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CONTRACT OF EMPLOYMENT

Employer: MNG MANGO UK LTD. 4th Floor, Imperial House, 8 Kean Street, London WC2B 4AS.

Employee: CRISTIANA COZMA, 57 LOGAN ROAD, LONDON HA9 8PY.

This contract, incorporating Section A of the Employee Handbook, sets out the terms and conditions of your
employment with the Company. This supersedes all previous arrangements or agreements (whether oral or
in writing) between you and the Company in relation to the matters dealt with in it. In the event of any
inconsistency between the terms of this document and the Employee Handbook, this document prevails.

1 Your employment with the Company commenced on the 21/10/2019. No previous employment
counts as a part of your period of continuous employment with the Company and therefore this date
is the date of the commencement of your period of continuous employment.

2 Your employment with the Company is subject to a probationary period of 3 Months in accordance
with the terms set out in paragraph 1 of section A of the Employee Handbook. The probationary
period will terminate on 20/01/2020.

3 The title of your job is SALES ASSOCIATE / and you will report to the Line Manager or such other
person as may be authorised by the Company and notified to you.

(a) Your main duties will be those which the Company may from time to time require you to
perform.

(b) During your employment you will be required to observe any rules and regulations as issued
by the Company from time to time.

(c) Any failure by you to comply with any of your obligations under this paragraph 3 may entitle
the Company to terminate your employment under paragraph 10 below.

4 Your normal place of work will initially be at MANGO SHOP LONDON OXFORD STREET, 225-235
Oxford St. The Company may require you to work at other locations in the United Kingdom and in
that event the Company may at its discretion offer you a relocation allowance. You will not be
required to work outside the United Kingdom for any periods longer than one month.

5 (a) Your normal working hours are 30,00 hours per week to be determined by the Company. You
may be required to work outside these hours as specified in paragraph 2 of the Employee
Handbook which may include working at any time between 6.00 am and 01.00 am from
Monday to Sunday.

(b) You are expected, during your working hours, to devote your whole time and attention to your
duties for the Company.

6 (a) Your initial basic salary is at the rate of £ 12.807,60 per annum payable monthly in arrears,
subject to all statutory deductions.

7 The Company will comply with the employer pension duties in respect of the Employee in accordance
with the Pensions Act 2011 and Auto-enrolment.
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8 You are entitled to 5.8 weeks’ paid holiday in each holiday year including UK bank and other public
holidays. However, the Company may require you to work on bank and public holidays in which case
you will, as determined by the Store Manager, either be granted time off work equivalent to the
additional time you have worked or be remunerated as specified in the Employee Handbook (see
“Overtime”). Your holiday entitlement will accrue pro-rata per complete month of service. The
Employee Handbook sets out further provisions concerning holiday entitlement. You cannot carry
holiday entitlement forward from one holiday year to the following holiday year unless you have been
unavoidably prevented from taking such holiday during the relevant leave year due to sickness
absence or statutory maternity, paternity or adoption leave. Where you have been prevented from
taking holiday due to one of these reasons, carry over is limited to no more than twenty days untaken
entitlement. Days carried over will be lost if not taken within 15 months of the end of the relevant
leave year.

9 The Employee Handbook sets out the notification and certification requirements for sickness
absence subject to which you may be entitled to receive pay during such absence. If you are absent
from work due to incapacity you must notify your Manager of the reason for your absence as soon as
possible but no later than 8.30am on the first day of absence. In all cases of absence a self-
certification form must be completed on your return to work and supplied to your Manager. For
incapacity which lasts for seven consecutive days or more, a doctor's certificate stating the reason for
absence must be obtained at your own cost and supplied to your Manager. Further certificates must
be obtained if the absence continues for longer than the period of the original certificate. You agree
to consent to a medical examination (at our expense) by a doctor nominated by the Company if
required. You agree that any subsequent report may be disclosed to the Company and the Company
may discuss the contents with the relevant doctor.
If you are absent from work due to incapacity we shall pay you Statutory Sick Pay (SSP) providing
you satisfy the relevant requirements. Your qualifying days for SSP purposes are Monday to Friday.
Once you have completed 12 months’ continuous service with the Company you will be entitled to
your full basic salary for the first five days of absence in any consecutive 12-month period.

