Zero hours employment agreement

In this document, “Bina”, “the Company”, “we”, “us” and “our” mean Bina Pathways Ltd (company number 16667031).

BINA PATHWAYS LTD | BP-ZH-2026-10-30-v6 | 30 October 2026

This agreement records ongoing employment with BINA PATHWAYS LTD on flexible zero-hours terms. Complete the personal particulars and supply the current Key Information Document and full handbook before agreement. This master replaces the earlier proposed contract-for-services wording for this employee cohort. It does not alter an existing signed agreement without the applicable change process.

1 Parties and personal particulars

2 Employment and assignments

Employment continues between assignments until lawfully ended. There are no guaranteed hours. The Company is not obliged to offer work and the employee may decline an offered assignment without penalty. Declining an unaccepted offer is not a cancellation or misconduct. Once the employee accepts a confirmed assignment, the attendance and safe handover duties apply, subject to sickness, safety and other statutory rights.

The employee may work elsewhere. They must supply relevant working hours and restrictions needed to manage fatigue, legal working-time limits, genuine conflicts or right-to-work conditions. There is no exclusivity requirement. The Company allocates work using lawful, relevant factors including availability, suitability, continuity, competence, safety and client requirements. It will not withhold work to punish a protected disclosure, request for adjustments or assertion of rights.

Before acceptance the Company supplies written assignment information covering the hirer, location, dates, expected duration, duties, hours, breaks, basic pay, enhancements, expenses, known risks, required skills, supervision and cancellation arrangements. Urgent verbal information is confirmed in writing as required by law. A material change must be agreed after suitability is checked. Ending a client assignment does not end employment.

3 Duties and suitability

Work must remain within the job description, verified competence, professional registration where relevant, assignment instructions and lawful directions. The employee must respect dignity, equality, safeguarding, confidentiality and professional boundaries. They must not undertake medication, nursing, physical intervention, driving, lone working or another specialist task merely because it appears on a rota. Written task authorisation and the required competence are needed.

The employee must promptly report a change in right to work, relevant work restrictions, professional registration, driving authority or suitability that affects lawful and safe deployment. The Company assesses relevant disclosures fairly and confidentially, including reasonable adjustments. It does not treat any allegation as proof of misconduct. Required statutory checks cannot be waived.

4 Pay and bank holidays

The standard basic rate is £12.76 gross per hour worked. Eligible irregular-hours employees also receive separately itemised rolled-up holiday pay at 12.07% of qualifying pay for work done. This gives an illustrative combined amount of approximately £14.30 per hour, before deductions. The basic rate remains distinct from holiday pay. Any higher agreed, statutory or agency-worker equal-treatment entitlement applies.

For hours worked on an England bank holiday, the period from midnight to midnight attracts 1.5 times the applicable basic hourly rate. At the standard rate this is £19.14 basic plus approximately £2.31 holiday pay for eligible employees, approximately £21.45 combined. For a shift crossing midnight, apply the enhancement only to the hours within the holiday. Do not replace a higher applicable entitlement.

Holiday pay is calculated over the pay period and rounded to the nearest penny. It is not a fixed hourly allowance that caps legal entitlement. The rate is reviewed when statutory minimum rates change. There is no contractual overtime enhancement except a confirmed assignment enhancement or an applicable statutory or equal-treatment entitlement.

5 Time records breaks and payment disputes

Record actual start and finish times, all work, authorised travel that counts as working time and any interrupted break. A break is unpaid only when the employee is genuinely relieved of duties and able to take it. The host must arrange safe cover. An automatic break deduction must be corrected where the break was not taken. Ordinary home-to-work commuting is not automatically paid; travel between work locations and required training time are assessed under the applicable rules.

Submit time records by Monday at noon Europe/London for the previous week. A missing client signature, payroll cut-off, clocking failure or client non-payment does not remove entitlement to earned wages. The Company pays undisputed evidenced hours on time, investigates disputed time promptly and explains corrections. Location-check problems must have a manual evidence and review route. They are not automatic grounds for unpaid work.

6 Deductions charges and expenses

The Company makes statutory PAYE, employee National Insurance, pension, student-loan or other legally required deductions. Employer National Insurance, employer pension costs, agency margin and work-finding fees are not deducted from the agreed basic rate. Other deductions require a lawful basis and any necessary advance written agreement, with minimum-wage checks. There is no automatic fine for cancellation, an allegation, damage or a client complaint.

