FAQ's

Issued: January 2024 Updated: Employees are requested to keep all non-urgent enquiries, questions or general contact within Company Office Hours which are: Monday - 9 am - 6 pm Tuesday - 9 am - 6 pm Wednesday- 9 am - 6 pm Thursday - 9 am - 6 pm Friday - 9 am - 6 pm Saturday - Closed Sunday - Closed If you have an emergency then you can get in touch with us at any time. However, non-emergency and non-urgent communication should be kept within the above days & times. Likewise, the Company does its best to respect your working hours and let you enjoy your time off without interruption or unnecessary messages/calls/emails unless for timely or urgent reasons.

Issued: January 2024 Updated: POSITION: SPA THERAPIST REPORTS TO: FOUNDER & CEO JOB DESCRIPTION Spa Therapists at The Spa Resource Co. have 2 key areas of responsibility, which must be followed at all times depending on whether you are on assignment or on-call. These are outlined as follows: On Assignment: Reliably commute to and from various spas & hotels around the UAE Arrive on-time to your assigned spa each day Follow grooming standards Follow your working schedule as given to you by the Client Be flexible with your working schedule which may change due to operational demands Clock in and out to accurately record your hours of work Follow any and all instructions and policies given by the client which relate to your duties as a Spa Therapist, these may include: Cleaning the Spa & Guest Areas Helping other Therapists / Spa Team Members with their duties Following SOP’s and ensuring setups are in line with the spa standards Being booked with consecutive treatments throughout your shift Following a tight schedule to ensure you start & finish treatments on time Be proactive in offering help and assistance to team members and guests Conduct client consultations prior to conducting treatments and make any amendments necessary based on the guests needs and medical requirements Communicate with spa team members including reception, supervisors, and managers as when necessary Follow treatment and treatment room assignments Only use equipment and conduct treatments for which you are trained Participate in training to learn new treatments or treatment protocols as required by the Client Follow LQA Standards for every guest, every time Upsell retail products based on the guests needs and your training Upsell other treatments or treatment add-ons based on the guests needs and your training Continually look for opportunities to enliven our values of being IMPACTFUL, RELIABLE & COLLABORATIVE Assist in any other duties or tasks as may be assigned from time to time by the spa team member in charge Follow Company policies & procedures as they relate to being on Assignment Not on Assignment a.k.a 'On-Call': While not on assignment, you will still be given a schedule to follow by the Company and must ensure you are available during those days and hours for any work related tasks including: Being ready on standby for emergency and same day call outs (sickness cover etc.) Clock in and out to accurately record your hours of work Be responsive to WhatsApp messages, phone calls and emails as per on-call policy Follow all Company policies and procedures Attending training courses in-person or online as assigned from time to time Review any documents shared for homework (LQA Standards/Forbes Standards etc.) While on-call you are ‘working from home’ and need to be treating it as a regular work day Assisting with any other duties or tasks as may be assigned from time to time by Company leadership Working as part of The Spa Resource Co. Therapist team requires a great deal of flexibility, reliability and excellent communication. Whether you are on assignment or on call, you must take your duties seriously and conduct yourself with the highest level of professionalism and integrity. Failure to follow these will result in disciplinary action up to and including termination. Role Requirements: Holding relevant certificates and qualifications At least 2 years working in a five star spa environment as a Spa Therapist Flexible Reliable Trustworthy Passionate about delivering exceptional spa experiences Physically fit and capable of working in fast-paced & demanding Spas Friendly and engaging, showing respect to all guests and team members A problem solver, able to organise themselves Works with minimum supervision & attention

Issued: January 2024 Updated: The probation period is a specified duration which serves as a 'trial' for both the Employer and the Employee Your employment with the Company is not guaranteed until you successfully pass your probation Your probation period is 6 months Either party can terminate the contract at any time during this term without notice by mutual consent, or one party serving the other a minimum of 14 days' notice, or, 30 days' notice if the employee is leaving to work with another company in the UAE The employee is required to work the notice period unless mutually agreed The Company will use this time to evaluate how well you fit into the role and we will assess this based on your performance, attitude, flexibility, and feedback from our Clients. If Successful: Legally, your probation is automatically considered successful if your Employment continues beyond the end of your probation period After your probation, you will be entitled to take paid leaves Although your contract is not valid until you pass your probation period, the time worked during your probation is counted towards your contract term upon passing If Not Successful: The Company is required to provide you with a minimum of 14 days' notice or inform you not later than 14 days before the end of your probation The Company can issue this notice at any time during the probation period, provided it is not less than 14 days before the end date of the probation You are required to work your notice period and if you are on an Assignment during that time, you are legally required to maintain professional integrity Depending on the situation the Company may place you as 'on-call' during the notice period If the Company requests you not to work during the notice period, legally you are still entitled to be compensated for the equivalent days If you refuse to work during the notice period, legally you are required to compensate the Company for the equivalent days If you attend work, but refuse to fulfil the duties and obligations required as per your job description, this will be deemed as a refusal to work You are more likely to be successful if: You enliven our values of being Reliable, Collaborative, and Impactful You complete successful Assignments with positive Client feedback You follow all the policies and procedures of the Company You are a positive and supportive team member You are flexible and display a positive attitude towards working at the Company and with our Clients and other Team Members The Company sees you being successful longer-term You are less likely to be successful if: You are not being Reliable, Collaborative, and/or Impactful You don't complete successful Assignments with positive Client feedback You do not follow the policies and procedures of the Company You are negative towards the Company, Assignments, Clients or other Team Members You are not flexible and/or resist following the terms of your employment The Company does not see you being successful longer-term If you are unsuccessful it's important to remember that this doesn't mean you are not a talented Therapist or a good Employee. It simply means that the Company doesn't think you will enjoy, or be successful, working with us long-term. Some Therapists who are not right for us will thrive in a set work environment where they have more consistency and stability in their work life.

