Template A — Employment Contract (FT + PT)

Status: Draft for Zoe's review. Do not issue to staff before sign-off. Applies to: All permanent employees, full-time and part-time. Combine with role-specific addendums as relevant.

STATEMENT OF MAIN TERMS OF EMPLOYMENT

Between: Wild Hearth Bakery Limited, company number SC543706, registered office 42 Comrie Street, Crieff, Perth and Kinross, PH7 4AX, principal place of business 15A Cultybraggan Camp, Comrie, Crieff PH6 2AB ("the Company")

and: {{first_name}} {{last_name}} of {{address}} ("the Employee")

1. Commencement and continuous employment

1.1 Your employment with the Company began on {{start_date}}. 1.2 No previous employment counts towards your period of continuous employment. 1.3 Your employment is conditional on the Company's right-to-work check being completed before your start date and on you maintaining ongoing entitlement to work in the UK. You must notify the Company immediately of any change to your immigration status.

2. Job title and duties

2.1 You are employed as {{job_title}}, reporting to {{reports_to}}. 2.2 Your duties are those reasonably required of someone in your role, including other duties the Company may reasonably ask of you from time to time. 2.3 You will devote your contracted working time, attention and abilities to the Company's business.

3. Place of work

3.1 Your normal place of work is {{location}}. 3.2 The Company may require you to work at other reasonable locations within Perth and Kinross, with reasonable notice. 3.3 Private vehicle on Company business. Use of your own vehicle on Company business (for example, occasional shop runs or cover deliveries) requires prior written authorisation from a Director. Before any such use you must provide the Company with: (a) evidence of comprehensive insurance including business use, (b) a current MOT certificate where applicable, and (c) a copy of your driving licence. You will be reimbursed for authorised business mileage at the HMRC approved rate.

4. Hours of work

4.1 Your normal hours are {{hours_per_week}} hours per week, worked according to a rota set by your line manager.

4.2 You are entitled to unpaid rest breaks in line with the Working Time Regulations 1998. A paid 20-minute break is included in every shift of 6 hours or longer.

4.3 Authorisation of additional hours. Hours worked beyond your contracted hours require prior written approval from your line manager (text, email or BrightHR note is sufficient). Unauthorised additional hours will not be paid or counted towards TOIL.

4.4 Overtime and TOIL — hourly-paid staff. When you work authorised additional hours, you may elect, in advance of the shift, to receive either (a) payment at your normal hourly rate for each additional hour, or (b) time off in lieu (TOIL) at one hour off for each additional hour. TOIL must be taken within 3 months of accrual with line-manager approval.

4.5 TOIL — salaried staff. If you are paid on a Monthly or Annual basis and, at the Company's written request, work substantial hours beyond those contracted, the Company will offer TOIL at one hour off for each additional hour worked. TOIL must be taken within 3 months of accrual. Cash payment in lieu of TOIL is not the default; in exceptional circumstances, cash may be agreed in writing by a Director.

4.6 Premium pay — Sundays and bank holidays. Hourly-paid staff who work a shift on a Sunday or a recognised English or Scottish bank holiday are paid at 1.5 times their normal hourly rate for those hours. If you elect TOIL under 4.4 for Sunday or bank-holiday hours, the TOIL accrues at 1.5 hours off per hour worked (the same 1.5× factor) — your election does not forfeit the premium.

4.7 48-hour weekly limit. The Working Time Regulations 1998 limit your average working week to 48 hours, calculated over a 17-week period. You may voluntarily opt out of this limit by signing the separate 48-Hour Opt-Out Declaration. The declaration is not a condition of employment, and you may withdraw any such opt-out on 7 days' written notice.

4.8 Annualised hours (applies only where stated in your offer letter or per overrides.yaml). If your role is on an annualised-hours arrangement, your contracted hours are expressed as an annual total ({{annual_hours}}) rather than a weekly figure. Hours worked above or below the weekly average are reconciled across the year. The same TOIL and premium-pay rules in 4.4–4.6 apply to hours worked beyond your annualised total.

4.10 Minimum shift payment (applies only where stated in your offer letter or per overrides.yaml). Where your role carries a guaranteed minimum of {{min_hours_per_shift}} hours per shift, the Company will pay you for at least that number of hours for each shift you are rostered to attend, even if the work is completed sooner. Hours worked beyond the minimum are paid at your normal hourly rate.

