
you use (on your own account or for any third party) or disclose to any third party any
confidential information of a Group Company which you have acquired at any time
during your employment, such as: information relating to its finances, its budgets, its
management accounts, its trading statements, its production and service costs; its
regulatory reports; its management systems; its corporate strategies; its products and
services; its marketing and sales strategies, its marketing and business development
surveys, its strategies and plans, proposals relating to the acquisition or disposal of a
business or part of it or the expansion or contraction of its business, its sales reports,
its advertising and promotional material, its maturing new business opportunities; its
financial information, results and forecasts; confidential reports or research
undertaken by, commissioned by or provided to a Group Company; its charging
structures; its business methods and processes, its technical information and know-
how such as Inventions, programmes, techniques, technical data, research data, trial

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 results, software source code listings, database systems, formulae and ideas; its terms
of business with Clients and suppliers; the order requirements and patterns of its
Clients; the contact names, contact details and identities of its Clients and Potential
Clients and of its suppliers and potential suppliers and of its referrers and potential
referrers of business; mailing lists purchased by a Group Company; information on the
personnel of a Group Company and their terms of employment and engagement;
passwords for data which is held electronically and any information marked
“confidential” or which you are informed by the Company is confidential.

13.3 You must use your best endeavours to prevent the disclosure of the confidential
information described in clauses 13.1 and 13.2 to any third party and you must report
any such unauthorised disclosure of which you become aware.

13.4 Details of any professional contacts generated by you in the course of your
employment or stored within the Company’s systems are the property of the
Company and will remain the property of the Company after the Termination Date.

13.5 Details of any professional contacts generated by you in the course of your
employment which are held on devices or accounts outside the Company and its
systems, such as on social media sites, are the property of the Company and will
remain the property of the Company after the Termination Date.

13.6 You will, on request from the Company, during your employment or after the
Termination Date, provide the Company with full details of those contacts referred to
in clauses 13.4 and 13.5. On request from the Company, you will then delete those
details from all devices and accounts and, as required by the Company, delete
connections with the contacts on social media sites. If you manage any LinkedIn group,
or other social networking group, wholly or partially in connection with your
employment by the Company you must, on request, at any time during your
employment or after the Termination Date, notify the Company of the user name,
password and all other access details and relinquish your management of the group.
You will provide the Company with such evidence of compliance with this clause as it
reasonably requires.

13.7 You must not conduct any electronic communications in respect of Company business
from or to any email account other than that designated to you by the Company.

13.8 You must not copy or upload to Non Company Servers or equipment, any materials
relating to the business of a Group Company or Clients. At any time during your
employment with the Company on request or on the Termination Date, you must copy
to the Company any materials relating to the business of a Group Company or Clients
held by you (in breach of this provision) on Non Company Servers and delete them
from such servers and/or equipment.

13.9 At any time during your employment with the Company on request, or on the
Termination Date, you must inform the Company of any passwords used in the course
of your employment.

13.10 You must not remove any Group Company’s property, such as documents, Group
Company information stored on electronic data storage devices or contained in or
attached to emails, Company information relating to its Clients and Potential Clients,
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 and equipment from the Company's premises, except for the proper performance of
your duties. All property belonging to a Group Company must be returned on request
and/or on the Termination Date. In the event of failure to do so, the Company may
deduct the replacement cost of such item from any payments otherwise due to you.
You must not memorise or copy any documents or information belonging to a Group
Company or send it to any third party, whether in paper or electronic form, otherwise
than in the proper performance of your duties. During your employment, you must
not make any notes relating to the business of a Group Company or Clients, otherwise
than in the proper performance of your duties.

13.11 You must take all reasonable steps to protect Company computer equipment, phones
and other electronic devices and the information on them from cybercrime and attack,
theft, loss and damage, and general loss of availability.