Issued: January 2024 Updated: If this is not the right job for you, you are well within your rights to resign at any time. The Company prefers this as we do not want Employees working with us who don't want to do the job as you will not be giving us or your clients the best service. RESIGNATION DURING PROBATION PERIOD: You must provide your notice in writing via email to info@thesparesourceco.com within Company Office Hours Resignations received outside of Office Hours will be received the next working day which will be considered the first day of your notice. If you are resigning to join another Company, you are required to give us a minimum of 30 days' notice and disclose who your new Employer is Your new Employer is legally obligated to compensate us for our expenses when hiring you If you are resigning to leave the UAE, you are only required to give us 14 days notice If you return to the UAE and are issued a work permit within 3 months of leaving, your new Employer is legally obligated to compensate us for our expenses when hiring you RESIGNATIONS AFTER PROBATION PERIOD: You must provide your notice in writing via email to info@thesparesourceco.com within Company Office Hours Resignations received outside of Office Hours will be received the next working day which will be considered the first day of your notice. It is important you check your offer letter for you required number of notice days which will either be 30 or 60 calendar days If you do not want to work the full term of your notice period, you may request to have it shortened, but you will be obligated to pay the Company for those days either by deductions from your Annual Leave, or Final Settlement. If you do not have sufficient Annual Leaves or Final Settlement to cover the cost, you must transfer the balance to the Company. WHAT IF I'M ON AN ASSIGNMENT? Please do not inform our Client of your resignation or intent to resign, this will be handled by the Company If you don't want to finish the Assignment: You're still only obligated to give us the relevant notice in line with your situation If you do not work your resignation period, you are legally required to pay the Company for those days If you want to finish the Assignment: You can give us notice of your resignation stating your last working day as the same end date mentioned on your Assignment Letter The Company will let you work out the Notice on Assignment provided your performance is not impacted The Company will not permit any extension to the current Assignment if requested by the Client and we will not schedule you for any future Assignments IMPORTANT REMINDER: As stated on your offer letter, the Company has the right to recover costs related to the training you received during your time with us. This cost is 1,000 AED (one thousand) per training day if you resign within 12 months of joining and 500 AED per training day for resignations after 12 months.

Issued: January 2024 Updated: No. You are an employee of The Spa Resource Co and we are the only ones who can provide you with a reference of employment. We obtain the feedback from your Spas so we can provide details on your performance in the Spas. Although you are based in their spas and work alongside their teams, you are not an employee of our Client and cannot list them as a reference. If the Company receives a complaint from a Client that their details have been given as a reference for one of our staff, this will result in termination without notice. Our Client's information is protected and belongs to the Company, you do not have the right or permission to share this with anyone outside of the Company and doing so may put us in breach of legal agreements which are in place. The Company will be forced to take legal action against Employees who put us in breach of our Agreements and at risk of losing contracts.

Issued: January 2024 Updated: We judge the success of our team members based on how well they enliven our Core Values and also their overall suitability / 'fit' which takes into consideration their personality, how well they adjust to our team and with our clients and whether or not they have what it takes to be successful, overall. OUR CORE VALUES: Reliable Collaborative Impactful HOW CLIENTS ASSESS YOUR PERFORMANCE After each Assignment, we will ask the Spa Manager or Supervisor to provide us with feedback where they will rate your performance in each of the below categories rating 1-5 with 1 being Unacceptable, 3 being OK, and 5 being Outstanding! If you are rated a 1 or 2, we would consider this to be a cause for concern and, depending on the situation, a Written Warning may be issued along with an improvement plan. If you are rated a 3, this is OK but it's not what we're working towards. Our Clients and our own Company strive to deliver exceptional service, so while a 3 won't necessarily warrant a Warning, it does highlight an area where improvement is needed. If you are rated a 4 or 5, these are great scores and will ensure you get priority recommendations on the higher tier of Spas and you will have more opportunity for growth and responsibility within the Company - if you want it! WHAT IS THE CRITERIA THEY ASSESS YOU ON... IMPACTFUL:​ Revenue Increased Positive Guest Feedback Guests Rebooked Achieved Targets Set ​ Overall, the presence of the therapist had a positive impact on your business during the term. RELIABLE: On Time for Duty with Little or No Absences Followed Treatment Schedule Followed Spa Standards Proper Treatment Execution ​ Overall, you could rely on the therapist to fulfill their duties and follow instructions without intervention. COLLABORATIVE: Positive & Helpful Attitude Extended Hours / Flexible with Shift Supported Spa Objectives Worked Well with Team Members ​ Overall, the therapist was helpful and supportive of team objectives, showing a willingness to help others. SUITABILITY / FIT: Would you request this Therapist again and / or recommend them to others? HOW THE COMPANY ASSESSES YOUR PERFORMANCE Much of our assessment is based on having happy Clients, if their feedback is positive then you can expect your overall performance to be positive! There are a few other areas where we look at though: IMPACTFUL:​ High Scores from Clients Client Requests Flexibility for Assignments ​ Overall, you have a positive impact on our business and make strong contributions towards our growth RELIABLE: On Time for Assignments with Little or No Absences Accurate Clock-In & Clock-Outs in line with Schedule Responsive as Needed when On-Call Requires Minimal Supervision or Check-Ins ​ Overall, the Company can rely on you to fulfill your duties and follow instructions without intervention. COLLABORATIVE: Positive & Helpful Attitude Extended Hours / Flexible with Shift Supporting Company Objectives Working Well with Team Members ​ Overall, you are helpful and supportive of Company objectives, showing a willingness to help others. SUITABILITY / FIT: This is not an easy job and it won't be for everyone. The nature of our company requires people who are Flexible, Adaptable, Problem Solving, Responsible, and have a certain level of Confidence and Independence wherein they don't require a lot of time and attention in order to do their job. A Positive Attitude and a genuine Excitement for getting a new Assignment will play a vital role in your success. AVOID: Below are some indicators that you may not be a good fit for the Company Complaining about the job / travel / work / effort / Assignments etc. Not enjoying being busy or having back-to-back Treatments Not willing to learn new Treatments or do Training Not enjoying working to high-standards or finding it too much work Showing a pattern of conflict with others Showing reluctance when given an Assignment Complaining about Company Policies or asking the Company to adopt policies based on your preferences or personal circumstances Being physically unable to conduct the duties required of a Spa Therapist Talking negatively to other team members about the Company, its policies, etc. Encouraging other Team Members to join you in provoking the Company into a certain decision or action to change its Policies (This may be interpreted as an attempt at unionising which is illegal in the UAE and falls under gross misconduct)