4.11 Shift-cancellation notice. Where a shift has been communicated to you via the Company rota at least 2 weeks in advance, you are expected to give at least 48 hours' notice if you are unable to attend. Notice should be given to your line manager by phone, text, or BrightHR message. Where fewer than 48 hours' notice is given and no agreed reason exists, the Company reserves the right to record the absence as unauthorised, which may be addressed through the Company's Disciplinary Procedure. This clause does not affect your statutory rights in relation to emergencies or illness.

4.9 Lay-off and short-time working. In the event of a significant downturn (loss of business, premises closure, or comparable event), the Company may temporarily reduce your contracted hours. Before doing so the Company will (a) consult with you in writing for a minimum of two weeks, (b) explore alternatives such as voluntary holiday use, and (c) pay statutory guarantee payments where available. Any reduction will be reviewed monthly and reversed as soon as practicable.

5. Probationary period

5.1 Your first 3 months are probationary. 5.2 During probation, either party may terminate on 1 week's notice in writing. 5.3 The Company may extend the probationary period by up to a further 3 months if you have not yet met the required standard. Notice of any extension will be given to you in writing, with reasons, before the original probationary period ends.

6. Remuneration

6.1 {% if pay_basis == 'Hourly' %}Your hourly rate is £{{rate}}, paid for each hour worked. Your contracted hours are {{hours_per_week}} per week.{% elif pay_basis == 'Monthly' %}Your gross annual salary is £{{annual_salary}}, paid in 12 monthly instalments of £{{rate}}, based on your contracted {{hours_per_week}} hours per week.{% else %}Your gross annual salary is £{{rate}}, paid in 12 monthly instalments, based on your contracted {{hours_per_week}} hours per week.{% endif %}

6.2 Pay is made monthly by BACS to your nominated bank account, on or before the last working day of each month, less PAYE and National Insurance.

6.3 Annual pay review. Pay is reviewed annually in April.

6.4 Real Living Wage Scotland commitment — hourly-paid staff. {% if pay_basis == 'Hourly' %}Your hourly rate will not fall below the Real Living Wage (Scotland) as published by the Living Wage Foundation. The Company commits to applying any annual uplift to the Real Living Wage Scotland figure to your hourly rate, with effect from the April pay review following its publication.{% else %}This sub-clause does not apply — see 6.3 for the annual review.{% endif %}

6.5 Discretionary uplifts. The Company may, in addition to the floor in 6.4, award a discretionary pay increase at the annual review based on performance, role change, or market conditions. A discretionary uplift in one year does not commit the Company to one in any future year.

7. Holiday entitlement

7.1 The holiday year runs from 1 April to 31 March. 7.2 Your annual entitlement is {{holiday_entitlement}} hours (inclusive of public holidays), pro-rated in your first and final year of employment. 7.3 Holidays must be booked through the Company's HR system and approved in advance. 7.4 Up to 40 hours of unused holiday may be carried into the next year with the Company's consent. Any excess is forfeited. 7.5 On termination, you will be paid for accrued but untaken holiday, or required to repay holiday taken in excess of accrual.

8. Sickness absence

8.1 You must notify your line manager as early as possible (no later than your shift start) on each day of absence. 8.2 You must complete a self-certification form for absences up to 7 days and provide a fit note for absences longer than 7 days. 8.3 Sick pay: Statutory Sick Pay (SSP) only, subject to eligibility. There is no enhanced company sick pay.

9. Other leave

9.1 Maternity, paternity, shared parental, adoption, parental bereavement, and unpaid parental leave are provided in line with statutory minimums. See the relevant Company policies, available on request. 9.2 Compassionate leave is at the Company's discretion.

10. Pension

10.1 The Company operates a workplace pension scheme with {{pension_provider}}, in line with auto-enrolment obligations. 10.2 Current contributions: employer {{employer_contribution}}, employee {{employee_contribution}} of qualifying earnings. 10.3 You may opt out via the pension provider.

11. Notice of termination

11.1 During probation: 1 week (either side).

11.2 Post-probation notice — standard roles. For all Template-A staff except those listed in 11.3, the notice required from either side is 1 month.

11.3 Post-probation notice — senior roles. For Head Baker, Senior Bakers, Assistant Operations Managers, Operations Manager, Shop Manager, and Head Driver, notice is asymmetric:

This gives senior staff faster freedom to move on while giving the Company a longer handover when initiating separation.

