Marjan Hoque Bhuiyan

18 Palliser House
London
E1 4RE

14/05/2025

Dear Marjan Hoque,

Offer of Employment

Congratulations, we are pleased to offer you employment with John Lewis Plc (the “Partnership”) on the terms below. This offer is subject to the satisfactory
completion of any pre-employment checks, including medical assessment (where required) and production of proof that you are entitled to live and work in
the United Kingdom.

By accepting this offer you are confirming that you have the qualifications needed to do the job you are being offered and that any details you have given us,
or a third party, during the recruitment process are complete and accurate. You acknowledge that the Partnership may withdraw this offer of employment or
end your employment without notice or any payment in lieu of notice, if:

• You do not fully complete or pass to the Partnership’s satisfaction all pre-employment checks;
• You give false or misleading information about yourself, your qualifications, or your previous employment history; or
• You fail to tell us about any other factors affecting your suitability for employment.

Employment Agreement

This document sets out the main terms and conditions of your employment with the Partnership and replaces any earlier spoken or written arrangements or
agreements about your employment. Please read it carefully. To accept please confirm in the John Lewis Partnership Careers Portal within 48 hours.

The Partnership Handbook contains further contractual terms relevant to your employment - these are shown in italics. Anything not written in italics in the
Partnership Handbook, and all other policies and documents referred to in this agreement, do not form part of your contract of employment. It is your
responsibility to read and understand the Partnership Handbook, which is available on the Partner Intranet. It is also your responsibility to keep up to date with
changes to the Partnership Handbook.

Employer Details

John Lewis plc (the “Partnership”). Company Number: 00233462

Registered address: 1 Drummond Gate, Pimlico, London, SW1V 2QQ

Start date of this contract: 01/06/2025

Date of continuous service: 01/06/2025

John Lewis Partnership | John Lewis plc Registered England 233462 | Registered Office 1 Drummond Gate, London, SW1V 2QQ Talent Acquisition Tel: 0345 6100370
Taylor House or 01344 764370
Doncastle Road
Southern Industrial Area
Bracknell, Berkshire, RG12 8YA
recruitment@johnlewis.co.uk
Job Title

Your role is Supermarket Assistant.

Day-to-day you may be assigned different duties in order to meet the needs of the business.

The Partnership may also transfer or promote you to an equivalent or better position on a temporary or permanent basis.

Pay

Your basic hourly rate of pay will be £13.60.

You may be entitled to receive additional shift premiums depending on your contractual hours, your location, and your role. Your eligibility for shift
premiums may, therefore, change if your role, location or your contractual hours change. Your compensation details can be viewed in Workday and will detail
any shift premiums you are entitled to.

Pay rates are reviewed once a year. Any pay rise is entirely at the Partnership’s discretion and you have no automatic entitlement to a pay rise.

It is a condition of your employment that you provide correct and up-to-date bank details on Workday. Your salary will accrue on a daily basis, and will be
paid into your bank or building society account in accordance with the Partnership’s payroll cycle (currently payable on or around the 26th day of each
month).

Pay dates together with deadlines for adjustments (i.e. payroll cut off dates) are published annually on the Partner Intranet.

The Partnership pays using the calendar monthly pay model in which your annual pay is divided by 12 to give you the same contractual pay each month. Any
adjustments to pay (such as changes to shift patterns, absence and additional hours worked) made up to the payroll cut off date for that month will be reflected
in that month’s pay. Adjustments made after the payroll cut-off date will be reflected in the following month’s pay.

Normal Hours of Work

Your contractual hours are detailed on the work schedule provided to you. Your average net hours of work will be 24.75 hours per week (excluding unpaid
breaks).

Normal business hours vary by location.

Varying your hours of work

The Partnership may vary your start and finish times, the number of hours worked on any given day, and the days on which you are contracted to work,
according to business needs. If this is necessary, you will be given two weeks' written notice of any change to your rota or contractual hours. During busy
periods, such as at times of peak trade like Christmas, Easter, Black Friday and other bank or public holiday periods, rotas may be suspended and your hours
will be allocated according to business needs.