13.12 Nothing in this Agreement shall prevent you from:

13.12.1 making a protected disclosure under section 43A of the Employment Rights
Act 1996 providing that the disclosure is made in accordance with the
provisions of that Act;

13.12.2 making a disclosure under s77 of the Equality Act 2010;

13.12.3 reporting any circumstances to appropriate regulators, or other law

enforcement agencies, or cooperating with the police or a criminal
investigation or prosecution;

13.12.4 making a disclosure to your legal, tax, medical, therapeutic or other

professional adviser, provided that they agree to keep the information
disclosed confidential;

13.12.5 providing appropriate information to tax authorities;

13.12.6 disclosing information for the purpose of representing yourself at any

investigation or proceedings brought by your regulatory or professional body
(if relevant) relating to matters arising from your employment;

13.12.7 complying with an order of or to give evidence to a court or tribunal of

competent jurisdiction;

13.12.8 complying with any other legal or regulatory requirement; or

13.12.9 using or disclosing information which is your own general skill and
knowledge, or information generally available to the public (unless it is so
available because you have disclosed it in an unauthorised manner).

13.13 In this clause 13, references to professional contacts shall, without limitation, include
Clients and Potential Clients.

14 GRIEVANCE PROCEDURE

14.1 The Company's grievance procedure is applicable to your employment. It does not

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 form part of your contract of employment and the Company, therefore, has the right
to change it as may be necessary from time to time. If you wish to raise a grievance,
you should write to your immediate supervisor, stating that you are raising a formal
grievance under the grievance procedure.

15 DISCIPLINARY PROCEDURE

15.1 The Company's disciplinary procedure (including disciplinary rules) is applicable to

your employment. It does not form part of your contract of employment and the
Company, therefore, has the right to change it as may be necessary from time to time.
If you wish to appeal a disciplinary decision, you should write to the Human Resources
Department, setting out the grounds of your appeal.

15.2 The Company has the contractual right to suspend you pending a disciplinary
interview. The Company reserves the contractual right to impose any of the
following disciplinary penalties: suspension with or without pay for up to one
calendar month, transfer, demotion, loss of seniority, loss of pay rise, a reduction in
pay, dismissal with or without notice or without pay in lieu of notice.

16 INTELLECTUAL PROPERTY

16.1 You will promptly disclose to the Company and keep confidential all Inventions
made by you alone or with others in the course of your employment. You will hold
all Intellectual Property in such Inventions in trust for the Company and will do
everything necessary or desirable at the Company’s expense to vest it fully in the
Company and/or to secure patent or other appropriate forms of protection for it.
Decisions as to the protection or exploitation of any Intellectual Property shall be at
the absolute discretion of the Company. You hereby irrevocably and
unconditionally waive in favour of the Company any and all moral rights that are or
may be conferred on the you by Chapter IV of Part I of the Copyright Designs and
Patents Act 1988 for any work in which copyright or design right are vested or may
in the future be vested in the Company whether by this clause 16 or otherwise.

17 DATA PROTECTION

17.1 The Company will collect and process information relating to you in accordance
with the Company’s Privacy Notice which is on the intranet OR annexed to this
Agreement. You are required to sign and date the privacy notice to show you have
received it, and return to the Human Resources Department.

17.2 You shall comply with the Company’s Privacy Standard and/or Data Protection
Policy when handling personal data in the course of employment such as personal
data relating to any employee, worker, contractor, customer, Client, supplier or
agent of the Company. You will also comply with the Company's IT policy, Social
media policy, and any other policies relating to personal data.

17.3 You shall immediately notify your manager of any breaches of the Company’s policies
on data protection and, in particular, of any unauthorised disclosure of personal data
or loss of personal data or alteration of personal data.

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 17.4 Failure to comply with this clause 17 may be dealt with under the Company's
disciplinary procedure and, in serious cases, may be treated as gross misconduct
leading to summary dismissal.

18 VARIATION OF THIS CONTRACT

18.1 The Company has the express power to vary this Agreement to reflect the changing
needs of the business and to comply with new legislation. Any such changes will be
notified to you in writing.

18.2 Changes can only be made to this Agreement in writing. Oral notifications will not
result in a change to this Agreement and will not be binding.

19 FURTHER PARTICULARS

19.1 There are no terms applying to this Agreement which relate to the following:

19.1.1 the period for which the employment is intended to continue or the date
when it is to end;

19.1.2 any collective agreements which directly affect the terms and conditions of
employment;

19.1.3 details to be given if you are to work outside the United Kingdom; and

19.1.4 any training entitlement provided by the Company, any part of that training
entitlement which the Company requires you to complete, or any training
which the Company requires you to complete and of which the Company will
not bear the cost. However, you may be required to undertake training or
you may be offered training for your position at the discretion of the
Company. Any training will be paid for by the Company. In some
circumstances, the Company may require you agree to repay some or all of
the training costs if you leave the Company. In this applies, you will be asked
to sign an agreement on this at the time. Once you have agreed to
undertake training, you will be required to complete the course.

