Private and Confidential – Addressee only

Hammad Ghouri

5 Haven Court

Reading

RG1 3LQ

Sent to: hammadghouri06@gmail.com

29 January 2024

Dear Hammad,

Congratulations on your new role within Mitie. We are delighted that you are taking advantage of other
opportunities within the Mitie group. This is a great way of learning more about the business and gaining
new knowledge and skills to help you in your future career. We always try and give respect and recognition
for your passion, dedication and for a job well done. The secret to our success has always been our
people. We’re committed to ensuring that everyone who works here fulfils their potential. We work
hard, but we have fun at the same time, we are delighted you’ve secured a new role within the group.

In terms of next steps, if you haven’t already, you should shortly be contacted by your new line manager
who will advise you of start date and what to do next. You should already have advised your current
manager of your application to a new role. If you haven’t please do so as soon as possible so a new person
can be recruited or other arrangements made for transition. You will need to reach a mutual agreement
about finishing your old role to allow you to start your new one.

Please note that this offer is subject to the following condition:

• Mitie having received a satisfactory outcome for the required security clearance Security - BS7858
- Standard for your role.

Things we need you to do before you start:

• Review your offer online and formally accept by following the directions on the portal.
• Complete and submit the onboarding forms displayed as part of your online pack once you have
accepted your offer online. (The system will display your progress as you populate the forms and
confirm when the welcome pack is fully completed.)

Please note failure to complete and submit all forms will result in a delay in your HR and payroll changes.

What happens next:

If you have any questions, please do not hesitate to get in touch with your recruitment contact or your
Manager Richard McGuire, Contract Manager, Richard.Mcguire@mitie.com and they will happily assist.

We look forward to you commencing your new role and continuing to contribute towards making Mitie
a great place to work!

People Support Team

 Your contract of employment

Parties

Name of Employer (referred to as “the Company”): Mitie Limited

Name of Employee: Hammad Ghouri

This document (including any Schedules) together with the Employee Handbook contain
the applicable terms and conditions of your employment with the Company and as required
by the Employment Rights Act 1996. If there is any conflict between this contract and the
Employee Handbook, the terms of this contract will prevail.

There may be additional terms applicable to your employment set out in a Schedule to this
document. Please ensure you read the entire document.

Signed (Employee) __________

Dated
 Details of Employment

Start date 1 February 2024

Date of Continuous Service 1 November 2023

Contract type Permanent

Job title Security Officer

Contracted hours of work per week 45

Shift pattern, description of pattern Rota system

Shift pattern, weekly number for this 1

pattern

Breaks Paid or Unpaid Paid

Place of work Hammerson, The Oracle Shopping Centre,

Minister Street, Reading

Payment interval Salaried Monthly 27th

Pay type Salaried

Basic Salary £26,984

Holiday entitlement per year (figure shown is 28 days

for a full time permanent employee. It will be pro
rated for part time employees and/or fixed term
employees)
Sick Pay Entitlement in a rolling 12 month Company Sick Pay 20 days per annum
period

Notice period to be given by employee 4 weeks

after successful completion of probationary
period
 Notice period to be given to employee 4 weeks
after successful completion of probationary
period
Maximum employer pension contribution People's Pension Auto-Enrolment
or People’s Pension auto-enrolment only

On call rate (not applicable if blank)

Overtime rates (not applicable if blank)

Private Healthcare (no entitlement if blank)

Company Vehicle or Car allowance (no

entitlement if blank)

Any other applicable terms (not applicable if

blank)

Terms and Conditions of Employment

Your appointment

• Your employment start date is as set out in the Details of Employment.

• Your employment is subject to and conditional upon:

o the receipt of satisfactory references;

o you having disclosed a true and full account of your past employment history;
o the receipt of original documents to evidence your right to work in the UK; and
o relevant security clearance, vetting, screening and/or licensing before you will be
permitted by the Company or and/or its clients to work on its or their sites.