Issued: January 2024 Updated: Confidentiality is so important to our the success of our Company and this is why it is specified on each Offer Letter that we send to new Employees. The Risk to Company: By not respecting Confidentiality, you expose the company to Loss of Reputation & Trust Loss of Clients Potential Legal Action or Lawsuits from Clients Below are some examples of questions which you should NOT answer or conversations you should NOT engage in: How much do you get paid? How much do therapists in your previous Assignments get paid? - You should not even know this information Do you only get paid when you're on Assignment? How did the Company hire you? / What was your interview process? How many Clients does the Company have? Was it busy on your last Assignment? / How many treatments did you do per day? What was the busiest / most popular treatment? Did they offer any kind of special promotion or discount at the other Spa? Did the other Spas pay you commissions? How much tips did you earn in the other Spas? Do not discuss anything to do with other Spas operations, set ups, training etc. Do not discuss anything related to financials or business levels Do not discuss your compensation or their compensation NEVER discuss a guest, including any famous, VIP or well-known guests by name even if you conducted their treatment NEVER disclose or copy a guests information including their personal details, medical history, or any other information which might be available to you NEVER give your contact details to a guest of a client for any reason Do not discuss any details about any of our business practices, our policies, or give any details about how our Company runs. We are new to the market and the industry is small, you never know if this information might make its way back to someone who is looking to start a competing business. Never discuss anything to do with our Clients - even to team members or other therapists - including, their operations, team, salaries & benefits, business levels, guests etc. This will be in breach of Client Confidentiality which you agreed to when signing your Offer Letter. Breaching this falls under Gross Misconduct and would lead to Termination without Notice. If anyone asks you about something that you cannot discuss, simply say: "I'm sorry but we have strict Client Confidentiality so I'm not allowed to discuss that." This reply will earn you the trust and respect of the Client as they will see you have integrity and take confidentiality seriously. If they try to pressure you or say that you can tell them and they won't tell anyone else, you should say: "If you'd like to know that information, you can contact our Company and ask." They will never do that because they know what they're asking is wrong. To be safe, you should assume that if a Client does this, they are testing you to see if you are following the Client Confidentiality which covers them too. Likewise, it is Not OK for you to know details about the salaires or compensation of our Clients Employees. This is unprofessional and our Clients would not be happy knowing that you have this information. You should never ask the team member of a Client about their Salary or Benefits or tell them yours. Below are some examples of questions which you are OK to answer How long have you worked with the Company? How many people work in the Company? How long has the Company been operating? What other Assignments have you done? What areas do does the Company service? Where did you work before?

Issued: January 2024 Updated: In your offer letter, you agree to our non-compete clause which is in line with Article 10 of the UAE Employment Law and specifies that you cannot work with another company offering the same (or similar) services that we do for a period of 1 year after leaving our company. Additionally, you are not permitted to join any of our Clients Spas within 3 months of your last working day with the Company unless you have our written permission in the form of an NOC. Upon completion of your contract, we will issue you with this letter as standard, however, if you do not complete your contract, we will not consent. The Company will not object to you: Working in any other Spa in a set location as a full-time employee Working for any of our Clients as a full-time employee, provided the Client sought written permission and followed the terms of our agreement with them The Company will object to you: Terminating your contract with us early to join one of our Clients Spas as a full-time or part-time employee Working for another outsourcing company providing any form of outsourced services, including but not limited to, temporary / short-term / casual spa therapists or any other wellness, fitness or spa related support to hotels & day spas Working for another outsourcing company in any capacity whether full-time, part-time, or contracted and whether as an Employee or Consultant or other Working for another Company that has the ability to compete with our services, in any capacity whether full-time, part-time, or contracted and whether as an Employee or Consultant or other Obtaining a license yourself and offering any form or outsourced services including, but not limited to, temporary / short-term / casual therapist or any other wellness, fitness or spa related support to hotels & day spas either for you and / or others This applies to any country or area where we operate or will operate This clause is necessary to: Protect our trade secrets from being passed on to Competitors Protect from poaching - Competing companies can't hire from us without facing fines & penalties so this should deter them from trying You have access to, knowledge of, and contact information from our Clients The Clause is valid for 1 year following the termination / natural end of your Contract with us and you can read the Employment Law which covers this below: Article 10 - Non Competition Clause If the work assigned to the worker allows him to gain knowledge of the employer’s clients or have access to its work secrets, the employer may require that the worker under the employment contract shall not, after the expiry of the contract, compete with the employer or be engaged in any competing project in the same sector, provided that the requirement is specified, in terms of time, place and type of work, to the extent necessary to protect the legitimate business interests. The non- competition period shall not be more than two years from the expiry date of the contract.

Issued: January 2024 Updated: No, attending Assignments is the job you're hired to do We have certain obligations to our Clients and your refusal to attend may put us in breach of those conditions which could result in financial loss, damage to our reputation, and even leave us liable to pay compensation and lose the Client altogether If you do not show up to an Assignment, whether you inform the Company of your intent or not, this would fall under Gross Misconduct and your contract with the Company would be terminated Showing reluctance, resistance, or negativity towards Assignments will likely result in disciplinary action, even if you do attend, as it can create an unhealthy work environment where people think you don't want to do the job you've been hired to do What would be perceived as reluctance, resistance or negativity towards Assignments? Sighing or Hesitation when being told of an upcoming Assignment Tone of voice and/or body language displaying negativity or disappointment General lack of excitement Complaining about details of the Assignment (I don't like that commute, I don't like that hotel/spa, I don't like that team/person, how long do I have to be there etc.) The Company works hard to secure partnerships with reputable brands and without these Assignments, none of us would have jobs. It is very disheartening when the person who has been hired responds negatively when being asked to do their job. You don't have to celebrate or jump with joy, but you should be professional and show gratitude for the Client giving us their business. IMPORTANT: If an employee implies that they will resign or take any form of retribution against the Company if they are not happy with an Assignment or the terms of the Assignment, a written warning will be issued to the employee for Insubordination and attempting to Coerce the Company for personal gain. Depending on the performance and history of the employee, the Company may move to Terminate the Contract without Notice.

Issued: August 2024 Last Updated: August 2024 Every Team Member receives a 400 AED transport / travel allowance as part of your salary. It is the responsibility of each team member to ensure they manage their personal expenses to be able to support their transport upto that amount. While on Assignment, the Company may provide you with a daily or weekly travel allowance depending on the location of your hotel and the estimated cost of getting there It is expected that Employees cover their travel up to 400 AED based on the most economical routes (metro or bus over taxi etc.) If you believe our estimated cost of travel is too low, you should contact us and share your concerns, we will review your feedback and take the necessary action if applicable If, however, an Employee chooses a more expensive form of travel, they will be responsible for covering the additional cost (choosing a taxi when the metro is available, choosing gold class metro over standard etc.)