As a retail Partner, you may be required to work on Sundays. However, you can choose to opt out by giving three months’ notice in Workday. You would
then need to give notice if at a later date you wanted to opt back in to Sunday working. Further information can be found on the Partner Intranet.

You can request ad-hoc changes to your hours by discussing and agreeing these in advance with your people manager. Any ad-hoc hours changes should be
updated in your timesheet.

If you would like to change the hours or days that you work, and/or request flexibility to work from a different location for some or all of your hours, you will
need to complete a flexible working request. Full details are available on the Partner Intranet.

Timebanking

You may be required, with a minimum of two weeks’ notice, to timebank a specified number of your net contractual hours to be worked at a later agreed date
or to work additional hours and timebank them to take as hours in lieu at a later agreed date.

You can timebank a maximum of hours equivalent to your weekly net contractual hours at any one time capped at 40 hours. Further information is available
on the Partner Intranet.

John Lewis Partnership | John Lewis plc Registered England 233462 | Registered Office 1 Drummond Gate, London, SW1V 2QQ Talent Acquisition Tel: 0345 6100370
Taylor House or 01344 764370
Doncastle Road
Southern Industrial Area
Bracknell, Berkshire, RG12 8YA
recruitment@johnlewis.co.uk
Working Sundays and Bank Holidays

If your branch is open you may be required to work any Sundays and bank holidays that your rota dictates. If your branch is not open on bank holidays you
will only be required to work if there is a business need in the branch.

You will be paid your normal hourly rate for any hours worked on Sundays or bank holidays.

Additional hours

If you are required by the business to work any additional hours you will be paid your contractual hourly pay rate or given time off in lieu.

Enhanced Pay Dates

The Partnership in its absolute discretion may designate certain days as ‘enhanced pay dates’ where hours worked on those dates attract a premium. Details of
any enhanced pay dates are published annually on the Partner intranet. Currently, these are 25th December, 26th December and 1st January.

Working Time

The Working Time Regulations 1998 (the “Working Time Regulations”) provide that you must not work more than a maximum of 48 working hours,
averaged over a rolling 17-week period. You have the right to opt out of the average 48-hour working week limit. Please see the Working Time Regulations
Standard for more details regarding eligibility and the process if you wish to opt-out.

If you have another job outside the Partnership, the hours that you work for this employer count towards your total weekly hours. You need to make your
people manager aware of all hours you are working outside the Partnership to ensure your total working hours are within those permitted by the Working
Time Regulations.

Place of Work

Your normal place of work is Kings Cross Station (Waitrose).

However, you may be required to work, either temporarily or permanently, at a different location within a reasonable travelling distance of your normal place
of work or home. You will be given reasonable notice of any change.

Overseas Employment

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

Your Responsibilities

• You must have permission to live and work in the United Kingdom whilst you are employed by the Partnership. You must tell the Partnership’s People
department immediately of any change in your circumstances or status which affects, or could affect, your eligibility to live and work in the United
Kingdom.
• You must make sure that your details are up to date in Workday (our pay and personnel system) at all times. If your bank details are incomplete or
invalid, you will not be paid until you supply valid details.
• You should check each month that you have been paid correctly and inform your people manager immediately if you think you have been underpaid or
overpaid. If your role, location and/or contractual hours change, this may impact how your pay is calculated.
• You are responsible for the health, safety and wellbeing of yourself and those who work around you and must report any safety concerns immediately to
a manager.
• You must dress appropriately for work, this means wearing any uniform or safety equipment you are provided with and complying with any business
dress guidelines applicable to your role or at your place of work.
• You must abide by the Constitution of the John Lewis Partnership (as amended);
• You are expected to familiarise yourself and comply with the relevant standards, policies and operating procedures applicable to your role or at your
place of work.
• You should report any concerns you have about suspected wrongdoing or potential risks (e.g. to the general public, customers, other Partners or the
Partnership itself) immediately to a manager. If you don’t feel able to raise the matter with a local manager, or the manager’s response does not seem
right please raise your concerns through the Partnership’s whistleblowing channels details of which can be found in the Whistleblowing policy on the
Partner Intranet.