• Due to the nature of the Company’s business, you may require security clearance, vetting,
screening and/or licensing before you will be permitted by the Company or and/or its clients to
work on its or their sites. You may also be subject to random searches of your belongings on
certain sites. You agree to co-operate with all requests for such security clearance, vetting,
screening, licensing and searches, and where requested will provide full information and
documentation about you for these purposes. Failure by you to comply with this clause, or to
achieve the requisite security clearance, vetting, screening and/or licensing, may lead to disciplinary
action being taken against you, up to and including dismissal if appropriate. The Company's
decision is final as to whether these checks meets the required standard. It is a condition of your
 employment that you inform the Company of all criminal charges, court appearances and
convictions.

• If your role requires you to carry out a Regulated Activity then your role is exempt from the
Rehabilitation of Offenders Act 1974. “Regulated Activity” has the meaning given in the
Safeguarding Vulnerable Groups Act 2006, and means a role that requires you to work within a
specified establishment, e.g. any educational setting designed exclusively or mainly for providing
full time education to children and which gives the person opportunity to have contact with
children on a regular basis (more than 4 times within 30 days). If you carry out a Regulated Activity
then the following additional clauses apply:
o it will be a condition of your employment that Mitie receives a satisfactory result on an
initial search and all subsequent searches against you of the Disclosure and Barring Service.
Searches are typically carried out in 3-yearly intervals; however, a new search can be
carried out at any time. Searches will not be completed without your consent; and
o you are required to declare any convictions, cautions and bind-overs you may have,
regardless of how long ago they occurred, including those regarded as ‘spent’.

• You may also be subject to random searches of your belongings on certain sites, as well as drug
and/or alcohol testing. You agree to co-operate with all requests for such security clearance,
vetting, screening, licensing, searches and testing, and where requested will provide full
information and documentation about you for these purposes. Failure by you to comply with this
clause or achieve the requisite security clearance, vetting, screening and/or licensing, or if you test
positively for drugs and/or alcohol, may result in disciplinary action being taken against you, up to
and including dismissal if appropriate.

• You confirm that you are entitled to work in the UK without any additional approvals and will
notify the Company immediately if you stop being entitled to do so at any time during your
employment with the Company.

• If any employment with a previous employer counts as continuous employment, the date of your
continuous service is set out in the Details of Employment. Otherwise, no previous employment
counts as part of your period of continuous service.

• You will be required to complete a probationary period. The length of this period is set out in
the Details of Employment. Where you are required to complete training at the start of your
Employment, your probationary period will begin upon the successful completion of your training.
During this period, your work performance and general suitability will be assessed. The Company
may extend your probationary period if this is considered to be necessary. Further details on
probationary periods are available in the Employee Handbook. During the probationary period
the notice required to be given by you or the Company to terminate your employment is the
statutory minimum.

• If your employment is for a fixed term, the end date of your employment is set out in the Details
of Employment at which time your employment will end without the need for further notice. Your
employment may be terminated earlier in accordance with the terms of this contract.

• Your job title is set out in the Details of Employment. This does not limit the tasks which you may
be asked to undertake and the Company reserves the right to ask you to undertake additional
duties. You shall devote your whole time, attention and ability during your hours of work to the
 performance of your duties and shall comply with all reasonable directions given to you by the
Company.

Working hours and location

• Your contracted hours are set out in the Details of Employment. Your working hours and/or days
may be variable depending upon the needs of the business. Any variation will be notified to you
in advance.

• Your daily break arrangements and their timing will be confirmed to you locally. Please discuss
with your manager.

• As your role requires flexibility, you may be required to work on any day of the week shown in
the Details of Employment. This may include public holidays. You may be asked to work additional
hours, although there is no obligation on the Company to offer, nor on you, to do overtime. All
overtime hours must be pre-authorised by your line manager.

• Your place of work is set out in the Details of Employment. You may be required to work at
other locations within a reasonable distance dependent upon the needs of the business. If your
place of work identifies you as “mobile” or gives a region or area of responsibility then you will
have no fixed place of work, and you agree to perform your duties in such locations or within
such regions as are necessary to meet the needs of the business and/or perform your duties. This
may include client premises and other premises at which the Company operates.