Any employee-funded DBS certificate or genuinely portable prerequisite training is limited to the actual evidenced cost, with no mark-up. The separate Charges Schedule must identify the item, provider, amount or calculation, timing, alternatives, cancellation rights where applicable and the lawful payment method before agreement. A signature does not make an otherwise unlawful deduction lawful. Any cost that the employer must bear by law remains the Company's responsibility.

Required Company induction, site induction and mandatory work-related training undertaken during employment are treated as working time and paid where the law requires. The Company does not recover mandatory safety-training or PPE costs where charging is prohibited. Optional Bina Academy purchases are separate and are never a condition of receiving work-finding services. Staff may obtain acceptable independent training where the required standard is met.

Reasonable business expenses are reimbursed only on the agreed assignment basis with evidence. Record mileage rate, parking, accommodation and other items before the expense is incurred, except where an emergency makes prior approval impracticable. Payroll assesses the tax treatment separately. An HMRC tax allowance is not itself a contractual reimbursement rate.

7 Annual leave and holiday pay

Statutory annual leave applies, normally 5.6 weeks subject to the statutory cap and the employee's working arrangement. For an eligible irregular-hours or part-year employee, statutory leave accrues using the applicable 12.07% method, rounding and limits. The Company records the eligibility assessment for the leave year. Zero-hours status alone is insufficient. If the employee does not qualify for rolled-up pay, the Company uses the lawful paid-leave method and issues revised pay information; it does not simply remove holiday pay.

The employee must book and take leave even where pay is rolled up. Request leave through management, normally at least twice the requested leave length in advance, with shorter requests considered individually. Management records its response, applies statutory notice rules, gives reasons for refusal and offers a practical alternative. It must allow a reasonable opportunity to take entitlement and give clear expiry reminders.

Special accrual, pay and carry-over rules apply during sickness and family leave and where the Company has not enabled leave. No blanket use-it-or-lose-it rule overrides them. On termination, the Company reconciles accrued leave, leave taken and holiday pay already properly paid. Any recovery of excess paid leave needs a lawful basis and any required written authority. The same entitlement is not paid twice.

8 Sickness and other leave

Report inability to attend by telephone to Bina and the host as soon as reasonably possible, normally before the shift starts. If the main contact is unavailable, use the assignment's backup route and leave a message without delaying urgent care. Give relevant expected duration and safety information, without unnecessary medical detail. Self-certify initially and provide a fit note when legally required. The Company considers disability, pregnancy and other adjustments and supports safe return to work.

There is no enhanced contractual company sick pay. Statutory Sick Pay is paid where eligible under the current rules, including the first qualifying full day of sickness and the applicable lower-of-earnings/statutory-rate method. Qualifying days and average earnings are assessed for the actual arrangement. The Company does not force the use of annual leave instead of eligible sick leave.

Maternity, adoption, paternity, shared parental, unpaid parental, neonatal care, parental bereavement, carer, dependant and other statutory leave and pay apply where their separate conditions are met. Day-one leave rights do not automatically establish entitlement to statutory pay. The full absence and leave procedure explains the request and response process. Statutory rights are not removed by a lack of guaranteed hours.

9 Working time and safety

The normal adult average weekly limit is 48 hours over the applicable reference period unless a lawful exception or a separate voluntary opt-out applies. Signing this agreement is not an opt-out. The employee may refuse an opt-out without detriment. Rest, night-work and safety protections remain separately applicable.

Normally provide an uninterrupted 20-minute break when work exceeds six hours, 11 hours of daily rest and the applicable weekly rest. A continuity-of-service exception requires a lawful assessment and suitable compensatory rest; a long care shift does not itself establish an exception. The Company assesses fatigue, other work, night-work limits and relevant health assessments before booking. Young-worker rules require a separate assessment and cannot be waived by adult forms.

Stop and seek help for serious danger or duties outside competence. Protect the person receiving support and arrange urgent cover and handover where safe. Nothing requires remaining in serious and imminent danger or an unsafe extension of a shift. Tell Bina immediately if the host cannot provide necessary staffing, induction, equipment or break cover.

10 Attendance and cancellation

An employee-initiated cancellation less than 24 hours before an accepted shift is a late cancellation. Three late cancellations in a rolling 12 months trigger a formal review, not an automatic sanction. The Company checks each event, hears the employee, considers sickness, emergencies, disability-related absence, pregnancy, statutory leave and circumstances outside reasonable control, and makes adjustments where required. Any disciplinary action follows the full procedure and may include dismissal only where justified and lawful. No earned pay is forfeited.