10 Details of Mango’s procedures for dealing with under-performance, disciplinary matters and
grievances are in the Employee Handbook (see Section 19, 20 and 21). If you wish to appeal against
a disciplinary decision you may do so in writing to Personnel Department. Also grievances should be
made in writing to the aforementioned Department in accordance with Mango’s grievance
procedures. These procedures do not form part of the terms of your contract of employment.

11 The Employee Handbook sets out details of how any personal data held by Mango relating to you
may be processed by Mango. By signing this contract you agree that such data may be processed in
accordance with that section of the Handbook.

12 You must not, except in the proper course of your duties, either during or after the period of this
employment, disclose to any person any confidential information which you may have received or
obtained during your employment with Mango or information in respect of which Mango is bound by
an obligation of confidence to a third party unless that information is public knowledge or except in so
far as such disclosure shall be necessary for the proper performance of your duties. By signing this
contract you agree that such data may be processed in accordance with that section of the
Handbook.

13 The employee agrees after termination of employment to return all the Company’s belongings given
for the performance of the duties.

14 You must not act in a way which is contrary to the provisions of the Company’s Social Media policy.
Please refer to the Employee Handbook for details.

15 The Employee Handbook supplements the terms and conditions set out in this contract. It will be
updated by Mango from time to time and you will be notified of any update or change in advance
(unless it is not reasonably practicable for Mango to do so).
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16 Subject always to clause 17 below, the Company can terminate your employment as follows.

(a) by giving no notice during the first month of your employment.

(b) by giving one week’s notice during the first two years of your employment.

(c) thereafter, by giving one week’s notice for each complete year of service up to a maximum of
12 weeks’.

17 During the first four years of your employment, you are required to give the Company one month’s
written notice to terminate your employment. After that, you must provide one week’s notice for each
completed year of service up to a maximum of 12 weeks’.

18 Company is entitled to terminate your employment by summary notice in writing in certain

circumstances, as specified in the Employee Handbook. Any delay by the Company in exercising
such right of termination does not waive its right to do this. The Company may, in its discretion,
terminate your employment with immediate effect and make a payment of basic salary in lieu of
notice. You will not be entitled to any pay in lieu if the Company would have been entitled to terminate
your employment on grounds of gross misconduct in accordance with clause 20.2 of the Employee
Handbook and in such circumstances the Company will be entitled to recover any payment in lieu
already made.

19 If there is a reduction in work, the Company may temporarily lay you off without pay or reduce your
working hours and your pay proportionately on giving one week's notice in writing. Depending on the
circumstances you may have a statutory right to a guarantee payment.

20 The Company reserves the right to make deductions from your salary in respect of any amounts
owing by you including but not limited to any financial loss incurred by reason of you failing to work
out your contractual notice period, any holiday taken in excess of your entitlement etc. Please note
that by signing this agreement you are consenting to such deductions being made.

21 There are no collective agreements directly affecting the terms and conditions of your employment.

22 The contract shall be interpreted and construed in accordance with the laws of England and
governed by the jurisdiction of the English Courts.

23 BASIC INFORMATION REGARDING DATA PROTECTION. DATA CONTROLLER: The Company

PURPOSE: Management, performance, fulfilment, follow-up and monitoring of the employment
relationship in the employment contract. AUTHORISATION: Performance of the employment
contract and compliance with legal obligations. ADDRESSEES: MANGO Group companies, Public
Authorities and Bodies, and companies responsible for data processing. International transfers of
data may also occur. Rights: Access, rectify or delete the data, in addition to other rights, in
accordance with the additional Information. ADDITIONAL INFORMATION: You may consult more
detailed information on the data protection policy in the annex to the present employment contract.

Signed by Anabel Alvarez Ingles

for MNG-Mango UK Ltd

on …21/10/2019
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ACCEPTANCE BY THE EMPLOYEE:

I acknowledge receipt of my contract of employment with MNG-Mango UK Ltd dated 21/10/2019 of which this
is a copy and I agree to abide by the terms and conditions of my employment set out in the contract.

This will acknowledge that I have read the MNG MANGO UK LTD Employee Handbook and that I will
familiarize myself with its contents. I understand that this handbook represents the current policies,
regulations, and Company benefits.

