33 Holborn

London
EC1N 2HT

Private & Confidential

Jack Donnelly

10/12/2024

Hi Jack,

Congratulations! I'm delighted to offer you this new role. Here's your written confirmation that
we're offering you the position of 2288 Online Assistant - Driver in Heaton Park Store,
reporting to Samantha Wilson.

You'll be part of a team working together and bringing new ideas to create the best
experience for our customers and colleagues. Across all of the Sainsbury's brands - Argos,
Habitat, Tu, Nectar and Sainsbury's Bank - every one of us has a role to play in delivering for
our customers. Working here will be fast paced, exciting, and you'll learn a lot. You'll also get
lots of support from your team and be encouraged to be yourself.

I've attached a copy of your contract – please read and e-sign by 15/12/2024. Please go
through it carefully, alongside the other information that it may refer to. All of this detail sets
out our commitments to you and our expectations of you in return.

We're committed to rewarding you with a competitive pay and benefits package. Being
somewhere people love to work is really important to us. Once you join, you'll have access
to a wide range of benefits – you'll be able to find more information and eligibility criteria for
these on Our Sainsbury's.

To make sure you are paid on time, on your first day you will be asked to provide your bank
details. If you have a P45, please also bring this with you.

Health Questionnaire
Having a diverse range of colleagues and being an inclusive organisation is really important
to us as we want Sainsbury's to be a place where everyone can fulfil their potential. That
includes supporting colleagues with long-term health conditions and disabilities. We're
committed to offering workplace adjustments to help remove barriers that prevent colleagues
from being the best they can be, alongside other support.

If you are a new colleague, we'll ask you to complete a health questionnaire before you start.
Please note that this offer is subject to meeting some medical requirements, so it's important
that you disclose any support you may require. If you mention anything that requires a
medical examination, then we'll of course discuss this with you, and pay for it.

Pre-Employment Checks
For your new role, we need to screen successful applicants at offer stage. We need to
complete a pre-employment check to make sure you don't have a current unspent conviction
(as detailed in the Rehabilitation of Offenders Act 1974). The Basic Disclosure Check will be
emailed to you by an external company. Please follow the instructions to complete and
upload or post the documents needed. It's really important that you complete this.

Following these initial pre-employment checks, you will need to complete a declaration every
six months confirming if you have been convicted of any criminal offences that would impact
your ability to fulfil your contractual duties. If you are convicted of a criminal offence during
your time in this role, then we may decide that your actions have been incompatible with our
expectations of our colleagues and we may take disciplinary action.

Please also ensure you have your driving licence with you on your first day, so we can take
a copy for our records.

Your First Day

On 11/12/2024 please report to Heaton Park Store for your 'Welcome to Sainsbury's'
meeting. When you arrive, let one of our colleagues know that you are there for your
induction and they can point you in the right direction. You'll need to arrive by 10:00 please,
so that there's time for you to sign in.

Right to Work in the UK

All new colleagues must provide original right to work documents prior to your first day in the
business. Our right to work provider 'Right Check' will email and text you once you have
accepted your offer and you will be required to take a scan of relevant right to work
documents. Once we have validated these documents, we will retain them on your colleague
record for the duration of your employment. If you cannot provide your documents prior to
starting through the Right Check App, you must bring the original right to work documents on
your first day for your manager to check and copy. If you cannot produce valid right to work
documents, you won't be able to start with us.

If you have any questions, please let your line manager know. Congratulations on the new
role! It's great to have you on the team.

Best wishes,

Sam Offer
Director of People Services
Permanent Contract of Employment between:

Sainsbury's Supermarkets Ltd ('the Company') and

Jack Donnelly ('You')

We've outlined the terms and conditions of your employment below.

A couple of things to mention: where we talk about 'Our Sainsbury's', we're referring to our
Company intranet, which contains lots of important information, detail on your colleague
benefits and also news and features from across the Group. You'll also be able to access
the Ask HR service, home to our HR policies and 'How to' guides, from the Our Sainsbury's
homepage. Take a look when you can – you'll find our detailed policy documents, scheme
rules and more information on your colleague benefits. The details change occasionally so
check in regularly for updates.

You'll also see references to 'My HR', our system that holds all of your personal and
contractual information.

