# Agreed Shift Pattern Change Notice
Date: 19 October 2026
Parties and reference: Employer: Brook Distribution Ltd, 17 Depot Lane, Coventry CV1 2PX. Employee: Casey Morgan, Dispatch Administrator. Existing contract dated 6 May 2024. Change EXAMPLE-SH-1102.
## 1. Consultation and express agreement
Dear Casey, following meetings on 5 and 12 October about later carrier collections, you accepted the specific change below in writing on 16 October. This notice confirms that agreed variation, rather than asserting that any rota can be imposed unilaterally. We considered your childcare arrangements and agreed the later start and finish with no weekend or night work. The change begins on 2 November 2026; all shifts before then follow the existing pattern. Receipt of this notice alone would not constitute agreement.
## 2. Old and new hours
The old pattern is Monday to Friday, 08:30 to 17:00, with an unpaid lunch from 12:30 to 13:30. The new pattern is Monday to Friday, 09:00 to 17:30, with the same unpaid lunch. Each day remains 7.5 paid hours, totalling 37.5 weekly. No split shifts, on-call duty or compulsory overtime are added. Approved overtime remains subject to the existing contract and lawful limits. The manager will issue the first new rota by 26 October and must discuss any further contractual change separately.
## 3. Pay and continuing conditions
Annual gross basic salary remains £28,500, paid monthly, with no new shift premium, deduction or loss of contractual benefits caused by this change. Holiday entitlement, continuous service, role, depot and notice provisions remain unchanged. Statutory rest and break rights remain in place, and no working-time opt-out is requested by this notice. The one-hour lunch is a genuine uninterrupted break, not a requirement to remain at the dispatch desk. Any exceptional interrupted break must be reported for a lawful alternative arrangement.
## 4. Practical support and review
Supervisor Olivia Grant will check access, transport and workload before implementation and review the arrangement with you on 16 November. Raise any caring, disability, religious-observance or safety difficulty promptly so suitable adjustments can be considered. The review does not automatically reverse or further vary the agreed hours; any change needs proper discussion and agreement where required. You may use the grievance procedure or seek independent advice without retaliation, and no rights concerning discrimination or reasonable adjustments are waived.
## 5. Written record and confirmation
HR will place this confirmation and your 16 October acceptance with the employment record and update written particulars for the agreed hours, supplying you a copy before the change starts. Queries should go to hr@brookdistribution.example.com, not be treated as resignation or refusal to work. Signed on 19 October 2026 by Olivia Grant for Brook Distribution Ltd. Casey Morgan acknowledges receipt on 19 October; contractual acceptance is evidenced separately by the 16 October agreement. Nothing here authorises dismissal and re-engagement or overrides collective arrangements that actually apply.