Issued: January 2024 Updated: The Company has ensured that our Therapists are entitled to earn and keep tips while working in our clients Spas, however, we must follow the tip policies and procedures which may differ from Hotel to Hotel. With that in mind, please be aware of the following regarding Tips & Tip Payments: Each Therapist is responsible for asking the Spa Manager about the tip procedure and ensuring you follow it Some hotels have a 'split share' policy where tips are split with other team members including Reception & Attendants which we must respect Some hotels might require you to hand over cash tips until the end of the month Some hotels will allow you to keep your tips as they are given Room Charge & Card Payment Tips: These tips have a longer processing time by the banks as there is a standard wait period where customers of the Hotel can dispute charges made to their cards in which case the money may be withdrawn or placed on hold. For this reason, payments are made by card or room charge (room charges are usually settled by card), will usually have a much longer processing & payment time. At the end of each month, Hotels have their internal reconciliation and accounting processes, so it is standard practice for tips to be paid up to 30 - 45 days AFTER the month's end has passed. This would mean that tips earned in January would be expected to be paid by the end of February or the beginning of March - depending on the Hotel. This is based on the Month End and not the Assignment End. Each process is different and some hotels will settle quickly while others may face delays. How and When to Follow Up on Tip Payments: If you are still on Assignment then you should be informed by the Spa Manager regarding tip payments If the standard processing time has lapsed and you do not have an update, you should ask the Spa Manager or other Supervisor / Senior Level team member for an update If you are no longer at the Assignment and the standard processing time has lapsed, then you can contact the Company and we will connect with the Client to request an update on your behalf and share updates as we receive them If the Client is late in paying my Tips, will the Company pay in Advance? No, the Company does not owe you for the Tips earned on Assignment, our Client does and the Company does not have the resources available to pay any advancements to any Employees. Employees need to plan to receive their tips in line with the above and to understand that the process is not something that the Company or any person within the Company has any control over.

Issued: January 2024 Updated: We would be very surprised if one of our Clients did this as it's against the law and in breach of our contracts, however if it does happen or if a previous employer of yours asks you to cover for them you should do the following: Refer them to the Company to book you via us, provided you are available You are not allowed to do temporary or part-time work for anyone that has not been booked via the Company, even if it is your day off or you are on annual leave It is against the UAE Law for you to work for anyone other than us without our written permission Breaking this Law will result in termination for Gross Misconduct We will also report the company who was breaking this law

Issued: January 2024 Updated: The Company follows the UAE Employment Law as it relates to your working hours which is as follows: The maximum normal working hours for workers shall be (8) eight hours per day or (48) forty-eight hours per week. The Cabinet may, based on the Minister’s proposal and in coordination with the concerned authorities, increase or reduce the daily working hours for some economic sectors or some categories of workers, as well as the working hours, break and hours during which it is prohibited to work for certain categories of workers, according to the workers’ classification specified in the Implementing Regulation hereof. The periods spent by the worker during the commute between his place of residence and the workplace, shall not be counted in the working hours. The Implementing Regulation hereof specifies the working hours in Ramadan. If the worker works based on a pattern other than the full-time pattern, the original employer, or any other employer for which the worker works in accordance with the provisions hereof, may not ask the worker to work for it more than the hours agreed upon in the employment contract, except with the written consent of the worker. If the worker wishes to perform his work remotely, whether inside or outside the State, with the approval of the employer, the latter may require specific working hours. Your scheduled hours are provided either by the Hotel when you are on Assignment or by the Company when you are 'On-Call'. Any Overtime worked falls under our OT policy.

Issued: January 2024 Updated: By law your schedule must; Allow for at least 1 full day of rest per week Ensure your working hours do not exceed 48 in each week (not including breaks) Provide compensation for any hours worked over 48 which can either be 'time for time' or overtime pay (which is your standard hourly rate plus 25%) Overtime Hours (OT) Overtime hours are to be offset / given as time back before the end of each assignment Pending hours will either be given back by the Company or paid at the overtime hourly rate as per UAE law The Company has final decision whether overtime hours will be paid or given as time back and can schedule OT time back (OTTB) during your On Call shifts at its discretion For the Company to support you and ensure you are not overworked or are accurately compensated for overtime hours, it is essential that you keep a true record of your working days and hours using the Connecteams app. If you’re constantly forgetting to clock in or out or are requesting time changes due to errors in your timekeeping, it makes it very difficult to keep track. It is the therapist’s responsibility to track their own hours and the Company is not responsible for any errors or inaccuracies in compensation as a result of poor record keeping.

Issued: January 2024 Updated: The first thing to do is check the relevant Leave as per UAE Employment Law to know your entitlement and rights. Based on the kind of leave you are applying for, please follow the below procedure: Leave Requests: Refer to your payslip for your accrued annual leave days Make sure you have no upcoming Assignments already booked Leaves are based on consecutive calendar days, not working days Log into the Connecteams App and under 'HR & Skills' select 'Time Off' Input the dates you would like to have your leave and whether it is Time Off / Sick Leave / Unpaid Leave If Time Off, please put in the comments whether it is Annual Leave / PH / Maternity / Bereavement / OTTB etc. You should also put in the comments if you will be leaving the country for this leave or if it is local leave If you are leaving the country, it is your responsibility to ensure you book your return flight with enough time to get back to work and report for any Assignments You must wait for your leave request to be approved via the App before booking any flights or making any arrangements / plans for your desired time off In the event your request cannot be approved, the Company is not responsible for compensating you for any financial loss as a result of you scheduling any flights / hotels / cars / any other reservation, event, or plan before your request was confirmed If you choose to book a flight back on the same day or evening prior and this flight is delayed or canceled for any reason causing a delay in your scheduled return to work you will not be paid for the additional days missed (as per UAE Employment Law) and may face disciplinary actions if it impacts Clients Time Off Requests are approved on a first-come, first-served basis. If your leave request is rejected due to another team member already having that time off, the Company will not get involved in requests to change or swap dates, for any reason. If an Employee would like to request another to change or swap dates, they may do so by approaching them directly and both parties must willfully consent to the change by submitting a request in writing to info@thesparesourceco.com. No team member has the right to use intimidation or take retribution / threaten negative consequences towards another employee if they refuse a request to change or swap leave dates. Possible Reasons for a Rejected Leave Request: Below are some of the most common reasons the Company may reject your Leave Request, including but not limited to: Too many team members already have that time off The Company has already confirmed an Assignment during the dates you are requesting You are requesting leave during an active Assignment You are requesting leave exceeding 30 consecutive calendar days You are requesting leave during 'peak months' where high seasonal demand is expected (October - March) You have not (or will not) have accrued sufficient leave days to cover your requested time off Paid Sick Leave requests submitted without a Sick Leave Certificate from the Dr. stating the number of days you are signed off sick Requesting paid leave during your probation period Bereavement Leave requests submitted without the accompanying documentation (please refer to Bereavement Leave Policy) IMPORTANT: If an employee implies that they will resign or take any form of retribution against the Company if a Leave Request is not approved, the request will immediately be denied and a written warning will be issued to the employee for Insubordination and attempting to Coerce the Company for personal gain.