Appointment
Your role is 2288 Online Assistant - Driver, Grade 2. We all work flexibly to make sure we're
there for our customers when and where they need us, so there'll be times where we need
you to work in other areas. We'll make sure you have the skills and knowledge to do a great
job wherever you are.

Your Employer
Your employer is Sainsbury's Supermarkets Ltd (referred to as 'the Company' – see
'Definitions' below). Being there for our customers may mean that from time to time you are
required to lend a hand to another Group Company. We would always discuss it with you
and would take into account your personal circumstances. We'll make sure any reasonable
additional expenses you incur are paid in line with our Business Travel and Expenses policy,
available on Ask HR.

Right to Work in the UK

Before you join us it's important that you provide us with documents to confirm you're eligible
to work in the UK. Please provide original documents, as we are unable to accept
photocopies or photographs, this forms a condition of your continued employment with us. If
required, we may carry out checks with the Home Office during the course of your
employment. If you would like more information, please refer to the Right to Work policy on
Ask HR.

Date of Employment
Your employment will start on 11/12/2024 with your continuous employment beginning on
11/12/2024.

Location
You'll be based at Heaton Park Store. We want to deliver a great service to our customers,
so we need to be operationally sharp, to work flexibly, efficiently and where we're needed
the most. We might ask you to work in another location and we would always discuss it with
you and take into account your personal circumstances.

We'll make sure your expenses are paid in line with our Business Travel and Expenses
policy, available on Ask HR.

Hours of Work
Your paid contracted hours are 30 hours a week.

To make sure we're there for our customers whenever and wherever they need us, we'll ask
you to update an 'availability matrix', which shows your core scheduled hours and also
additional time that you can be available if needed. You'll need to please provide 50% of
whatever your core hours are as 'additional hours' (so if you work 8 hours for example, you'd
need to list a further 4 hours as potentially available) and they need to be within the
operation hours of online driving.

We will normally make any changes to your schedule within your availability matrix 3 weeks
in advance and you'll have the opportunity to decline this up to 2 weeks before the schedule
is due to be worked. After that we'll expect you to carry out your amended schedule. If
amendments made to your schedule mean a change to your break entitlement, this will be
reflected in your revised schedule.

Your scheduled hours include any breaks that you are entitled to receive each day. These
breaks are unpaid and detailed below:

Scheduled Hours Break Entitlement

Less than 4.5 No break
4.5 hours less than 6 15 minute break (Under 18s 30 minute
break)
6 hours less than 8 20 minute break (Under 18s 30 minute
break)
8 hours less than 9 30 minute break, lunch time or afternoon

OR

Two 15 minute breaks, one morning and

one afternoon
9 hours or more Total of 45 minute break, split into one 30
minute and one 15 minute break

Typically, if your shift is over 7 hours and includes the hours 12pm to 2pm, you may have a
lunch break. If you get a lunch break, it's unpaid and lasts either 30 minutes or one hour, as
agreed by your line manager.

It's really important that we change and evolve to meet the needs of our customers, being
there for them whenever and wherever they want to shop with us. Therefore, there may be
times when we ask you to change the days and times that you work depending on the needs
of the business. Should this be the case, your line manager will discuss and agree this with
you.

Unsocial Hours
If you work between the hours of 12am and 5am, you will receive an unsocial hours premium
of £2.45 per hour (while your base pay doesn't include breaks, the unsocial hours premium
will be paid for all hours you're at work during this time).

Base Pay
Your hourly rate will be £12.00 per hour. You'll be paid every four weeks (we call this a
'period'), normally on a Friday, directly into your bank or building society account. Remember
that your pay is subject to tax, national insurance and other deductions – you can find out
more by checking the relevant policies on Ask HR. Please refer to Our Sainsbury's for
further information on premiums that you may be eligible to receive.

Market Payment
Based on market comparisons some activities in store receive a market payment which is an
additional payment on top of the hourly base rate. Your primary contracted skill has a market
payment attached and you'll receive a market payment of £1.50 per hour. If circumstances
change and you no longer complete this as your primary contracted skill, then your market
payment will be removed.

Company Benefits
We're committed to providing our colleagues with a range of discretionary, non-contractual
(meaning they're not a part of your contract) benefits including colleague discount and great
discounts across a whole range of products and services. For more details and eligibility
criteria, please see the relevant guidance on Our Sainsbury's.