MY SIGNATURE BELOW ATTESTS TO THE FACT THAT I HAVE READ AND UNDERSTAND THE
CONTENTS OF THE COMPANY STAFF HANDBOOK.
DO NOT SIGN UNTIL YOU HAVE READ THE ABOVE ACKNOWLEDGMENT AND AGREEMENT.

CRISTIANA COZMA

Signature-Firma:

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Date ..… 21/10/2019

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PRIVACY POLICY FOR THE PROTECTION OF EMPLOYEE DATA BY THE COMPANY

1. This privacy policy applies exclusively to the employees of the Company. Data Controller for the
processing of personal data

The data controller for the processing of the personal data of the employee is MNG MANGO UK LTD.
(“MANGO” or “the Company”), with Corporate Tax ID number GB818295406. The contact details of the
controller are as follows: 4th Floor, Imperial House, 8 Kean Street, London WC2B 4AS. E-mail:
rgpdemployee@mango.com. The employee is also informed that the Company has appointed a Data
Protection Officer to deal with any issue relating to the processing of his/her personal data. The employee
may contact the Data Protection Officer of MANGO at the following e-mail address: dpo@mango.com.
2. Categories of personal data

Personal data is any information which allows identifying the employee. The Company collects and
processes the following personal data of the employee:
- Name and surname
- Home address
- Phone number
- Copy of passport , identity card and/or driving license,
- Copy of visa (in case of employees from outside EU)
- Birth date
- National Insurance Number (NIN)
- Marital status/Dependents
- Bank details
- Gender
- E-mail address
- Next of kin (name and phone number)
- Payroll Records and tax status information
- Salary, annual leave, pension and benefits information
- Start date(s) of job roles
- Location of employment or workplace
- Recruitment information (including copies of right to work documentation, references and other
information included in a CV or cover letter or as part of the application process)
- Employment records (including job titles, work history, working hours, training records and
professional memberships)
- Salary/payments history
- Performance information
- Disciplinary and grievance information
- CCTV footage and other information obtained through electronic means such as telephone
recordings, email usage data, internet usage data and swipecard records
- Information about your use of our information and communications systems
- Photographs.

All personal data are collected directly from the employee.

3. Special categories of personal data

Special category data refers to any data which is sensitive and is subject to additional rules and
requirements. Special category data may include information regarding: Criminal convictions and offences,
race, ethnicity, religious or philosophical beliefs, political opinions, sexual orientation, trade union membership
and information about your health, genetic and biometric data.
The Company does not collect any special category data of the employee. Please kindly do not provide us
with such data.
However, if we would be required by law to request any special category data from you, we will provide you
with a reasonable explanation as to the nature and purpose for this request and obtain your consent.
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4. Purpose and lawful basis of the processing of personal data

In general terms, the personal data of the employee collected and obtained at the moment of
commencement of the employment relationship, in addition to those which may be provided during the
performance, fulfilment, follow-up and monitoring of the same, shall be processed by the Company for the
purpose of performance the employment contract. In this regard, the employee is obliged to provide the data
required by the Company. For the cases in which it is applicable, it will not be possible to formalise the
employment contract if they are not provided.
Furthermore, the Company, in general terms, will process the data of its employees for the fulfilment of any
other legal obligations that may be derived from the fulfilment of the current legislation and any Collective
Bargaining Agreements that apply, with particular regard to employment, tax and Social Security.
In addition, the Company may process certain data of the employee based on the legitimate interest of the
former, provided such interests take precedence over the basic rights and freedoms of the interested party
required for the protection of personal data.
Finally, certain employee data will be processed if the employee has given his/her prior consent to the same,
under the terms set out below.
Authorisation. Purpose. What is the data being processed for?
Lawful basis for the
processing.
Formalisation and management of the employment relationship, via
electronic means or otherwise.
Management of the professional development, monitoring of working
hours, conducting of periodic performance appraisals, and reporting
and drafting of the corresponding reports. In addition, management of
the workplace environment questionnaire and other actions to evaluate
the degree of satisfaction of the employee with the Company.
When applicable, management of access to the Intranet and workplace
e-mail by the employee, including the registration and maintenance of
his/her account, and the changes to the employee profile made by the
latter. The creation of the employee profile on the Intranet of the
Company implies the possibility of access to the data of said profile by
Performance of the other employees (identification and contact data, and photograph).
employment contract
Control and verification of correct use of the company resources made
available to the employee and/or facilities in which they carry out their
work duties, which involves the implementation of control measures to
this effect, in accordance with the IT Systems User Regulations,
available on the company's Intranet. Said control measures may
include monitoring the use of the networks and systems.
Allow and manage access to flexible payment systems, company
benefits, internal promotions and advantageous conditions offered to
the employee. Access to third-party products or services under
advantageous conditions may, on occasions, involve the transfer of the
data of employees who request goods and services from third-party
suppliers of the same, for the sole purpose of dealing with said request.