Issued: January 2024 Updated: For your safety and the safety of your child, please follow the below procedure: If you think you might be pregnant, you must confirm it ASAP Home kits can give false results, so please get confirmation from a Dr If you are pregnant, Legally you must inform the Company within 3 days of the Doctor confirming it - this will be completely confidential The Company cannot be held responsible for any sickness, injury, death or other circumstance as a result of the Employee failing to disclose or attempting to hide a pregnancy - whether known or unknown The Company will not disclose your pregnancy to any other Employees, but we are duty bound to inform Clients where you are working Depending on the situation, we may have to amend or suspend Assignments During your pregnancy you may be placed On Call or given administrative duties At various points during your pregnancy, it will not be possible for you to conduct certain treatments or be exposed to certain products / oils When it is no longer possible for you to work or conduct your duties, the Company may require you to utilize accrued leaves OTTB or PH's ahead of your official Maternity Leave (in line with section 4 of Article 29 Employment Law allowing the Company to specify leave dates for the Employee) If you suffer with sickness or any other medical condition as a result of the pregnancy that requires you to miss work, please refer to the Sick Leave policy and Employment Law to be aware of your entitlement and rights Important - please refer to Article 30 - Maternity Leave UAE Employment Law to know your full entitlement and rights

Legally you are obligated to disclose any and all medical conditions that may limit or restrict your ability to conduct your job prior to joining the Company. It is your obligation to disclose, it is not the obligation of the Company to ask. On your Offer Letter, you will have signed a statement which confirms you do not have any such Health Condition. You will also have been required to disclose these to our Health Insurance Provider. If, during your term with us, you develop a Health Condition that requires us to make an amendment or adjustment to your job, you are legally required to provide us with a certificate from a DHA licensed facility confirming the diagnosis, advising what restrictions need to be in place and whether these are permanent or temporary. You are legally required to provide us with this within 3 days of your diagnosis. VERY IMPORTANT: FAILING TO DISCLOSE MEDICAL CONDITIONS: If you have a Health Condition that you did not disclose on your Offer Letter, this is classified as Fraud and the Company has grounds to file Gross Misconduct which would result in your immediate termination and forfeiture of any End of Service benefits. STATING YOU HAVE A HEALTH CONDITION TO AVOID CERTAIN ASSIGNMENTS, TREATMENTS, OR BACK TO BACK BOOKINGS: If you claim to have a Health Condition that requires us to limit or restrict your workload but do not provide a certificate from a DHA licensed facility confirming the diagnosis, this is also considered Fraud and the Company has grounds to file Gross Misconduct which would result in your immediate termination and forfeiture of any End of Service benefits. STATING YOU BELIEVE YOU ARE DEVELOPING A HEALTH CONDITION AS A RESULT OF CERTAIN ASSIGNMENTS, TREATMENTS, OR BACK TO BACK BOOKINGS: Again, you are obligated to provide us with evidence of this in the form of a certificate from a DHA licensed facility confirming the diagnosis and cause. FALSELY TELLING A CLIENT (SPA) THAT YOU HAVE A HEALTH CONDITION AND REQUESTING THEY NOT BOOK YOU WITH CERTAIN TREATMENTS OR BACK TO BACK SERVICES DUE TO IT: This would be a serious violation of trust which would cause reputational and financial damage to the Company which is grounds to file Gross Misconduct resulting in your immediate termination and forfeiture of any End of Service benefits.

Training fees apply to recent hires and will be clearly outlined in your Offer Letter. Throughout your employment, you will receive continuous training delivered by the Company, our Clients, or approved third-party trainers. All associated training costs are fully covered by the Company, and you are paid for your attendance. This investment begins from your first day and is provided in exchange for your commitment and service to the Company. Should you choose to resign, or if your employment is terminated for cause before the end of your contract, the Company reserves the right to recover the cost of any training you have received. This is because you will continue to benefit from the skills, techniques, and knowledge gained at the Company’s expense. Training recovery will be applied as follows: Resignation or Termination for Cause within 12 months of joining or renewing: AED 1,000 per training day, capped at a maximum of AED 5,000 Resignation or Termination for Cause after 12 months of joining or renewing: AED 500 per training day, capped at a maximum of AED 5,000 All training days are recorded on your timesheet, and the applicable amount will be automatically deducted from your Final Settlement in accordance with this policy.

Article 9 - Probationary Period The employer may appoint the worker under a probationary period not exceeding (6) six months from the date of commencement of work. The employer may terminate the service of the worker during this period after notifying the latter of the same in writing fourteen (14) days at least before the date specified for the termination of service. It is not permissible to appoint a worker under a probationary period more than once at one employer, and if the worker successfully passes the probationary period and continues to work, the contract shall become valid according to the agreed terms. This period shall be counted within the term of service. If the worker wishes to move during the probationary period, to work for another employer in the State, he shall notify the original employer of the same in writing within not less than one month from the date of his wish to terminate the contract. Then, the new employer shall compensate the original employer for the costs of recruitment or contracting with the worker, unless otherwise agreed upon. If the foreign worker wishes to terminate the employment contract during the probationary period, to leave the State, he shall notify the employer of the same in writing not less than fourteen (14) days from the date specified for the termination of the contract. If he wishes to return to the State and obtain a new work permit within (3) three months from the date of departure, the new employer shall pay the compensation stipulated in Clause (3) of this Article, unless in case of an agreement between the worker and the original employer to the contrary. If either party terminates the employment contract without taking into consideration the provisions of this Article, it shall pay to the other party compensation equal to the worker’s wages for the notice period or the remaining period of the notice period. If the foreign worker leaves the State without abiding by the provisions of this Article, he shall not be granted a work permit to work in the State for one year from the date of leaving the State. The Ministry may exclude some job categories, skill levels or workers from the condition of not granting a work permit, stipulated in Clauses (4) and (6) of this Article, in accordance with the rules and procedures specified by the Implementing Regulation hereof.