Colleague Discount
Once you've worked with us for 4 weeks, two discount cards will automatically be sent to you
so you can start saving on your shopping online and in-store at Sainsbury's, Argos and
Habitat. Before signing this contract, please take time to read the full colleague discount
terms and conditions in the Colleague Discount policy on https://sainsburys.jobs/supporting-
information (using the password 'joyful').

By signing this contract, you confirm that you have read the Colleague Discount policy and
understand and accept those terms and conditions. You also confirm that you understand
that if you (or your second user) breach the rules of the discount policy, you may be subject
to disciplinary action (up to and including dismissal).

Holiday
We all need holidays to recharge and take a break from work. Make sure you take all your
holidays and try and book them well in advance if you can. If you give plenty of notice, you're
more likely to be able to take time off when you most want it.

Your holiday entitlement will be available for you to view within your first few days of joining
us and will refresh at the start of each new holiday year.

Holiday entitlements include an allowance for public/bank holidays. Within the holiday year
there are normally 8 public/bank holidays. Where the number of normal public/bank holidays
varies, your total holiday entitlement will vary accordingly. Please see the Holiday Policy on
Ask HR for further details.

Entitlements are calculated in hours, based on the number of complete days worked in the
holiday year and are pro-rated based on contracted hours. The amount of holiday you
receive depends on your length of service at the start of the holiday year. In a standard year
with 8 public/bank holidays, the entitlement is aligned to the below table:
Please don't make any plans until you have agreed your leave requirements with your line
manager as they'll need to be approved in line with the needs of your business area and
other colleagues' holidays.

If you leave the Company, any holidays that you are entitled to but haven't yet taken will be
paid to you in your final pay. Equally if you have used more holidays than you're entitled to, a
deduction will be made from your final pay. We reserve the right to make you take any
outstanding holiday during your notice period.

Family Leave
If you're having a baby, planning to adopt or having a child through a surrogacy arrangement
you can find more information in the Family Leave policy on Ask HR. It helps explain how we
can help when you need extra support, your rights and what you're entitled to at work as well
as giving you the information you need to help you prepare.

Sickness Absence
It's really important to look after yourself and take the necessary time to recuperate when
you're ill. If you need time away from work because you are sick you must follow the
guidelines detailed in the Attendance policy applicable to your location and grade, available
on Ask HR.

Please take the time to read your applicable policy, as it explains our expectations for how
you should report your absence, keep in contact, and your eligibility for sick pay. We will
manage your absence in line with this policy, and the Company has the right to withhold
Company sick pay if you don't follow the correct process.

From time to time there may be additional support required to assist you in returning to work
following a sickness absence. We will talk to you about this to understand how best to
support you.

Sainsbury's Retirement Savings Plan and Life Cover

Pensions are an important part of our total reward package and a great way to help
colleagues to plan for their future. We offer colleagues the opportunity to join the Sainsbury's
Retirement Savings Plan (run by Legal & General) up to the age of 75.

Government rules mean that Sainsbury's will automatically enrol colleagues who meet
certain conditions (age and earnings) into the pension. If you are new to the business, you
will be assessed on 12/02/2025 and if you meet the conditions, you will be automatically
enrolled into the pension plan from the beginning of the pay period after your assessment.
You do not have to wait to be automatically enrolled, you can join and get the benefit of
Sainsbury's contributions at any time.

We have two different contribution rates: Start Up and Step Up. We encourage colleagues to
join Step Up as it provides more benefits than the Start Up.

• Start Up contributions are 4% of your Start Up pensionable pay between the limits
 set by the government each year (the minimum and maximum may change). This is
the rate you'll pay if you're automatically enrolled or choose to join Start Up. Under
Start Up, Sainsbury's will also pay 4% of your pensionable pay into your pension.
Start Up pensionable pay is all your pay each pay period between the thresholds set
by the government and includes bonus, overtime, responsibility pay and shift
premiums, but excludes car allowance, share payments and leaving payments.

• Step Up contributions are 4%, 5%, 6%, 7%, 7.5% or more of your Step Up
pensionable pay. Step Up pensionable pay is all your basic pay each pay period and
includes overtime, responsibility pay and shift premiums but excludes bonus, car
allowance, share payments and leaving payments. Sainsbury's will match your
contribution up to 7.5%.

