YORK MAZE LIMITED 

Statement of terms and conditions of employment

In accordance with the Employment Rights Act 1996, this Statement, together with your offer email, forms part of your Contract of Employment (except where the contrary is expressly stated) and sets out particulars of the main terms on which York Maze Limited, Elvington Lane, York, YO19 5LT employs. This statement should be read in conjunction with your Scream Training booklet. In the event of any discrepancy between these documents, the terms set out in this document will prevail.

Employee Name:  

Job title / Duties
You are employed as a Scare Actor. Your day-to-day activities will be overseen and managed by Scream Park Entertainments. On joining, you will be assigned to a team and your acting responsibilities will be given to you by your team leader or Performance Manager.  However, you are expected to undertake other duties reasonably assigned to you by the Company, irrespective of your job title or status.
In order to fulfil the role of Scare Actor, it is a requirement that you have attended the Scream Park Entertainments training course or a Scream Training recap session in the past 3 months.
You are also required to attend a rehearsal prior to the event opening as part of your training in preparation for this role. 

Commencement & Duration of Employment
You will commence employment with the Company, working on a casual basis, no earlier than Monday 6th October 2025 and your start date will be confirmed as your first scheduled shift, approved and signed off by Scream Park Entertainment.
In accepting your appointment, it shall be deemed you have accepted all terms and conditions set in this contract.
This contract annuls any previous agreement, whether written or verbal, given to you at any time.
There is no continuity of service between you and the Company between the end of one assignment and the start of the next assignment.  If you accept an assignment, your continuous employment will begin on the date the assignment starts and end on the date the assignment terminates. 
In accepting this contract, you are notifying us that you are entitled to work in the UK, without any additional approvals and will notify the Company immediately if this ceases to be the case, at any point during your employment with the Company.
These Terms and Conditions govern the relationship between you and the Company, in the event that the Company offers you work and you agree to accept that work.  It does not create a legal relationship between you and the Company unless and until you choose to accept an assignment.
We shall be entitled to dismiss you at any time without notice or payment in lieu of notice if you commit a serious breach of your obligations as an employee, or if you cease to be entitled to work in the United Kingdom.

Place of work
You will normally be required to work at York Maze, Elvington Lane, York, YO19 5LT

Hours of Work
Working hours for the Hallowscream will be between 5.30pm and 11:30pm, Hallowtween from 11:30am – 5:30pm, however there may be requirement to work earlier or later than the specified times, in order to resource the event effectively.
All shifts are inclusive of 2 x 30 minute breaks (for the purpose of calculating hourly rates of pay these breaks are unpaid.)
Working hours will be confirmed to you and managed through Scream Park Entertainments.
Daily signed timesheets supplied by your Scream Park Entertainments Team Leader and/or Performance Manager will be used as confirmation of hours worked and for the purpose of processing payroll.
You will be required to be on site one hour before the event start time, for the purpose of makeup application & costume dressing.

Young Workers 
For employees aged between 16 or 17 years old this agreement confirms that subject to business needs you may be required to work until 11.30pm at night as the type of work, namely acting / performance, is excluded from night working restrictions. 
Working hours will be monitored to ensure that there is no negative impact on the young person’s education or training. 
The young person will be subject to the supervision of an appropriate adult whilst working later in the evening. Any young person who wishes not to work after 10pm should raise this with their manager where alternative working arrangements will be considered.
Young workers are not permitted to opt out of the Working Time Directive as noted below.

Working Time Opt-Out
We are bound by the Working Time Regulations 1998 and require everyone to observe them. If you do not opt out, the Company must ensure that it does not offer you work which would result in you working for more than 48 hours in any week. You must keep the Company informed of the hours that you work for third parties so that it can comply with this obligation.
By signing this contract, you are agreeing that you may be required to and are happy to, work more than 48 hours per week and have exercised your rights under these provisions. You can opt back in, by confirming this in writing to us. The above is not applicable to any employees under the age of 18 (Young Workers) who will be limited to working no more than 8 hours a day and a maximum of 40 hours per week.

Remuneration

The agreed fees for Hallowscream and Hallowtween are £55.00 per rehearsal afternoon/night and £75.00 per performance afternoon/night. These rates include entitlement to holiday pay at 12.07% against a rehearsal rate of £49.08 and performance rate of £66.92. 
Your pay will be received directly into your bank account by BACS payment on Friday 14th November 2025. You will be responsible for ensuring correct bank account details are supplied to Scream Park Entertainments.
Payroll queries will only be accepted and investigated if submitted via email to: accounts@yorkmaze.com
The Company will make all necessary deductions from your salary as required by law and shall be entitled to deduct from your pay or other payments due to you any money which you may owe to the Company at any time.

Holidays
The holiday year begins on 1^st January and ends on 31^st December each year.  You are entitled to pro-rata paid holidays based on the number of hours you have worked. The maximum entitlement to holidays is capped at 28 days per leave year.
Your holiday entitlement will be paid at the rate of 12.07 per cent of your hourly rate for each hour worked as shown in the remuneration rates above.