Offering, execution and monitoring of training activities or courses, both

mandatory and voluntary, in addition to training requested by the
employee. In addition, analysis of the professional profile of the
employee.

Management of internal equipment and software services, such as

requests for equipment, management of licences, detection of
anomalies, distribution of Apps.
Management, among others, of the review of expenditure and when
applicable, contrasting expenditure with the insurance of the Company
credit card.
Management of travel reservations or business trips (transport,
accommodation, etc.) and, wherever applicable, leased vehicles.
When applicable, management of access, via card and/or fingerprint, to
the Company premises, by company employees or third parties.
In the case of store personnel, management of incidents in stores, with
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the involvement of the employee or otherwise, IT attention to the user

and management and resolution of incidents (blocked passwords, etc.).
Wherever applicable, management of the formalisation of official
documents such as powers before public notaries.
Management of administrative, fiscal and accounting activities derived
from the relationship with the employee, including the management of
payroll and advanced payments, the charging of penalties to the
payroll, the application of conciliation and workplace equality measures
such as the reduction in the working day, leave of absence, suspension
or any form of retirement, and income tax withholding certificates, in
addition to acts of representation before official bodies, including Social
Security, Employment authorities, ,Work Inspection, etc.
Compliance, within the framework of the employment relationship, of
the occupational risk prevention legislation and compliance with
legislation on rights for persons with disabilities and their social
inclusion. Drafting of studies and the internal monitoring and control of
absenteeism. Formalisation of group insurance policies which,
wherever applicable, is contracted in compliance with the employment
legislation and applicable collective bargaining agreements. In addition,
the execution of medical check-ups, voluntary or otherwise, and the
issue of protective personal equipment, the management of medical
Fulfilment of a legal assistance and investigation services in the case of workplace
obligation accidents.

All the above may involve the processing of the health data necessary
for the same, and data relating to the percentage of incapacity (own or
of family members) which an employee may disclose to the Company
in order to make the necessary deductions of income tax and other
actions in benefit of the latter.
Recording and monitoring of images captured by video surveillance
cameras, managed by the Company or by a supplier, located on the
premises of the Company, for the purpose of investigation and the
possible issue of investigation reports.
Management of the internal channel of reports on unlawful activities
committed within the Company in order to undertake the appropriate
investigations. This system allows the employees to report certain
behaviour, actions or facts that may constitute violations of the internal
regulations of the Company or other unlawful activities. Wherever
applicable, said reports may contain information on the employee.
Management of the signing of safe development regulations and
monitoring compliance with the same.
Fulfilment of any other legal obligations that may be owed by the
Company for the fulfilment of the current legislation and any Collective
Bargaining Agreements that apply.
Carry out reporting of the personnel of Mango Group subsidiaries.
Management of the employment relationship of external employees in
the Company, validation of employment contracts formalised with
Temporary Employment Agencies, conducting quality inspections on
external employees.
Management of quality control and other inspections.
Management and coordination of access on the part of the employee to
corporate events and activities outside the workplace organised by the
Company. The holding of such activities may result in the compilation
of image and/or voice data voluntarily provided by the employee, in
order to carry out acts of dissemination in the various corporate
communication media, the Internet channels of the Company and the
social media managed by the same.
When applicable, management of the catering service.
Management of data protection rights and other complaints and
suggestions.
When applicable, management of the sending of rewards or gifts to the
Consent of the interested employee, as well as sending of birthday and work anniversary
party greetings in the Company via the personal e-mail address of the
employee.
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Publication on the Internet or sending to the e-mail addresses of