11.4 Statutory floor. After 2 years' continuous service, the statutory minimum from the Company to you (1 week per complete year, capped at 12 weeks) applies as a floor on top of 11.2 or 11.3.

11.5 Payment in lieu of notice (PILON). The Company may make a payment in lieu of notice at its discretion. PILON is paid at your basic salary or contracted-hours equivalent and includes accrued holiday pay.

11.6 Garden leave and suspension. The Company may suspend you on full pay during a disciplinary investigation or place you on garden leave during any notice period.

11.7 Summary dismissal. Nothing in this clause prevents the Company from dismissing you without notice in cases of gross misconduct, gross negligence, or other serious breach.

12. Training

12.1 You are required to complete and maintain valid certification in Level 2 Food Safety in Catering (or equivalent) and Allergen Awareness. These are mandatory and employer-funded with no repayment obligation. 12.2 Mandatory training is paid as working time. 12.3 Where the Company funds optional or career-development training, repayment terms (if any) will be agreed in writing on a course-by-course basis before the training begins. In the absence of such written agreement, no repayment is required.

13. Confidentiality and intellectual property

13.1 You must not, during or after employment, disclose to any third party any confidential information of the Company, including but not limited to recipes, formulations, methods, supplier lists, customer lists, pricing, and commercial plans. 13.2 All recipes, processes, products, designs, branding and other intellectual property created by you in the course of your employment belong to the Company. 13.3 On leaving, you must return all Company property and confidential information. 13.4 (See Addendum 2 for additional covenants applying to senior bakers.)

14. Food safety, hygiene and PPE

14.1 You must comply with the Company's Food Safety Management System (FSMS), Personal Hygiene Policy, and Glass & Hard Plastic Policy at all times. 14.2 You must report any illness affecting food safety (gastrointestinal illness, infected wounds, skin conditions) before starting work and stay away until cleared. 14.3 The Company provides workwear and PPE. You are responsible for keeping it clean and presentable, and must return it on leaving.

15. Data protection

15.1 The Company processes your personal data in line with UK GDPR and the Data Protection Act 2018. See the Employee Privacy Notice published by the Company. 15.2 Employment records are retained for 5 years after the end of your employment, in line with HMRC requirements and the Prescription and Limitation (Scotland) Act 1973.

16. Policies, procedures and the Staff Handbook

16.1 Policies that form part of this contract. The Company's Equal Opportunities Policy and Whistleblowing Policy are contractual. Material amendments to either require your consent (treated as a variation under clause 18).

16.2 The WHB Staff Handbook. All other operational policies — including Disciplinary, Grievance, Anti-bullying, Social Media, IT, Drug & Alcohol, Food Safety Management System, Personal Hygiene, Glass & Hard Plastic, Dress Code, Smoking, Health & Safety and Code of Conduct — are published in the WHB Staff Handbook. The Handbook is not part of this contract. The Company may update it from time to time and will notify you in writing of any material change at least two weeks before it takes effect.

16.3 The Handbook and all referenced policies are published on the Company's HR system and are available on request.

17. Disciplinary and grievance

17.1 The Company's Disciplinary Procedure and Grievance Procedure are set out in the policies referenced above. 17.2 If you wish to raise a grievance, raise it with your line manager. If the grievance concerns your line manager, raise it with a Director. 17.3 If you wish to appeal a disciplinary decision, write to a Director within 5 working days.

18. Right to vary

18.1 The Company may make minor changes to non-fundamental terms (including rota, place of work within reasonable distance, duties) with reasonable notice. 18.2 Material variations will be confirmed in writing and require your consent.

19. Collective agreements

19.1 There are no collective agreements affecting your terms of employment.

20. Work outside the UK

20.1 You are not required to work outside the UK for more than one month.

21. Entire agreement

21.1 This Statement, together with the policies referenced and any role-specific addendum attached, constitutes the entire agreement between you and the Company and supersedes any previous agreement.

22. Governing law and jurisdiction

22.1 This agreement is governed by the law of Scotland and subject to the exclusive jurisdiction of the Scottish courts.

Signed for and on behalf of Wild Hearth Bakery Limited

Name: ____________________________ Position: ____________________________ Date: ____________________________

Signed by the Employee — I confirm I have read, understood and accept the terms above:

Name: {{first_name}} {{last_name}} Signature: ____________________________ Date: ____________________________

Addendums attached (tick as applicable):

• Addendum 1 — Drivers
• Addendum 2 — Bakers (Senior/Head)
• Addendum 3 — Young Workers