 Other paid leave
You may be able to take the following periods of paid leave, subject to any eligibility and notice requirements:

• statutory maternity leave
• statutory paternity leave
• statutory adoption leave
• shared parental leave
• parental bereavement leave
• carer leave

The Company’s rules relating to paid leave and pay whilst on such leave are in line with statutory obligations.

Sickness Reporting and Sick Pay
If you are unavailable for work due to sickness, it is your responsibility to notify ScreamPark at your earliest convenience and no later than one hour prior to the start of your shift. You should report any sickness absence by telephone to your Scream Park Entertainment Team Leader or Performance Manager. You will need to update ScreamPark on a daily basis in regard to your sickness absence and expected return date. You will need to comply with this sickness reporting process to qualify for any sick pay.
If you are taken ill during a shift, your pay will be at the discretion of the Performance Manager but is recommended to be 50% of your shift if you finish before 9pm and full pay for a later departure. 

Pension
We operate a pension scheme into which you will be auto-enrolled (subject to the conditions of the scheme). The scheme enables you to save for your retirement using your own money, together with tax relief and contributions from the Company.
The company operates a policy of Postponement for seasonal workers which postpones the assessment of auto enrolment for 3 months, further details will be contained in Postponement Letter which will be issued within 6 weeks of your start date.
The Company’s rules relating to pension entitlements are available from your manager.

Benefits
Aside from any set out elsewhere in this statement, you are not entitled to any additional benefits from the Company.

Retirement
There is no retirement age in operation at the Company and we place great value on the contribution of all of our employees regardless of their age. Employees who make the decision to retire do so at their sole discretion and are required to give at least the contractual resignation notice period required by this document.

Confidentiality
All information that:

• is or has been acquired by you during, or in the course of your employment, or has otherwise been acquired by you in confidence
• relates particularly to our business, or that of other persons or bodies with whom we have dealings of any sort and
• has not been made public by, or with our authority

shall be confidential, and (save in the course of our business or as required by law) you shall not at any time, whether before or after the termination of your employment, disclose such information to any person without our prior written consent.

DBS Condition
In applying to work at York Maze you are consenting to a DBS check being made by the Company. Subject to an unsatisfactory outcome the employee shall be liable to summary dismissal. 

Photography & Videography
Due to the nature of the event/project for which you are engaged, photography and videography will be used during the course of the Event/Project for Marketing / Promotional purposes. This may mean you are included in such images and footage. By signing this agreement, you are giving your express permission to be included in any such photographs or video footage. 

Social Media
You are prohibited from posting any photos/videos of backstage areas, photos in costume, photos of maze sets and/or any other photos or videos of this nature online in any capacity. You must not make any posts on personal profiles that are negative, bring the production or its employees into disrepute, or breach any confidentiality. This will be viewed as gross misconduct and could, depending on the circumstances (following a thorough investigatory process), result in the immediate termination of this agreement. Full policies and procedures will be issued during the onboarding process.

Non-Competition
During the period of this contract, you must not work for, provide services to, or otherwise be engaged by any other Halloween, scare attraction, scream park, immersive horror event, or similar venue or event deemed to be in competition with York Maze, Hallowscream, Hallowtween and/or Scream Park Entertainments, without the prior written consent of the Company.
This restriction applies for the full duration of your contracted employment with the Company.

Intellectual Property Rights
Retained Rights. Each party will retain all right, title, and interest in and to its own Pre‐Existing Intellectual Property irrespective of any disclosure of such Pre‐Existing Intellectual Property to the other party, subject to any licenses granted herein.
Pre‐Existing Intellectual Property. Employee will not use any third-party Pre‐Existing Intellectual Property in connection with this Contract unless you have the right to use it for the Company’s benefit. If you are not the owner of such Pre‐Existing Intellectual Property, you will obtain from the owner any rights as are necessary to enable you to comply with this Contract.

Health & Safety
All Employees have a duty to adhere to the Company’s policies from time to time in force, including but not limited to the Company’s Health and Safety and Fire Safety Policies. As a condition of employment, you will be required to attend Health & Safety Briefings. Without attendance to these, you will not be able to provide your services as a Scare Actor for the Company.
There may be lights, sound and special FX including smoke and strobe lighting. If you have any health reason why these may affect you in any way, you will not be able to perform. Upon signing this contract, you are confirming you are not aware of any reason why you may not perform and that to the best of your knowledge, these special FX will not affect you in any way.

Collective agreements
No collective agreements directly affect your terms and conditions of employment. 

Changes to terms of employment
From time to time, the Company may determine the need for changes to be made to contracts of employment. The Company reserves the right to make reasonable amendments to your contract. You will receive confirmation in writing of any changes or amendments to the terms of your employment within one month of them taking effect. 