For new assignments governed by this agreement, if the Company or hirer cancels an accepted shift with less than 24 hours' notice for reasons unrelated to the employee's misconduct or inability to work, the Company pays the lower of four booked hours or the booked shift hours at the agreed basic rate. If part of that shift was worked, total basic pay is at least this minimum without duplicate payment. A greater contractual or statutory entitlement prevails. Holiday treatment of unworked cancellation payments is assessed separately. The client cancellation fee does not determine employee pay.

Report a cancellation or change promptly. The Company records its time, reason, person authorising it and the pay decision. Future statutory cancellation and guaranteed-hours reforms apply when commenced and applicable; this clause does not label a proposed legal reform as a current statutory right.

11 Probation supervision and development

Probation lasts three months from the employment start date. The manager explains role criteria, checks progress and provides feedback and reasonable support. A review considers competence, conduct, attendance and compliance with relevant adjustments. The outcome is confirmed in writing. Any extension requires a documented reason, support plan and agreed revised review date before the original period ends; the total probation period will not exceed six months under this master. Probation does not remove statutory protections.

The Company provides proportionate induction, supervision and practical assessment. The host provides site induction and task-specific authorisation. A course certificate alone is not practical competence. Where improvement is needed, agree the issue, support, measurable outcome and review date. Genuine capability issues are considered through support and a fair capability process, separately from deliberate misconduct.

12 Concerns disciplinary and grievance procedures

The full handbook is supplied with these terms. Raise concerns through admin@binapathways.co.uk or 07337541218. Where one director is implicated, request the other director. Where both are implicated or independence is otherwise impossible, the Company arranges an uninvolved external reviewer; external safeguarding, police, regulator, Acas and statutory routes remain available without Company permission.

Investigation, formal hearing, evidence disclosure, the opportunity to respond, applicable accompaniment rights, a reasoned outcome and an impartial appeal are provided. A suspension or removal from an assignment is not a finding of guilt. The Company confirms the reason, alternatives considered, pay position, welfare contact and review date. Any contractual or statutory suspension-pay rights apply. A lack of guaranteed hours does not justify refusing pay already legally due.

The Company prohibits retaliation, discrimination and harassment, including by clients and other third parties. Confidentiality does not restrict protected disclosures, lawful reports, trade-union activity or access to legal advice. An internal process does not extend or replace an external legal time limit.

13 Confidentiality records and property

Use authorised records and accounts, protect credentials, share only necessary information through secure routes and report a breach immediately. Do not place care records, staff identity documents or confidential conversations in personal messaging, public enquiries or personal storage. Preserve original evidence and make dated corrections rather than rewriting records. The privacy notice describes processing; acknowledgement of it is not blanket consent.

Return Company and client property, keys, records and access devices on request and at the end of employment. The Company revokes access proportionately and preserves required records. No automatic deduction for property is made without a lawful basis. Intellectual property created in the course of employment is dealt with under applicable law and any separately agreed lawful provision; this clause does not take unrelated personal work.

14 Pensions benefits and collective arrangements

The Company assesses automatic-enrolment duties, makes required employer contributions, supplies the selected scheme information and respects lawful employee opt-out rights. Scheme/provider details must be provided before the relevant enrolment communication. No employee is discouraged from joining. Other contractual benefits, insured death benefits or allowances exist only if expressly confirmed in writing under an actual arrangement.

No collective agreement or overseas-work arrangement applies unless recorded in the personal particulars or a signed supplement. The Company must complete any required particulars before work abroad. This England master is not authority to start work in another jurisdiction without the required review.

15 Ending employment and final pay

During probation either party gives one week's written notice. After probation either party gives four weeks' written notice. The Company gives any longer statutory minimum notice and applies statutory notice-pay rules. Lawful summary dismissal for gross misconduct remains possible following an appropriate process. Notice to end employment is distinct from withdrawing future availability or ending a client assignment.

The Company may agree lawful payment in lieu or release from duties in writing, with the required pay and benefits. No unpaid garden-leave period is created by this clause. Redundancy, business reorganisation, inability to work or loss of essential clearance is handled through the applicable fair and statutory process. Final pay includes all earned pay, authorised expenses and the correct leave reconciliation, less lawful deductions, with an explanation and the required tax documents.

16 Versions changes and acceptance

The express terms and completed particulars are contractual. Handbook procedures are non-contractual unless an express provision states otherwise; confidentiality, safeguarding and safety obligations in this agreement remain binding. Policies may be reasonably updated with communication and appropriate consultation. Material contractual changes follow the applicable agreement and legal process and are not backdated. Statutory rights and any higher binding entitlement prevail. English law applies without restricting a competent tribunal's statutory jurisdiction.

Sources for current statutory rules are listed in the Adoption and Compliance Register. An issued employee copy must contain the completed particulars and the actual agreed role and pay.