After you have joined, you can pay in as much as you like and can stop paying at any time.
Once you join, Legal & General will contact you with more information about the Plan,
including details about how you can opt out of the Plan within the first 30 days of
membership.

If you should die while employed by us, you will be eligible for life cover of one year's annual
contractual basic pay if you pay Start Up contributions or you're not in any Sainsbury's
pension arrangement. If you're paying Step Up contributions, you could be eligible for life
cover of six times your annual contractual basic pay.

Eligibility for life cover and the circumstances in which it would be paid are both subject to
criteria imposed by the Company and the insurer providing this benefit. If you do not start to
pay Step Up contributions within the first year of being eligible, the higher life cover may be
restricted by the insurer's 'actively at work' conditions. More information on these conditions
can be found in the Pensions policy on Ask HR.

You may be eligible for these benefits up to the age of 75. Your membership of the Plan is
subject to its rules as amended from time to time. The Company reserves the right
(exercisable in our absolute discretion) to alter, amend or withdraw the Plan either wholly or
in part from time to time.

There's more information about the pension, how to join, contribution options and the
conditions for Pensions Automatic Enrolment at www.jspensions.co.uk or in the Pensions
policy on Ask HR.

You can decide to join, leave, and move between Start Up and Step Up and change your
contribution rate at any time. You can join online by logging into the My Benefits section on
My HR or clicking 'How to join' at the Sainsbury's Retirement Savings Plan section on www.
jspensions.co.uk.

Pension Salary Sacrifice

If you apply to join the Plan, you agree to sacrifice a percentage of your salary under
equivalent to the level of contributions you have chosen to contribute. We call this SMART.
The Company will contribute that amount into the Plan on your behalf unless you formally
opt out of SMART and instead pay normal contributions from your pay.

If the Company enrols you automatically, you will pay normal contributions from your pay
and then start to sacrifice your salary under SMART after three pay periods. You can choose
to pay normal contributions at any time.

Licence Checks
A condition of your employment is that you hold a full manual or automatic UK driving licence
with no more than six penalty points and have at least one year's driving experience. During
the onboarding process, we need to see your licence to photocopy, complete a licence
check and keep it on your record. We need to do this every six months so that we can
update the copy held on your file.

You need to immediately notify your line manager if you receive any penalty points on your
licence. Be careful to always drive safely and legally when you're not at work too.

Training and Development

When you start your new role, your line manager will talk you through the training you will
receive to help you to do your job. Some of the training you complete is a legal requirement
and other training will support the specific tasks you complete. We have an extensive
learning and development offer which will help you to grow and develop further and support
you in having a great career at Sainsbury's.

There may be times when we need you to attend training in person that supports you to be
the best you can be; this could be in your current place of work or another location. We'll
make sure your expenses are paid in line with our Business Travel and Expenses policy.

Performance Expectations
Great performance is about doing what you say you'll do and improving things for
customers. We expect all of our colleagues to play their part in delivering our strategic
priorities and complete their responsibilities to the required level; this will mean working
efficiently, using technology and working together in line with our valued behaviours (you can
find out more about these on Our Sainsbury's).

As well as everyday support and guidance from your line manager, throughout the year
there will be more formal opportunities to discuss your performance, career ambitions and
any development opportunities to help you be your best and achieve your personal goals.

Social Media
Everyone is encouraged to be themselves here, in or out of working hours. Just like outside
of work, you're personally responsible for your actions online. As a representative of
Sainsbury's, you have responsibilities to your fellow colleagues, customers, our business
and the communities we work in to be careful and considerate when you are present or post
on any social media platform.

This applies to any website or platform where you can leave a comment including (but not
exclusive to) LinkedIn, Facebook, X, Instagram, TikTok and Snapchat. The Social Media
policy on Ask HR gives full details of our expectations of you and why it's important to
consider your use of social media. Please take time to go through this policy as any
misconduct on social media will be managed in line with the Company's disciplinary
procedure.

Disciplinary and Fair Treatment

Our Disciplinary and Appeals policy helps to encourage everyone to achieve and maintain
our rules and standards of conduct, attendance, capability and performance. This ensures
we apply a fair and consistent approach for all colleagues. The procedures for disciplinary
and fair treatment can be found on Ask HR. Any disciplinary or fair treatment will be heard by
a manager in accordance with our policies, with any appeals being heard by another
manager at the same grade or higher.