Article 13 - Employers Obligations The employer shall comply with the following: Maintaining the workers’ files and records as per the conditions, rules and procedures issued by a resolution of the Ministry, provided that the period of keeping the worker’s file shall not be less than two years after the date of the worker’s end of service; Not withholding the official documents of the worker or forcing him to leave the State at the end of the employment relationship; Providing rules regarding the organisation of work,such as the regulation of work instructions, penalties, promotions, rewards and other by-laws and regulations, according to the rules specified by the Implementing Regulation hereof; Providing the worker with proper accommodation licensed by the competent authorities in accordance with the rules, conditions and standards in force in the State, or paying to him an accommodation allowance in cash or including it in the wage; Investing in the development of the skills of workers working for its service and providing the minimum amount of training, qualification and empowerment tools and programmes as per the provisions of this Decree-Law and its Implementing Regulation; Providing the necessary means of prevention to protect workers from the risks of occupational diseases and injuries that may occur during work, ensuring the provision of regulations on guidance and awareness, providing appropriate training for workers to avoid such risks, conducting periodic evaluation to ensure that all parties to the employment relationship comply with and meet the requirements of health and occupational security and safety, in accordance with the provisions of this Decree-Law, its Implementing Regulation and the legislation in force in this regard; Taking the necessary actions to ensure that the worker is aware of his rights and obligations at work, according to the tools and methods appropriate to the nature of the work and the workers therein; Bearing the costs of the worker’s medical care in accordance with the legislation in force in the State; Bearing the expenses of insurances, contributions and guarantees defined by the legislation in force; Not allowing the worker to work for others, except in accordance with the provisions hereof; Giving the worker, as per his request and upon expiry of the employment contract, a certificate of experience, without fees, indicating the date of his commencement of work, the date of its expiry, his entire service term, job title or type of work he was performing, the last wage he was receiving and the reason for the termination of the employment contract, provided that the certificate does not include anything that may harm the worker’s reputation or limit his chances of finding new job opportunities; Bearing the repatriation expenses of the worker to his place of recruitment or any other place that both parties had agreed upon, unless he has already joined the service of another employer or unless the reason for terminating the contract was attributed to the worker, then that the latter shall be liable for incurring those expenses; Providing a safe and appropriate work environment; and Any other obligations stipulated under the provisions of this Decree-Law, its Implementing Regulation, resolutions of the Cabinet or any other legislation in force in the State.

Article 16 - Workers Obligations The worker shall abide by the following: Performing the work by himself according to the direction and supervision of the employer or anyone acting on its behalf, and in accordance with the contract, and not outsourcing the work to any worker or any other person; Being committed to good behaviour and morals while undertaking work and adhering to honesty and professional integrity; Preserving the production means and work tools in his custody and maintaining them by taking the necessary actions to preserve them in the places designated for them; Keeping the confidentiality of information and data to which he has access by virtue of his work, not disclosing the work’s secrets and returning the items in his custody to the employer at the end of his service; Not keeping personally any original papers or hard or soft copies of documents related to work secrets without the permission of the employer or its representative; Implementing the occupational safety and health instructions prescribed at the establishment as per the legislation in force or work regulations and instructions; Working during the approved working days and working hours specified in the employment contract, communicating and responding in an efficient manner to complete the duties assigned to him efficiently; Continuously and diligently working to develop his functional and professional skills and enhancing the performance level he provides for the employer; Not working for others, in violation of the provisions hereof and other applicable legislation in this regard; Evacuating the accommodation provided by the employer, within a period not exceeding (30) thirty days from the date of end of his service. However, the worker may stay in the accommodation after the end of the said period, in case of the employer’s approval, and the worker shall bear the cost of stay or as agreed upon in writing with the employer; and Any other obligations prescribed under the provisions of this Decree-Law and its Implementing Regulation or any other legislation in force in the State.

While this is a very delicate subject, it's important that you know what our Obligations are to your family in case you pass away while under our Employ. The Company has the details of your mother & father as well as a contact number in your home country which you provided during the VISA Application Process. If these details change, you must let us know. In any case, we would contact your respective Embassy and request their assistance in locating & informing your family. Article 15 - Workers Entitlements at the Time of his Death In case of the worker’s death, the employer may hand over the worker’s family, any wages or financial entitlements due to the worker, in addition to the end-of-service benefits the worker is entitled to, in accordance with the provisions of this Decree- Law and its Implementing Regulation, within a period not exceeding (10) ten days from the date of death or from the date on which the employer became aware of the death of the worker. Subject to the provision of Clause (1) of this Article, the worker may specify in writing the concerned person from his family to receive his rights in case of his death. The employer shall bear all the costs of preparing and transporting the corpse of the deceased worker to his home country or place of residence if his family so requests. The Ministry may, in coordination with the concerned authorities, set a mechanism to keep the workers entitlements in case of his death if it was not possible to hand them over to his family or those entitled to receive them.