Pay

• Your rate of pay is set out in the Details of Employment. This is subject to deductions for tax and
national insurance contributions. You will only be paid for the hours that you actually work and
not for time spent travelling to and from your place of work, except where detailed otherwise in
the Schedule. You are required to accurately record your start and finish times.

• The interval at which you will be paid is set out in the Details of Employment. Payment will usually
be in arrears.

• The Company may in its absolute discretion pay you a bonus or commission of such amount, at
such intervals and subject to such conditions as the Company may in its absolute discretion
determine from time to time. Any payment to you shall be purely discretionary and shall not form
part of your contractual remuneration under this agreement. The rules of any bonus or
commission scheme shall be communicated to you separately.

Holidays

• The holiday year runs from 1 April to 31 March. It is your responsibility to ensure you take the
holiday you are entitled to during the holiday year. You would not normally be allowed to carry
over holiday from one holiday year to the next.

• Your holiday entitlement is set out at the Details of Employment, stated as for a full time
permanent employee. Unless specified otherwise in the Details of Employment this is inclusive of
 the usual statutory/public holidays. There is a minimum holiday entitlement of 5.6 weeks, including
statutory bank holidays. If you work part time, your holiday entitlement will be pro-rated
accordingly.

• Your holidays will accrue on a monthly basis, meaning that for every month you work you accrue
a number of days holiday in each month. Your holiday pay will be based on the number of days
worked over the preceding 52-week period and pro-rated on the basis of a full-time entitlement
of 5.6 weeks per year.

• If you leave the Company and have already taken paid holidays exceeding your accrued
entitlement, the overpayment for holidays taken but not accrued will be deducted from your final
pay or from any other money due to you on termination of your employment.

• Further details regarding holidays, including booking and approval are set out in the Employee
Handbook and Time Off Procedure.

Sickness absence and pay

• If you are absent from work for whatever reason, you must follow the Company’s sickness
absence procedure.

• All absence through sickness or injury must be supported by an appropriate medical or self-
certificate. For periods of sickness in excess of seven days you will be required to submit a medical
certificate signed by a doctor, whether or not sickness or injury benefit is being claimed.

• Your entitlement to statutory sick pay (SSP) is subject to the conditions set out in the Employee
Handbook.

• Company sick pay will only be paid at the discretion of the Company and on the basis set out in
the Details of Employment. Company Sick Pay will not be paid in respect of any illness that begins
during the first six months of your Employment or while you are subject to any disciplinary
proceedings, sanction or suspension or are subject to any ongoing investigation.

Pension and insurance

• The Company may be required to automatically enrol you into the Company Pension Scheme
which is a defined contribution retirements benefits scheme made available by the Company
(subject to the rules of this Scheme). Further details are set out in the Employee Handbook. The
Company’s maximum pension contribution is specified in the Details of Employment. You are
required to make a minimum employee pension contribution to be eligible to receive the
Company’s pension contribution.

• You may be entitled to participate in the Company’s private healthcare scheme (or other relevant
schemes), subject to (a) the terms of our scheme, as amended from time to time; (b) the rules or
insurance policy of the relevant scheme provider, as amended from time to time; and (c) you
satisfying the normal underwriting requirements of the relevant provider. The Company in its sole
and absolute discretion reserve the right to discontinue, vary or amend the scheme (including the
level of your cover) at any time. If the scheme provider refuses for any reason to provide
 healthcare cover to you, we shall not be liable to provide you with any replacement benefit of the
same or similar kind or to pay you any compensation in lieu of such benefit.

• During your employment you may be invited to join a share scheme. Any participation is subject
to your compliance at all times with the rules and the Company's share scheme policies in place
from time to time. For the avoidance of any doubt, any participation will be entirely discretionary
and will not create any contractual entitlement under this Agreement. Upon termination, your
rights, if any, in respect of any such incentive shall be solely determined by the articles of
association, the Rules, the Share ownership policy, and/or other documents governing that
incentive which are in force on the termination date.

