# FURLOUGH AND TEMPORARY LAY-OFF AGREEMENT
Date: 28 March 2031
Parties: Northmoor Analytics Limited and Riley Morgan
## 1. Purpose and parties
Northmoor and Riley Morgan agree a temporary lay-off arrangement from 1 April to 30 June 2031 because a key client paused a funded programme. Riley's employment continues; the arrangement relies on the lay-off and short-time working clause in the signed contract and is not a historical government furlough scheme claim.
## 2. Facts, scope and terms
During lay-off Riley will not be required to work and will receive only the pay expressly due under the contract and statute. Statutory guarantee pay may apply for qualifying days, subject to its limits; Northmoor does not promise full salary, pay below the National Minimum Wage for work done or a benefit outcome.
## 3. Process and responsibilities
Northmoor will review funding fortnightly and give at least 48 hours' recall notice where practicable. Riley must remain contactable, keep systems secure, report sickness and attend agreed training; no outside work may conflict with confidentiality, working-time or contract duties.
## 4. Evidence, records and safeguards
Riley may request annual leave during the period, which will be considered under the Working Time Regulations and business needs. HR records dates, pay, guarantee-pay calculations, leave, communications and the contractual authority. The company will consult about any longer arrangement or redundancy risk.
## 5. Review, escalation and outcome
The arrangement ends on the stated date or earlier on written recall. If work returns, Riley resumes the contractual role and hours; if circumstances worsen, Northmoor will consult rather than silently extend. Riley may raise a grievance about calculation, discrimination or treatment.
## 6. Reservations and practical protections
Neither party waives redundancy, notice, holiday, pension, equality, whistleblowing or unfair-dismissal rights. Any amendment, including short-time hours or pay, must be written and lawful. The arrangement is not a promise that lay-off can continue indefinitely.
## 7. England and Wales law and completion
England and Wales law applies. Hand, post and HR email are separate permitted notice methods on 28 March 2031. Riley and Northmoor sign after the clause and proposed dates were explained; HR gives Riley a copy.