John Lewis Partnership | John Lewis plc Registered England 233462 | Registered Office 1 Drummond Gate, London, SW1V 2QQ Talent Acquisition Tel: 0345 6100370
Taylor House or 01344 764370
Doncastle Road
Southern Industrial Area
Bracknell, Berkshire, RG12 8YA
recruitment@johnlewis.co.uk
Training

You must complete all training assigned to you and this must be completed during your working time.
As a Partner, you will have access to additional learning opportunities which can currently be accessed through the Partner Development Website (the
“PDW”).

Probationary Period

The first 90 days of your employment is a probationary period, known as “Earning Membership”. During the Earning Membership period your conduct,
performance and suitability for continued employment with the Partnership will be monitored. The Partnership may extend your Earning Membership period
as it considers necessary.

You will be told when you have successfully passed your Earning Membership period. The notice provisions in this clause will continue to apply until the
Earning Membership period is declared Successful, whether officially extended or not.

Your employment may be terminated during or at the end of the Earning Membership period on 1 week’s notice if you fail to meet the required standards of
conduct or performance.

If you decide you want to leave during your Earning Membership period you must give the Partnership 1 week’s notice.

Notice

Following successful completion of your Earning Membership period, the following notice periods apply should you or the Partnership wish to terminate your
employment:

Notice from the Partnership:

2 weeks’ notice increasing by a week of notice for each additional full year of continuous service after 2 years, up to a maximum of 12 weeks’ notice for 12 or
more years’ service.

Notice required from you:

2 weeks’ notice regardless of length of service.

Notice from you to terminate your contract should be submitted in Workday.

Notice from the Partnership to terminate your employment will be given in writing.

Where notice has been given (by either you or the Partnership) to terminate your employment, the Partnership may exercise discretion to terminate your
contract with immediate effect by notifying you that it is exercising its right under this clause.

In those circumstances, you will be compensated with a sum of money equal to the basic pay you would have received for the outstanding period of notice
which we have the right to pay in equal monthly installments.

Immediate Termination (no notice)

Nothing in this agreement prevents the Partnership terminating your employment immediately, without notice or any payment in lieu of notice, if you:

(a) commit a serious breach of your obligations as an employee, which includes misconduct outside work which may have implications for the Partnership.
The Partnership Handbook contains a non-exhaustive list of serious misconduct offences.

(b) you cease to be entitled to live and/or work in the United Kingdom;

John Lewis Partnership | John Lewis plc Registered England 233462 | Registered Office 1 Drummond Gate, London, SW1V 2QQ Talent Acquisition Tel: 0345 6100370
Taylor House or 01344 764370
Doncastle Road
Southern Industrial Area
Bracknell, Berkshire, RG12 8YA
recruitment@johnlewis.co.uk
Holiday Entitlement

The Partnership’s holiday year is the same as the trading year which starts on the Sunday at the start of the week in which 1 February falls (the “Holiday
Year”). Holiday entitlement accrued must normally be taken in the relevant Holiday Year. Only by exception, and with agreement from your people manager,
can you carry forward unused holiday entitlement from one holiday year to the next.

In the year you join or leave the Partnership your entitlement will be pro-rated according to the number of weeks (or part-weeks) you have worked in that
holiday year.

Your holiday entitlement is shown in Workday. It is calculated on a multiplier basis depending on the average number of days you are contracted to work per
week as follows:

Average number of contractual days per week x 4.4 (rounded up to the nearest half day ) = holiday entitlement in days.

Your contractual holiday entitlement is in addition to your bank holiday entitlement.

Your bank holiday entitlement: There are 8 bank holiday days per annum and your entitlement to paid time off to reflect these is detailed below.

You will accrue your bank holiday lieu time entitlement evenly as the year progresses (just like holiday entitlement) rather than at the point the bank holiday
occurs. You will accrue 1⁄5th of your weekly average hours, in hours, for each bank holiday in the Holiday Year.

Further details on holidays can be found in the Holiday standard on the Partner Intranet.