The following is taken directly from Article 51 of the UAE Employment Law. Any update or change to the Law will supersede the below as the Company will follow the most recent publications. The national worker shall be entitled to end of service benefits at the end of his service, in accordance with the legislation regulating the pensions and social securities in the State. The full-time foreign worker, who completed a year (365 days) or more in continuous service, shall be entitled to end of service benefits at the end of his service, calculated according to the basic wage as per the following: a. A wage of (21) twenty one days for each year of the first five years of service; b. A wage of (30) thirty days for each year exceeding such period. The foreign worker shall be entitled to a benefit for parts of the year in proportion to the period spent at work, provided that he completed one year of continuous service. The unpaid days of absence from work shall not be included in the calculation of the service term. Without prejudice to the legislation regarding the granting of pensions or retirement benefits to workers in some establishments, the end of service benefits shall be calculated according to the last basic wage the worker was entitled to, with respect to those who receive their wages on a monthly, weekly or daily basis and according to the average daily wage stipulated in the provisions hereof for those who receive their wages on a piecework basis. It is required based on the foregoing that the end of service benefits for the foreign worker in its entirety does not exceed two years’ wage. The employer may deduct from the end of service benefits any amounts payable under the law or a judgment, in accordance with the conditions and procedures specified in the Implementing Regulation hereof. The Cabinet may, based on the Minister’s proposal and after coordination with the concerned authorities, approve other alternative schemes for the end of service benefits scheme and the issued resolution specifies the conditions, rules and mechanism of contribution in these schemes. The employer shall pay to the worker, within (14) fourteen days from the end date of the contract term, his wages and all his other entitlements stipulated herein and resolutions issued for its implementation, the contract or the establishment’s by-laws.

Article 28 - Public Holidays & Workers Work During Holidays The worker shall be entitled to official days off with full pay on public holidays, which are defined by a resolution of the Cabinet. If work conditions require that the worker works during any of the public holidays, the employer shall compensate him with another day off for each day, on which he works during the holiday, or pay him the wage for that day according to the wage established for the normal working days, plus an increase of not less than (%50) fifty percent of the basic wage for that day. The Company will determine if payment or time for time compensation shall be given.

Article 29 - Annual Leave Without prejudice to the worker’s acquired rights for the period preceding the date of enforcement of the provisions of this Decree-Law, the worker shall be entitled to an annual leave with full wage, of not less than; a. Thirty days for each year of extended service; b. Two days for each month if his service term is more than six months and less than a year; c. A leave for parts of the last year he spent at work if his service is ended before using his annual leave balance. The part-time worker shall be entitled to an annual leave according to the actual working hours the worker spends working for the employer and its period shall be defined in the employment contract, in accordance with what is stipulated in the Implementing Regulation hereof. The employer may agree to grant the worker a leave from his annual leave balance during the probationary period, while the worker shall reserve his right to be compensated for the remainder of his annual leave balance in case he does not pass the probationary period. The worker shall obtain his leave in its entitlement year and the employer may specify the dates of these leaves according to work requirements and in agreement with the worker, or grant them alternately among the establishment’s workers, in order to secure its work progress. The employer shall notify the worker of the specified date for his leave within a sufficient time of not less than a month. The worker may, with the approval of his employer and in accordance with the applicable regulations at the establishment, carry forward his annual leave balance or days thereof to the following year. The worker shall be entitled to the wage for the period of his annual leave. The holidays prescribed by law or by agreement are included in the calculation of the annual leave period if they fall within the annual leave of the worker and they form a part thereof, unless the employment contract or the regulations in force at the establishment provide for anything that is more useful for the worker. The employer may not prevent the worker from benefiting from his annual leave accrued for more than two years, unless the worker wishes to carry it forward or receive a cash allowance for it, in accordance with the regulations in force at the establishment and the Implementing Regulation hereof. The worker shall be entitled to a wage for the accrued leave days if he quits the work before using them, regardless of the leave duration, with respect to the period for which he did not obtain his leave. He shall also be entitled to receive leave wage for parts of the year in proportion to the period he spent in work and it shall be calculated according to the basic wage. The Implementing Regulation hereof defines the rules and conditions for regulating leaves and their compensation.

Article 30 - Maternity Leave The female worker shall be entitled to a maternity leave of (60) sixty days, according to the following: a.The first (45) forty-five days with full wage; and b.The following (15) fifteen days with half wage. The female worker may, after using the maternity leave, be absent from work without a wage for a period not exceeding continuous or intermittent (45) forty- five days. If this absence is due to her sickness or her child’s sickness resulting from pregnancy or childbirth, which does not allow her to return to her work. Such sickness shall be proven by a medical certificate issued by the medical entity. This period is not included within the service term, for which the female worker is entitled to end of service benefits or the period of contribution in the retirement scheme in accordance with the legislation in force in this regard. The female worker shall be entitled to the maternity leave mentioned in Clause (1) of this Article if the delivery took place (6) six months or more after pregnancy, whether the fetus was born dead or alive and then died. If the female worker gives birth to a sick child or a child of determination, whose health condition requires a constant companion, according to a medical report issued by the medical entity, she has the right to a leave of thirty (30) days with full pay starting after the end of the maternity leave and she the right to extend the leave for a period of (30) thirty days without pay. The employer shall grant the female worker a maternity leave upon her request at any time, starting from the last day of the month preceding immediately the month, in which she is expected to give birth, and this shall be proven by a certificate issued by the medical entity. Being on a maternity leave or absent from work as mentioned in this Article shall not prejudice the female worker’s right to obtain the other leaves. If the female worker works for another employer during the period of her leave authorised in this Article, the original employer may deprive her of her wages for the leave period or redeem what he has paid to her. It is not permissible to terminate the service of the female worker or notify her of the same because of the pregnancy, having a maternity leave or her absence from work in accordance with the provisions of this Article. After returning from maternity leave and for a period of not more than (6) six months from the date of delivery, the female worker shall be entitled to one or two breaks per day to breastfeed her child, provided that the two breaks do not exceed an hour.

Article 31 - Sick Leave If the worker is infected by a disease not arising from work injury, he shall inform the employer or his representative about his sickness, within a period not exceeding (3) three working days, and submit a medical report on his condition, issued by the medical entity. The worker shall not be entitled to a paid sick leave during the probationary period. However, the employer may grant him a sick leave without pay, based on a medical report issued by the medical entity that stipulates the necessity of granting the leave. After the end of the probationary period, the worker may be entitled to a sick leave of not more than (90) ninety continuous or intermittent days per year, provided that it is calculated as follows: a. The first (15) fifteen days with full pay; b. The following (30) thirty days with half pay; c. The following period unpaid. The worker shall not be entitled to a wage for the sick leave if the sickness resulted from the misconduct of the worker, in accordance with the cases defined by the Implementing Regulation hereof. The employer may terminate the worker’s service after finishing his sick leave referred to in this Article if he is unable to return to his work, provided that the worker receives all his financial entitlements in accordance with the provisions of this Decree-Law and its Implementing Regulation.

