# PHASED RETIREMENT AGREEMENT
Date: 21 October 2030
Parties: Northmoor Analytics Limited and Margaret Ellis
## 1. Purpose and parties
Margaret Ellis, aged 64, has worked as Operations Manager since 2016. Northmoor and Margaret voluntarily agree this phased retirement variation after discussing workload, pension information and alternatives. The arrangement is not imposed because of age and does not assume a fixed retirement age.
## 2. Facts, scope and terms
From 1 January 2031 Margaret will work three days per week, 22.5 hours, Monday to Wednesday, at 60% of her current £68,000 salary. Her duties will focus on supplier transition, mentoring and controlled handover; she will no longer carry the out-of-hours rota unless separately agreed.
## 3. Process and responsibilities
The parties will ask the pension provider for factual information before Margaret chooses whether to draw benefits. Northmoor is not giving pension or tax advice. Salary-linked benefits, holiday and pension contributions will be adjusted under their governing rules; existing service and accrued rights are preserved.
## 4. Evidence, records and safeguards
The variation will be reviewed on 31 March and 30 June 2031. A change to days, duties or the final date requires written agreement, subject to operational feasibility and consultation. The planned final retirement date is 30 September 2031, but Margaret may request a different date or later working under a new agreement.
## 5. Review, escalation and outcome
Northmoor will provide a handover plan, a workstation on working days and reasonable adjustments. Margaret will keep confidential information secure, record hours and raise workload or health concerns early. Managers will assess performance against the reduced role, not compare output with the former full-time post.
## 6. Reservations and practical protections
Both parties confirm that equality, age-discrimination, flexible-working, holiday, pension and notice rights remain. There is no waiver of redundancy or unfair dismissal rights. Either party may use grievance or appeal processes if implementation is unfair; no deduction or benefit change is effective without lawful authority.
## 7. England and Wales law and completion
England and Wales law applies. This signed variation changes only the stated hours, pay, duties and review dates; the original contract otherwise continues. Margaret and HR Director Priya Shah sign on 21 October 2030 after independent advice was offered.