Termination of employment

• The period of notice you are required to give the Company in writing of your intention to leave
the Company is set out in the Details of Employment.

• Except where the law or this contract permits otherwise, the Company will provide you with the
notice period set out in the Details of Employment to terminate your employment.

• If you are dismissed for gross misconduct or dismissed because you cease to be entitled to work
in the UK, you will not be entitled to receive any notice.

• The Company may opt to end your employment immediately and pay you an amount equivalent
to your notice pay.

Deductions from pay

• You agree that the Company may deduct from your pay, or any other sums payable to you, any
monies due from you or which you owe the Company. This includes salary overpayments,
expenses, advances or loans made to you, or losses caused by damage to Mitie or client equipment
or assets due to misconduct.

• The Company may also make deductions from your pay in accordance with a statutory
requirement or court order.

Disciplinary and grievances

• The Disciplinary and Grievance procedures which are applicable to you are outlined in the
Employee Handbook. These procedures are provided for guidance only and are non-
contractual. A grievance should ordinarily be raised with your line manager in the first instance.

Training and/or Apprenticeships

• At the start of your employment, you will receive any training required for your specific role. You
will be advised if any additional mandatory training is required.
 • If, on employment or at any point during your employment you commence an apprenticeship,
then you shall:

o work to the best of your ability and in accordance with the Company's policies and
procedures to work towards the completion of your apprenticeship;

o in both working and training, be diligent and punctual, undertake assessments and
progress reviews and keep all necessary records in order to achieve the necessary
standards and objectives of the apprenticeship;

o attend all college and/or training centre-based training courses required of you as part of
the apprenticeship;

o on the request of the Company, produce for inspection all such certificates, reports and
records of attendance, course work and examination results as are issued in respect of
your attendance on the apprenticeship training programme;

o authorise the Company to apply to the relevant authorities and training provider(s)
involved in the apprenticeship training programme for copies of any information and
documentation reasonably required in respect of them;

o complete all elements of your apprenticeship training programme as specified in your

individual learning plan or similar; and

o follow the procedures set out by the training provider(s) involved in the apprenticeship.

• Your employment may be terminated by the Company if, whilst an apprentice:

o you fail unreasonably to comply with your obligations as set out in this Agreement or any
other document provided to you relating to your apprenticeship;

o you fail to maintain sufficient attendance at college or any other relevant training centre;

o you fail or repeatedly fail to meet the standards of or pass all aspects of the training
provided under the apprenticeship training programme;

o you consistently or wilfully fail to meet the reasonable training targets and standards set
by the Company; or

o you become unable to complete the apprenticeship training by reason of ill-health or

otherwise.

General

• The Company reserves the right to make reasonable changes to any of your terms and conditions
of employment. Changes to your terms and conditions of employment will be notified to you in
writing before the date upon which they come into force.

• Except as provided for in this contract, the Employee Handbook or any Company policy, you do
not have any entitlement to any other paid leave or benefits.
 • Details of all collective agreements can be found at www.mitiepeople.com. If no applicable
collective agreement is shown then there are no collective agreements that directly affect your
employment.

• You will not be required to work outside the United Kingdom for a continuous period of more
than one month.

Schedule – Security

Please note that where there is a conflict with the terms in the agreement above, these terms of this
Schedule will prevail.

Conditions of employment

• Your employment is subject to and conditional upon:

o You obtaining and retaining a license as issued by the Security Industry Authority (SIA). If
you work within the Aviation sector this may not be applicable to you;

o If working within the Aviation sector, you successfully completing the relevant
Department for Transport (DfT) training course and will be subject to additional vetting
process by the Civil Aviation Authority.

• The Company reserves the right to terminate your employment without notice should you not
meet these conditions or the screening criteria in line with timeframes in BS7858:2019 and/or
BS5979, or any other relevant screening/ requirements applicable to the sector in which you
undertake your duties.