Article 32 - Various Leaves 1. The worker shall be entitled to a paid leave in the following cases: a. A bereavement leave of (5) five days, in case of death of the husband or wife and (3) three days in case of death of the mother, father, son, brother, sister, grandson, grandfather or grandmother, starting from the date of death; b. A parental leave for a period of (5) five working days, for the worker (either the father or mother), who has a newly born child, in order to take care of his child and the worker is entitled to such leave for a continuous or intermittent period, within (6) six months from the date of the child birth; c. Any other leaves specified by the Cabinet. The worker may be granted a study leave for a period of (10) ten working days per year for the worker who is enrolled or regularly studying at one of the educational institutions approved in the State, in order to sit for exams, provided that the service term at the employer is not less than two years. The national worker shall be entitled to a sabbatical paid leave to perform the national service, in accordance with the legislation in force in the State. In order to obtain the leaves referred to in this Article, proof of the same shall be provided from the concerned authorities. The Implementing Regulation specifies the provisions for granting and regulating the leaves mentioned in this Article.

Article 33 - Unpaid Leave The worker may, after obtaining the approval of the employer, have an unpaid leave, other than that referred to herein. The leave mentioned in this Article shall not be included in the worker’s service term at the employer or in the period of the contribution in the retirement scheme in accordance with the legislation in force in this regard.

Article 39 - Disciplinary Sanctions The employer or his representative may impose to the worker who violates the provisions of this Decree-Law, its Implementing Regulation and resolutions issued for its implementation, any of the following penalties: Written notice; Written warning; Deduction of not less than (5) five days per month from the wage; Suspension from work for a period not exceeding (14) fourteen days and non- payment of wage for the suspension days; Deprivation from the periodic bonus for a period not exceeding one year, regarding the establishments that adopt the periodic bonus system and the worker is entitled to obtain it according to the provisions of the employment contract or the establishment’s regulations; Deprivation of promotion at the establishments having a promotion system for a period not exceeding two years; Termination of service while preserving the worker’s right of end of service benefits. The Implementing Regulation defines the conditions, rules and procedures necessary for the imposition of any of the penalties referred to in Clause (1) of this Article and the mechanism of grievance thereof.

Article 40 - Temporary Suspension from Work The employer may suspend the worker temporarily from work for a period not exceeding (30) thirty days, in order to conduct a disciplinary investigation with him if the investigation interest so requires, along with suspending half the wage during the suspension period. If the investigation concluded keeping the case, non-violation or punishment of the worker by warning, the worker shall be paid the wage that was suspended during the suspension period. The employer may temporarily suspend the worker from work when he is accused of committing a crime of assault on oneself, money, or crimes related to breach of honour or trust, until a final judgment is issued by the competent judicial authority. His wage shall be suspended for the suspension period. If a judgment is issued for not putting the worker into trial, he was acquitted for absence of felony or the investigation concluded keeping the case due to lack of evidence, he shall be returned to work, along with paying his full suspended wage.

Article 43 - Employment Contract Termination Notice Either party to the employment contract may terminate the contract for any legitimate reason, provided that the other party is notified in writing and work shall be performed during the notice period agreed upon in the contract, provided that such period is not less than (30) thirty days and not more than (90) ninety days. The employment contract continues to be valid throughout the notice period referred to in this Article and is terminated upon expiry of such period. The worker shall be entitled to his full wage for that period according to the last wage he was obtaining and he shall work during that period if the employer requests the same from him. It may be agreed upon exemption from the notice period condition or reducing its period while preserving all the rights of the worker for the notice period agreed upon in the employment contract, provided that the notice period is the same for both parties unless it serves the interests of the worker. The party who did not abide by the notice period shall pay to the other party compensation, which is called notice period allowance, even if the absence of notification does not cause damage to the other party and the compensation shall be equal to the worker’s wage for the full notice period or the remaining part thereof. The notice period allowance is calculated according to the last wage received by the worker for those who obtain their wages on a monthly, weekly, daily or hourly basis, and according to the average daily wage referred to herein for those who obtain their wages on a piecework basis. If the employment contract is terminated by the employer, the worker shall have the right to be absent during the notice period for one working day without pay per week, in order to search for another job. The worker may specify the day of absence, provided that he notifies the employer of the same (3) three days at least before the absence day. Article 35 - Validity of Notice Period in case of Termination of the Contract during the Leave If either party to the employment contract wishes to terminate the contract in accordance with the provisions of this Decree-Law and its Implementing Regulation, while the worker is on the leave, the validity of the notice period agreed upon in the employment contract shall not begin, except from the day following the day scheduled for the worker’s return from the leave, unless both parties agree otherwise. Please check the Company Policy on the correct way to inform us of your resignation.

Gross Misconduct refers to Article 44 of the UAE Labor Law - Cases of the Workers Dismissal without Notice which reads: The employer may dismiss the worker without notice after conducting a written investigation with him and the dismissal decision shall be in writing and justified and the employer or its representative shall hand it over to the worker in any of the following cases: It is proven that the worker impersonated another person, or submitted forged certificates or documents. The worker committed a mistake that resulted in gross physical losses to the employer or the he deliberately damaged the properties of the employer. The worker violated the instructions of the establishment’s by-law related to the safety of work and workers or the workplace, provided that they are written and available in a visible place and the worker is informed of the same. The worker did not perform his basic duties according to the employment contract and he continued breaching them despite conducting a written investigation with him for this reason and he is notified and warned of dismissal twice if this is repeated. The worker disclosed work secret(s) related to the company or intellectual property, which resulted in losses to the employer, missed opportunity or achieving a personal benefit for the worker. The worker is drunk during working hours, is under the influence of narcotics or psychotropic substances, or commits an action breaching the public morals at the workplace. The worker assaults during work, the employer, manager in charge, one of his superiors or colleagues at work, by word, action or any form of assault that is punishable under the legislation in force in the State. The worker is absent without a legitimate reason or excuse accepted by the employer for more than (20) twenty intermittent days during one year or more than (7) seven consecutive days. The worker exploited his position in an illegal way to obtain personal results and gains. The worker joins another establishment without abiding by the rules and procedures prescribed in this regard. For further clarity any of the Company policies which specify failure to follow them would result in Gross Misconduct or Immediate Termination are covered under section 3 and / or 4 of this Law. Company Confidentiality and Client Confidentiality are covered by section 5 of this Law.