19.2 You warrant that by entering into and performing this Agreement, you will not be in
breach of any express or implied terms in any contract or any other obligation binding
upon you. You agree that, in performing your duties under this Agreement, you will
not unlawfully use any confidential information belonging to a third party.

19.3 You confirm that you are legally entitled to work in the UK without any additional
immigration approvals and agree to notify the Company immediately if you cease to
be so entitled at any time.

19.4 You agree that you have informed the Company of any medical condition which could
(without adjustments being made) affect your ability to undertake your duties under
this Agreement.

19.5 The validity, construction and performance of this Agreement shall be governed by

15
 English law. The parties agree to submit to the exclusive jurisdiction of the English
courts as regards any claim or matter arising under this Agreement.

19.6 Any delay on the part of the Company in acting on any breach by you of this
contract shall not waive the Company’s rights in respect of the breach.

19.7 The headings in this Agreement are for convenience only and do not assist in
interpretation or have legal effect.

20 DEFINITIONS

20.1 In this Agreement, any reference to:

20.1.1 a clause is to a clause of this Agreement;

20.1.2 any Act of Parliament or delegated legislation includes a reference to any

statutory modification or re-enactment of it or the provisions referred to;

20.1.3 “Agreement”: is to the terms of this letter and any schedule to it;

20.1.4 "Client": is to any customer of a Group Company during the course of your
employment with the Company;

20.1.5 “Group Company”: is to the Company, its Subsidiaries or Holding Companies

from time to time and any Subsidiary of any Holding Company from time to
time;

20.1.6 “Intellectual Property” is to intellectual property rights such as copyright,

patents, trademarks and design rights;

20.1.7 “Invention” is to designs, inventions, compilations, databases, computer

codes, ideas, discoveries and improvements, whether in products, processes,
procedures or services relating to or furthering the business or any interest
of a Group Company or capable of doing so;

20.1.8 "Potential Client": is to any third party which or whom has had any
discussion with, presentation from or negotiation with any Group Company
with a view to becoming a client of any Group Company during the course of
your employment with the Company and/or any third party which a Group
Company identifies for the targeting of the marketing of its products or
services during the course of your employment with the Company;

20.1.9 “Non Company Servers” is to electronic information storage devices, servers

or computers in your possession or control and internet servers to which you
have access (such as Egnyte, iCloud, Googledrive, Dropbox, and Onedrive);

20.1.10 “Subsidiary” and “Holding Company”: mean a "subsidiary" and "holding

company" as defined in section 1159 of the Companies Act 2006 and a
company shall be treated, for the purposes only of the membership
requirement contained in subsections 1159(1)(b) and (c) as a member of

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 another company even if its shares in that other company are registered in
the name of (a) another person (or its nominee), whether by way of security
or in connection with the taking of security, or (b) a nominee;

20.1.11 “Termination Date” is to the date when your employment under this
Agreement ends;

20.1.12 “Working Time Directive” is to the Directive of the European Parliament and
of the Council 2003/88/EC of 4 November 2003;

20.1.13 “Working Time Regulations” is to the Working Time Regulations 1998;

20.1.14 any example given after the words "such as" or “in particular” is without
prejudice to the generality of the foregoing.

If you wish to accept this offer please sign and return the enclosed copy. In addition, please
complete and return the relevant ackowledgement forms and Personnel Records Form. The
provision of pay and certain benefits cannot be guaranteed until all forms have been returned
to the Human Resources Department.

May I take this opportunity to welcome you to ADM Wild UK Ltd and wish you a long and
successful career. Congratulations on your appointment, I am sure that you will perform an
excellent job for the Company.

Yours sincerely

Anna Avis
HR Advisor

I accept the position of Product Development Technologist on the terms and conditions set out
above.

Signed: …………………………………………….…… Date: ……………….…………………

Print Name: …………………………………………..

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I acknowledge receipt from the Company of the pack containing the following:

 Employment Handbook
 ADM Code of conduct
 Starter pack details

Signed: …………………………………………….…… Date: ……………….…………………

Print Name: …………………………………………..

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Lists of acceptable documents for manual right to work check.