Taking Holiday

Holidays must be requested through Workday. You must get approval for any holidays before making any bookings or commitments outside of work. Please
be aware that at certain times of year it may not be possible to take holidays or holidays may be limited.

When taking any agreed days of holiday, you are entitled to holiday pay, which is calculated based on an average of your earnings which includes your
contractual pay plus a supplement for certain additional elements, such as premium pay and overtime. Please see the Partner Intranet for further information.

You may be required to take some or all of your outstanding holiday entitlement during any period of notice. If, on leaving, you have built up holiday
entitlement which you have not taken, you will be paid in lieu of outstanding holiday. If you have taken more holiday or bank holiday lieu time than you were
entitled to, the equivalent money will be deducted from your pay or we will recover the outstanding amount from you as a debt if your final pay is
insufficient.

Absence Due to Illness or Injury

Terms and conditions relating to any period of absence due to sickness or injury are contained in the Partnership Handbook. This includes the sickness
reporting requirements you must follow in the event you are ill and unable to come to work. You should familiarise yourself with these as any failure to
follow these could lead to you losing any entitlement to statutory and/or enhanced Partnership sick pay.

You may be eligible for statutory sick pay if you satisfy the relevant legal requirements. Enhanced Partnership sick pay is discretionary and can be withheld
or withdrawn at any time.

If you are a member of the Partnership’s pension scheme, the level of contributions into the scheme may vary during any period of absence, subject to the
relevant pension scheme rules in force at the time of your absence.

The Partnership’s rights to terminate your employment apply even when such termination would or might cause you to forfeit any entitlement to sick pay,
income protection, health insurance or other benefits.

John Lewis Partnership | John Lewis plc Registered England 233462 | Registered Office 1 Drummond Gate, London, SW1V 2QQ Talent Acquisition Tel: 0345 6100370
Taylor House or 01344 764370
Doncastle Road
Southern Industrial Area
Bracknell, Berkshire, RG12 8YA
recruitment@johnlewis.co.uk
Medical Examinations and Alcohol/Drugs Testing

We want to ensure that everyone is fit to do their role and perform their duties safely. You agree to:
• attend examinations by a doctor, health professional or any other authorised technician nominated by the Partnership on request;
• consent to any alcohol/substance abuse test (including any random alcohol and drug test) requested by the Partnership; and
• any medical reports or test results being disclosed to the Partnership.

Any failure to comply with the above may mean the Partnership needs to make decisions about your future employment based on the information available. In
certain circumstances refusal to comply with what the Partnership believes to be a reasonable request may result in disciplinary action being taken up to and
including dismissal without notice or payment in lieu of notice

Right of Search

The Partnership reserves the right to search persons, property and vehicles on or near Partnership premises. Refusal to allow an authorised Partner or
appointed third party contractor to carry out a search will constitute a breach of your contract of employment and may result in disciplinary action being taken
up to and including dismissal without notice or payment in lieu of notice.

Benefits

Life Assurance: You will benefit from Life Assurance cover of four times your basic annual salary.

Eligibility for the above benefit(s) is subject always to the scheme rules in place from time to time. The Partnership may discontinue, vary or amend any of
the schemes (including the level of your cover) at any time on reasonable notice to you. In the event that an insurance provider refuses to insure you, or the
scheme is withdrawn, the Partnership is not liable to provide a replacement benefit or pay you any compensation in lieu of such benefit.

Pension

You are eligible to be a member of our Defined Contribution pension scheme (which is governed by the Scheme's Trust Deed and Rules, subject to change
from time to time), where both you and the Partnership make contributions. The Partnership will match your contributions up to 8% of your pay (as defined
under the scheme rules).

In order to comply with Auto Enrolment legislation (which requires that certain categories of Partners must join a pension scheme) if you meet certain criteria,
you will automatically be enrolled into the scheme, paying a monthly contribution of 4.5% of pay, which the Partnership will match. You can opt out or
change this level of contribution if you want. Our Pension
Operations team will write to you once you have joined the Partnership with details of the options available to you, including information on what to do if you
don't want to pay contributions.