Deductions
If you are overpaid or in a position where you owe us money, we will deduct this money from
your pay. This clause is without prejudice to the rights of the Company to recover, by legal
proceedings, any sums owed by you to the Company.

Confidentiality
In our team, trust is a really important part of how we work together. Everyone is trusted to
make their own decisions and do the right thing for our customers. So during and following
your employment with us, you should not use or disclose to any person, firm or company any
confidential information that belongs to the Company, or any Associated Company (as
defined by section 25 Corporation Taxes Act, including any company in the Sainsbury's
Group), even if the data is not classified. We treat confidentiality really seriously and we will
take all necessary steps to protect our interests.

Please refer to the Keeping Our Information Safe, Use of IT Systems and Bringing Your Own
Device policies on Ask HR for more information.

Data Protection
Your personal data, including special category personal data, will be processed by
Sainsbury's or any Sainsbury's Group company, in its manual and automated filing systems.
Such data may be processed both inside and outside of the UK and European Economic
Area in order for your contract of employment to be performed, for decisions to be made
regarding your employment and more as fully set out in the Colleague Privacy policy on Our
Sainsbury's. You must comply with all relevant rules and policies concerning personal data
as notified to you from time to time.

Collective Agreements
There are no collective agreements that apply to your employment.

Probationary Period
We expect colleagues to play their part in delivering on our strategic priorities and
completing their responsibilities to the required level. So during your first 12 weeks, your line
manager will assess your performance and attendance to ensure you're meeting our
expectations. Following this, we'll have a conversation with you to confirm your probationary
period, subject to receipt of your health questionnaire. If you don't meet our performance
expectations, your probationary period could either be extended or we could end your
employment with us. Throughout your probationary period our policies relating to
disciplinary, fair treatment and performance management will not apply. If you are moving
into a different role within the business and you are not a new colleague (with over 12
weeks' service), you would likely have already completed your probationary period.

Notice Period
When you join the Company, during your first four weeks working with us, if either you or we
decide to end your employment then we can do so without a need to give any notice to each
other. For the rest of your probationary period, the period of notice that applies to both
parties will be 1 week. If you want to leave us after your probationary period, you must give
your line manager 4 weeks' notice in writing.

If we end your employment after your probationary period, you'll be given notice in writing,
except in cases of gross misconduct or in other circumstances justifying summary dismissal,
when your employment will end immediately on written notice from us without any right to a
notice period or payment in lieu of notice. The notice period from the Company varies
depending on your length of service – please see the table below:

Length of Continuous Service Length of Notice Given

Up to 4 weeks No notice
During your probationary period (following 1 week
initial 4 weeks)
Following probationary period and up to 4 4 weeks
complete years
From 4 complete year to 11 complete years 1 week for each complete year
12 complete years and over 12 weeks

Changes to terms and conditions of employment

To support the evolving needs of our customers we reserve the right to alter the terms and
conditions of your employment at any point in the future in line with the needs of the
business. We may notify you by letter, updates on notice boards, or through changes to our
colleague policies. For this reason, it's important that you read these documents carefully.

Definitions
In this agreement, unless the context otherwise requires, the following words have the
following meanings:

Group means the Company and all Associated Companies (and Group Company shall mean
any such company).

Associated Company means any Holding Company of the Company or any Subsidiary of
such Holding Company or the Company (and Associated Companies shall be constructed
accordingly). For these purposes, the terms Holding Company and Subsidiary have the
meanings given to them by Section 1159 of the Companies Act 2006 (as amended or re-
enacted from time to time).

Law
This Agreement is governed by and construed in accordance with the laws of England and
the parties submit to the exclusive jurisdiction of the English courts.

Summary
This document, together with the other documents referenced, forms your contract of
employment with us. The terms in this contract replace any other terms in any previous
documents you may have received.

Declaration
Where any terms in this contract contradict any terms in the Company's policies, the terms in
this contract shall apply. I confirm that I have read and understood all of this contract and
understand it is my responsibility to ensure I read the relevant detail (on Our Sainsbury's and
Ask HR) and any other policies relevant to my employment.

This document sets out (or refers me to other documents which set out) the details of any
employment and that I confirm that I understand and agree to these terms and conditions of
my employment.