The documents the company may accept from a person to demonstrate their right to work are
set out in two lists – List A and List B.

List A contains the range of documents the company may accept for a person who has a
permanent right to work in the UK.

List B contains a range of documents the company may accept for a person who has a
temporary right to work in the UK.

Where a right to work check has been conducted using the online service, the information is
provided in real-time directly from Home Office systems and there is no requirement to check
any of the documents listed below

List A – acceptable documents to establish a continuous statutory excuse

1. A passport (current or expired) showing the holder, or a person named in the passport
as the child of the holder, is a British citizen or a citizen of the UK and Colonies having
the right of abode in the UK.

2. A passport or passport card (current or expired) showing that the holder is a national
of the Republic of Ireland.

3. A document issued by the Bailiwick of Jersey, the Bailiwick of Guernsey or the Isle of
Man, which has been verified as valid by the Home Office Employer Checking Service,
showing that the holder has been granted unlimited leave to enter or remain under
Appendix EU to the Jersey Immigration Rules, Appendix EU to the Immigration
(Bailiwick of Guernsey) Rules 2008 or Appendix EU to the Isle of Man Immigration
Rules.

4. A current passport endorsed to show that the holder is exempt from immigration
control, is allowed to stay indefinitely in the UK, has the right of abode in the UK, or
has no time limit on their stay in the UK.

5. A current Immigration Status Document issued by the Home Office to the holder with
an endorsement indicating that the named person is allowed to stay indefinitely in the
UK, or has no time limit on their stay in the UK, together with an official document
giving the person’s permanent National Insurance number and their name issued by a
government agency or a previous employer.

6. A birth or adoption certificate issued in the UK, together with an official document
giving the person’s permanent National Insurance number and their name issued by a
government agency or a previous employer.35

7. A birth or adoption certificate issued in the Channel Islands, the Isle of Man or Ireland,
together with an official document giving the person’s permanent National Insurance
number and their name issued by a government agency or a previous employer.

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 8. A certificate of registration or naturalisation as a British citizen, together with an
official document giving the person’s permanent National Insurance number and their
name issued by a government agency or a previous employer.

List B Group 1 – documents where a time-limited statutory excuse lasts until the expiry date
of leave

1. A current passport endorsed to show that the holder is allowed to stay in the UK and is
currently allowed to do the type of work in question.

2. A document issued by the Bailiwick of Jersey, the Bailiwick of Guernsey or the Isle of
Man, which has been verified as valid by the Home Office Employer Checking Service,
showing that the holder has been granted limited leave to enter or remain under
Appendix EU to the Jersey Immigration Rules, Appendix EU to the Immigration
(Bailiwick of Guernsey) Rules 2008 or Appendix EU to the Isle of Man Immigration
Rules.

3. A current Immigration Status Document containing a photograph issued by the Home

Office to the holder with a valid endorsement indicating that the named person may
stay in the UK, and is allowed to do the type of work in question, together with an
official document giving the person’s permanent National Insurance number and their
name issued by a government agency or a previous employer.

List B Group 2 – documents where a time-limited statutory excuse lasts for six months

1. A document issued by the Home Office showing that the holder has made an
application for leave to enter or remain under Appendix EU to the immigration rules
(known as the EU Settlement Scheme) on or before 30 June 2021 together with a
Positive Verification Notice from the Home Office Employer Checking Service.

2. A Certificate of Application (digital or non-digital) issued by the Home Office showing

that the holder has made an application for leave to enter or remain under Appendix
EU to the immigration rules (known as the EU Settlement Scheme), on or after 1 July
2021, together with a Positive Verification Notice from the Home Office Employer
Checking Service.

3. A document issued by the Bailiwick of Jersey or the Bailiwick of Guernsey showing that
the holder has made an application for leave to enter or remain under Appendix EU to
the Jersey Immigration Rules or Appendix EU to the Immigration (Bailiwick of
Guernsey) Rules 2008 on or before 30 June 2021 together with a Positive Verification
Notice from the Home Office Employer Checking Service.

4. An Application Registration Card issued by the Home Office stating that the holder is
permitted to take the employment in question, together with a Positive Verification
Notice from the Home Office Employer Checking Service.

5. A Positive Verification Notice issued by the Home Office Employer Checking Service to
the employer or prospective employer, which indicates that the named person may
stay in the UK and is permitted to do the work in question
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