Where eligible, unless you choose otherwise, your contributions will be made through a ""salary sacrifice"" arrangement, known as Smart Pension, which
means the Partnership pays your pension contributions on your behalf and your pay is reduced accordingly. This saves National Insurance contributions so in
most cases will result in a slight increase in take-home pay, while making the same pension contributions.

On completion of three years' service, you will also receive an additional Partnership contribution of 4% of pay, regardless of how much you choose to pay in
yourself.

You can find out more by using the link below and selecting Pensions:

http://jlpjobs.com/the-road-to-partnership/benefits

Disciplinary and Resolution Policies and Procedures

You should read and familiarise yourself with the Partnership’s policies and processes for managing disciplinary and grievance issues. These are contained in
the Partnership Handbook and the Disciplinary and Resolution Policies which can be accessed on the Partner Intranet.

If you wish to appeal against a disciplinary sanction you should do this in Workday or, where this is not possible, put your appeal in writing to the People
Service Centre. Any appeal must be submitted within 7 calendar days of receiving the written outcome.

If you want to raise a formal grievance request or you have a concern and need advice on your next steps, contact the People Policy Advice team.

John Lewis Partnership | John Lewis plc Registered England 233462 | Registered Office 1 Drummond Gate, London, SW1V 2QQ Talent Acquisition Tel: 0345 6100370
Taylor House or 01344 764370
Doncastle Road
Southern Industrial Area
Bracknell, Berkshire, RG12 8YA
recruitment@johnlewis.co.uk
Right to Suspend

There are circumstances where the Partnership may suspend you from any or all of your duties, for no longer than is reasonably necessary, in order to
investigate aspects of your conduct or performance or, so long as it is otherwise reasonable, where any disciplinary procedure against you is outstanding.
Suspension is not a disciplinary sanction. During any period of suspension you will continue to receive your full contractual pay and will have access to all of
your contractual benefits in the usual way. However, you must keep us informed of any changes to your contact details and remain available to attend any
informal investigation or formal disciplinary meeting within your contractual hours.

Deductions from Pay

There are certain circumstances where the Partnership may deduct money from your pay and other sums due to you:
• Where you owe the Partnership money: for example (but not limited to) a season ticket or financial assistance loan that has not been repaid or any
outstanding cost of Purchased Holiday due to the Partnership on termination.
• Where you drive a vehicle owned by the Partnership or provided via a partnership car scheme: any fine or penalty resulting from your conduct or actions
but paid on your behalf or any unpaid amounts in respect of private mileage.
• When, on leaving, you have taken paid holiday in excess of your entitlement accrued to the date you leave.
• If you leave without giving the required notice – an amount equivalent in lieu of notice.
• Where you have been overpaid or received payment by mistake.
• Where we have been ordered by the courts to deduct money directly from your salary.
• Losses to the Partnership because you failed or refused to return any of the Partnership’s property.

If the amount you owe the Partnership exceeds the sums due to you, you agree that any outstanding amounts you owe will be payable to the Partnership as a
debt.

By accepting this contract you agree to the Partnership making such deductions.

Data Protection

Your responsibilities

In the course of your employment with the Partnership you may have access to the personal data of Partners, customers and other contacts of the Partnership
(e.g. contractors, agencies, suppliers etc). When handling personal data in the course of your employment, you must comply with the Partnership’s policies
relating to personal data protection and information security including the Partnerships’ data privacy policy and related sub-policies. You are responsible for
ensuring that any personal data you hold is kept secure and is not disclosed to any unauthorised third party in breach of any Partnership policy. The
Partnership may update and change these policies from time to time and up-to-date versions are available on the Partner Intranet. It is important that you
familiarise yourself with these as failure to comply with them may be dealt with under the Partnership’s disciplinary procedure and, in serious cases, may be
treated as gross misconduct.

Your personal data

Information about how the Partnership uses your personal data is contained in the Partnership Handbook and on the intranet. This contains information about
how and why your personal data is used, including the types of personal data and sensitive personal data about you that we use, and your rights in relation to
your personal data. This privacy notice may be updated from time to time. An up-to-date version of the privacy notice is available on the intranet.