employees of videos and/or images of employees talking about their
experience in the Company, in projects, events or activities organised
by the Company or in which it has participated.
Wherever applicable, inclusion of identification data (name, surname(s)
and store location) of employees who are managers in welcome e-mail
messages to new employees, so that the same are able to identify
them. In cases where the prior consent of the management employee
has been obtained, said e-mail messages will include their photograph
for the purpose of their identification.
Management of the participation in and execution of voluntary social
actions such as activities, acts, visits to training schools, donations, etc.
Sending of the updated list of Employees to the various Human
Resources teams of Mango Group companies.
Holding of outgoing interviews, by telephone or e-mail.
Legitimate interest Sending of newsletters to employees promoting the internal campaigns
of the Company.
Publication on the Internet or sending to the e-mail addresses of
employees of videos and/or images of employees talking about their
experience in the Company, in projects, events or activities organised
by the Company or in which it has participated.

5. Period of conservation of the personal data

The personal data of the employee shall be conserved while the employment relationship remains in force
and, once terminated, shall be blocked until the applicable statute of limitations period has expired.
The personal data of the employee obtained through their consent shall be conserved until said consent is
withdrawn, and from this moment shall be blocked until the applicable statute of limitations period has
expired.
In cases where this is no obligation to conserve the data, the same shall be conserved until the owner
requests their elimination or the purpose for which they were collected expires, whichever circumstance
occurs first.
6. Third parties we share your personal data with

The Company may communicate data to the following entities:

- Public administrations, such as public authorities and bodies and trade union organisations,
whenever the current legislation so requires, with particular regard to employment, tax and Social
Security.
- Suppliers of services which the Company contracts or may contract and which have the status of
data processor, such as:
o Private health insurance companies and external medical services, for the purpose of
conducting health monitoring services of employees and occupational risk prevention.
o Insurance brokers and companies with which voluntary insurance is or has been contracted
or group insurance which must be contracted in compliance with the current legislation
and/or applicable Collective Bargaining Agreements, in addition to those derived from
systems of flexible remuneration, company benefits and advantageous conditions offered to
employees.
o Banks with which payroll payments are managed, and solely for this purpose.
o External training organisations with which services related the training of personnel of the
Company is or has been contracted.
o Travel agencies, airline companies, hotels and vehicle hire companies for the management
of reservations and the payment of expenses incurred.
o Entities responsible for the management and/or security of the building in which the
Company is located, said management including, among others, control of access to the
building and/or car park via the use of data processing systems or additional services such
as couriers.
o Management and/or recipient companies of social actions, such as donations, activities, etc.
o Service provider companies of various types such as IT services, network data storage
services, services related to Company communication with its clients, etc.
o Suppliers of goods or services related to the flexible remuneration plan, or those which offer
advantageous conditions for employees.
o Legal or employment advisory services.
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- Other Mango Group companies, for the purposes of internal administration and management of the
employment contract.

International transfers of data may also occur in cases where the recipient companies are located outside the
European Economic Area In such case, the Company shall use the Standard Contractual Clauses adapted
by the European Commission and the EU-US Privacy Shield as a guarantee of transfers to European
Commission non-compliant countries. In all cases, third parties with whom the Company shares certain
personal data will have previously accredited the adoption of suitable technical and organisational measures
for the correct protection of the same.

7. The rights of the employee

The employee may exercise before the Company his/her rights of access, rectification, cancellation,
opposition, restricted processing and data portability in cases and with the scope established in the applicable
legislation at any moment. Further, the employee is entitled to lodge a complaint with ….
To exercise said rights, the employee may contact the Company via any of the following channels:
- Sending an ordinary letter, enclosing a photocopy of your National ID card or equivalent document
and indicating what right you wish to exercise and with regard to which processing, to the following
address: : 4th Floor, Imperial House, 8 Kean Street, London WC2B 4AS, marked for the attention
of the Personnel Dept.

- Before the Data Protection Officer of the Company.

- Sending an e-mail message, attaching a photocopy of your National ID card or equivalent document
and indicating what right you wish to exercise and with regard to which processing, to the following
address: rgpdemployee@mango.com.

CRISTIANA COZMA

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Date: 21/10/2019