Security clearance

• Due to the nature of the Company’s business, you may require security clearance, vetting,
screening and/or licensing before you will be permitted by the Company or and/or its clients to
work on its or their sites. You may also be subject to random searches of your belongings on
certain sites. You agree to co-operate with all requests for such security clearance, vetting,
screening, licensing and searches, and where requested will provide full information and
documentation about you for these purposes. Failure by you to comply with this clause, or to
achieve the requisite security clearance, vetting, screening and/or licensing, may lead to disciplinary
action being taken against you, up to and including dismissal if appropriate.

SIA Licencing Licence Management

• It is an offence to work in the security industry if you do not have the appropriate licence. This
licence is issued by the SIA subject to an identity check, criminal record check and successful
completion of training as evidenced by an externally verified examination. The Company will carry
 out the training free of charge, and will pay the examination fee, the application fee for your licence
and its 3-yearly renewal subject to the following requirements:

o Mitie Ltd is a SIA licence management business. This gives us the responsibility to manage
the licencing process on behalf of individual licence holders with the SIA;

o To enable us to act on your behalf we require your email address. By providing us with
your email address, you are giving us consent for us to act on your behalf to manage your
SIA licence and to share your details with the SIA;

o We will send you a link through the SIA portal to enable you to link to Mitie. During your
employment you will update the Company to any changes to your details relating to the
licence process to enable us to update the SIA portal.

o Should you not provide us with your details you may need to apply and pay for your own
licence.

o You have not committed an offence which will prevent the issue of the licence.

o You provide all necessary identification to facilitate the identity check.

o You undergo whatever training the SIA and the Company may reasonably require for the
purposes of licensing.

o You agree to repay the licence application fee and examination fee(s) immediately upon
termination or transfer of your contract of employment for whatever reason. The licence
application fee repayment will be discounted by a third if the licence has 24 -12, months
to run and by two thirds if it has less than 12 months to run.

• The Company reserves the right to terminate your employment without notice if you are required
to hold an SIA licence and this licence is revoked or a renewal refused.

Training

• If you are employed on certain sites (e.g. on a Department for Transport site (DfT)) prior to
commencement of your employment you will be required to attend an induction training
course. You may also be required to attend annual refresher courses, for which you will be paid
at your basic hourly rate. Within certain roles you are required to complete various prescribed
training and complete the tests associated with it in order to obtain the necessary security
clearance and access rights. It is critical to your role that you ensure that the training and tests
are completed at the interval required in order to comply with the regulations in place. Failure
to do so (or failure to do so in a timely manner) may result in your employment being
terminated. Further details of any required training will be discussed with you upon starting
your employment.

Deductions from pay

 • In addition to any other payments owing to the Company, you agree that the Company may
deduct from your pay the amount to cover the cost of any uniform supply (including passes) that
you have failed to return upon request. This amount will be deducted from any sums due to you.

Pay

• You will be paid at the agreed rate of pay for the assignment/site at which you work. Should you
be required to work at a different assignment/site, the agreed rate of pay for that assignment/site
will apply.

Relief Officer

• If you are employed as a Relief Officer, we will ensure you are always paid in accordance with the
National Living Wage as the minimum. As a Relief Officer, you will be required to be available to
work a mixture of days, nights and weekends within a reasonable geographical area as directed by
your Line Manager. You will be rostered to work at various locations dependant on the need of
the business.

Hours of work

• You will be guaranteed a minimum of 8 hours per week averaged over a 12-week period.

• You are required to work on public holidays, and unless specifically and expressly agreed in writing
these will be paid at the normal site rate.

• In order to meet the needs of the business shift patterns may be subject to change. No guarantee
can therefore be given as to the regularity or longevity of any shift pattern.

Holidays

• No holiday may be taken within the first 13 weeks of employment.

• All applications for holidays must be made 28 days prior and no holiday may be taken from 20
December to 4 January inclusive in any year, except where written permission is given. The
Company reserves the right to put restrictions on dates or shifts available to book leave.