Monitoring

The Partnership reserves the right to intercept, monitor, view and record (as appropriate and within the bounds of the law) use of electronic communication
systems, including remote access via laptop or other means, in the Partnership’s legitimate business interests, for example:
• Security reasons;
• Ensuring Partnership policies, as in force from time to time, are being complied with;
• In connection with actual or potential litigation concerning the Partnership;
• Investigation of potential disciplinary matters.

Inventions and Improvements

The Partnership encourages you to create and invent things that could benefit the Partnership. If you create something that relates to the business of the
Partnership, you must give full details to your people manager.

John Lewis Partnership | John Lewis plc Registered England 233462 | Registered Office 1 Drummond Gate, London, SW1V 2QQ Talent Acquisition Tel: 0345 6100370
Taylor House or 01344 764370
Doncastle Road
Southern Industrial Area
Bracknell, Berkshire, RG12 8YA
recruitment@johnlewis.co.uk
Confidentiality

During your employment with the Partnership you will have access to confidential information. Confidential information means any information or matter
which is not already public knowledge. Examples of information which is confidential to the Partnership include (without limitation):

• Financial information relating to the Partnership’s sales, revenue, costs, profit margins, budgets and financial projections;
• Commercially sensitive information relating to the Partnership’s operations and strategy, such as product launches, marketing plans and business
opportunities;
• Any information that may impact on the suppliers or customers of the Partnership such as price lists, pricing structures, planned marketing or
promotional events, tenders and deals;
• Personal data relating to others (e.g. Partners, customers and other contacts of the Partnership);
• Any information which could affect the reputation of the Partnership as a retailer;
• Any information marked “confidential” or “secret” or which you are told is confidential or secret.

You are responsible for ensuring that any confidential information you have received or accessed is kept strictly confidential and only disclosed to persons
authorised to see it on a need to know basis in the course of your job. To help protect the Partnership’s confidential information, you agree to comply with all
security measures. These include all email and internet policies introduced by the Partnership.

You must not, during your employment (except to do your duties) or after your employment ends (except with advance approval) access, use, reveal, or cause
to be revealed carelessly any of the Partnership’s confidential information to any person, firm, company or organisation. This is because it may cause the
Partnership a significant disadvantage against its competitors. It could also cause immense financial and other harm to the Partnership.

You must inform your people manager, or another local manager, immediately if you become aware or suspect that confidential information is being used or
disclosed by others outside their duties or authority.

These restrictions do not apply to:

• Information already in the public domain which has not been revealed by you or anyone else without the proper authorisation; and
• Any information you are required by law to disclose;
• Any protected disclosure within the meaning of Section 43A of the Employment Rights Act 1996;
• A disclosure to a regulator regarding any misconduct, wrongdoing or serious breach of regulatory requirements;
• The reporting of a criminal offence to any law enforcement agency; or
• Any disclosure made in co-operating with a criminal investigation or prosecution.

Company Property

If you leave the Partnership, you must return all company property, including your discount card (and that of any additional cardholder, when applicable),
locker keys and access cards, business dress which the Partnership has provided you with, IT equipment, or any specific equipment relating to your role to
your people manager, unless it has been expressly agreed that you can keep it.

Collective Agreements

There are no collective agreements directly affecting your employment with the Partnership.

Changing Terms and Conditions

Any changes in the terms and conditions of employment in this contract will be notified individually in writing to the Partner. Changes in other terms and
conditions set out in the Partnership Handbook will be notified in the Gazette and/or the Partner Intranet.

Jurisdiction

The laws of England and Wales apply to this contract and any disputes relating to its terms will be handled by the Courts in England and Wales (this includes
Partners in Scotland).

Kind regards,

Talent Acquisition
John Lewis Partnership

John Lewis Partnership | John Lewis plc Registered England 233462 | Registered Office 1 Drummond Gate, London, SW1V 2QQ Talent Acquisition Tel: 0345 6100370
Taylor House or 01344 764370
Doncastle Road
Southern Industrial Area
Bracknell, Berkshire, RG12 8YA
recruitment@johnlewis.co.uk