Grievance procedures
The Company’s grievance procedure provides a mechanism whereby employees may seek a resolution to a complaint they have about their employment with us. Before using the formal procedure, you should speak to your line manager on an informal basis to seek a satisfactory outcome. The formal procedure may be used if you do not feel the informal method is appropriate for your concerns, or if the informal method has not produced an outcome with which you are satisfied. In this case, you should raise the grievance in writing to your manager.

Should you be dissatisfied with the outcome of the formal grievance procedure, you may appeal it in writing to a senior manager.

Further information can be found in the grievance policy and procedure.

Disciplinary procedure
It is necessary to have a minimum number of rules in the interests of the whole organisation and employees must make themselves aware of the standards which apply to their conduct and performance. These rules, and accompanying disciplinary procedure, are available from your manager.  This procedure is non contractual.

We retain discretion in respect of disciplinary and dismissal procedures to take account of your length of service and to vary the procedures accordingly or in circumstances otherwise set out in the document.

Disciplinary and dismissal appeals
Should you be dissatisfied with any decision to take action against you or a decision to dismiss you, you may appeal in writing to a senior manager. Further information is available from your manager. 

Deductions
You agree that deductions from your pay will be made for the following costs incurred by the Company in relation to your employment. The Company expressly reserves the right to make these deductions:

• any fines, penalties or losses sustained that is the result of your carelessness, negligence, deliberate vandalism, dishonesty or a breach of Company rules
• any monies paid or payable by the Company to any third party due to any conduct undertaken by you for which we may be deemed vicariously liable
• any unauthorised personal use of mobile telephones provided to you for use
• any holiday pay relating to leave you have taken in excess of that which you have accrued at the point of termination
• the amount of any overpayment of wages
• outstanding loan or wage advance repayments
• any other sums owed to the Company by you
• the cost of replacement uniform not returned to us, the cost of repairing any damage or loss to the Company’s property caused by you.
• any deductions elsewhere under this contract in relation to which the reserved right to deduct applies
• in relation to deductions authorised by any separate agreement into which the Company has entered with you.

You understand and agree that the Company may make these deductions from all monies due to you. 

Data protection
The Company collects and processes certain types of data about you and does so in line with data protection legislation that is in force from time to time. Please read the Company’s Privacy Notice which is on the Company’s website for more information about the types of data processed and the reasons for the processing.

You shall make yourself aware of the Company’s policies on data protection with regard to data processing undertaken by you in the course of your duties and act in accordance with those policies at all times. Failure to do so may result in disciplinary action being taken against you, up to and including dismissal.

Termination of employment
You must give 1 days’ notice when terminating your employment with the Company if before the end date of this agreement.

You are entitled to receive the following notice periods when your employment is terminated by the Company if before the end of this agreement:

• Under one month’s service – one day.
• One month but less than 2 years’ service – one week.

You should also note the following in relation to notice periods:

• you will not receive any notice of termination when the circumstances of your dismissal involve a gross misconduct offence – referred to as summary dismissal
• you may be required to take all or part of your remaining holiday entitlement during your notice period
• the Company reserves the contractual right to give pay in lieu of all or any part of the above notice period by either party.

In the event of dismissal for gross misconduct, we reserve the right to amend our normal notice provisions.

Return of company property
On the termination of your employment you must return all Company property which is in your possession, or for which you have responsibility, by the last day of your employment. This includes, but is not limited to, the following:

• Company documents, books or other written material
• keys
• uniform
• ppe

Failure to return such items will result in the cost of the items being deducted from any monies outstanding to you.
Deductions will also be made from your final salary payment in relation to any other deduction agreement you have entered into during your employment with the Company. 

Right to work in the UK
Employers have a legal duty to ensure the employees have right to work in the UK. By signing this contract, you undertake that you are a UK citizen with full rights to work in the UK or an EU or other national with rights to work in the UK for the period covered by this contract and agree to provide documentary evidence as required.

Governing law and jurisdiction
This contract of employment is governed by the laws of England and Wales and any claim/dispute arising from its construction or enforceability will be governed by and in accordance with those laws. This extends to non–contractual disputes or claims.
Each party irrevocably submits that the Courts of England and Wales will have jurisdiction over any claims and attempts to resolve all controversies or claims of whatever nature arising from this contract’s construction or enforceability or any breach of it. 

Acknowledgement
I acknowledge receipt of this document. I have read and understood its contents and accept that it forms part of my Contract of Employment together with my offer email. I will keep myself informed of any changes to its content.

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Your legal name

Your email address

Signed by Chris Bowman
Signed On: September 29, 2025

Signature Certificate

Document name: YORK MAZE CONTRACT OF EMPLOYMENT – SCARE ACTOR

Unique Document ID: 2b2667caa0eb38076d3fed1301b059a31f60efa5

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October 9, 2017 12:10 pm GMT	YORK MAZE CONTRACT OF EMPLOYMENT – SCARE ACTOR Uploaded by Chris Bowman - contracts@screampark.co.uk IP 157.231.86.156

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