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NOVA

Employee Policy Handbook

Version 1.0 | March 2026

Nova Ltd

Registered in Ireland | CRO No. 654321

10 Grand Canal Dock, Dublin 2, D02 XY12

hr@nova.ie | www.nova.ie

Document Information

Company	Nova Ltd
Document Title	Employee Policy Handbook
Version	1.0
Effective Date	1 March 2026
Review Date	1 March 2027
Document Owner	Head of Human Resources
Approved By	Chief Executive Officer
Jurisdiction	Republic of Ireland

This handbook applies to all employees of Nova Ltd, including full-time, part-time, and fixed-term contract employees. It does not form part of your contract of employment but is intended to provide guidance on Nova's policies and procedures.

1. Introduction & Company Values

Welcome to Nova Ltd. We are a technology and services company headquartered in Dublin, Ireland. Our mission is to deliver innovative solutions that create lasting value for our clients, employees, and communities.

1.1 Our Values

Integrity: We act with honesty and transparency in everything we do.
Innovation: We encourage curiosity and creative thinking at every level.
Inclusion: We foster a workplace where everyone feels respected and valued.
Excellence: We hold ourselves to high standards in our work and conduct.
Wellbeing: We care about the health and happiness of our people.

1.2 Scope

This handbook applies to all employees of Nova Ltd working in the Republic of Ireland. It should be read in conjunction with your individual Contract of Employment and any applicable collective agreements.

2. Employment Conditions

2.1 Working Hours

Standard working hours at Nova are 9:00am to 5:30pm, Monday to Friday, with a 30-minute unpaid lunch break, equating to 37.5 hours per week. Nova operates a flexible working policy; please discuss arrangements with your line manager.

In accordance with the Organisation of Working Time Act 1997, employees shall not work more than 48 hours per week on average over a 4-month reference period.

2.2 Probationary Period

All new employees serve a probationary period of 6 months. Performance and conduct will be reviewed at 3 and 6 months. Nova reserves the right to extend the probationary period by up to 3 additional months where warranted.

2.3 Classification of Employment

Full-Time Permanent: 37.5 hours per week, indefinite contract.
Part-Time: Less than 37.5 hours per week. Rights protected under the Protection of Employees (Part-Time Work) Act 2001.
Fixed-Term: Employed for a specified duration. Rights protected under the Protection of Employees (Fixed-Term Work) Act 2003.

3. Leave Entitlements

3.1 Annual Leave

Employees are entitled to a minimum of 20 days paid annual leave per year (pro-rated for part-time employees), in accordance with the Organisation of Working Time Act 1997. Nova provides 25 days per year to full-time employees. Leave must be approved in advance by your line manager.

3.2 Public Holidays

Employees are entitled to benefit from all 10 Irish public holidays each year. Where an employee is required to work on a public holiday, they are entitled to a paid day off, an additional day of annual leave, or an additional day's pay.

3.3 Sick Leave

From 1 January 2024, under the Sick Leave Act 2022, employees are entitled to statutory sick pay for up to 5 days per year (rising progressively under legislation). Nova supplements this with an enhanced sick pay scheme: employees receive full pay for up to 15 days per rolling 12-month period, subject to a medical certificate for absences of 3 or more consecutive days.

3.4 Maternity Leave

Employees are entitled to 26 weeks of maternity leave, with the right to an additional 16 weeks of unpaid maternity leave, in accordance with the Maternity Protection Acts 1994 and 2004. Employees should notify HR and their line manager at least 4 weeks before the intended start of leave.

3.5 Paternity Leave

Employees are entitled to 2 weeks of paternity leave following the birth or adoption of a child, in accordance with the Paternity Leave and Benefit Act 2016.

3.6 Parental Leave

Employees with at least one year of service are entitled to 26 weeks of unpaid parental leave per child up to age 12, under the Parental Leave Acts 1998 to 2019.

3.7 Force Majeure Leave

Employees are entitled to paid force majeure leave of up to 3 days in any 12-month period (maximum 5 days in 36 months) where the immediate presence of the employee is required due to urgent family illness or injury.

4. Equality, Diversity & Inclusion

Nova is committed to providing equal opportunities in employment. We do not discriminate on any of the 9 grounds protected under the Employment Equality Acts 1998-2015:

Gender
Civil status
Family status
Age
Disability
Race
Sexual orientation
Religion
Membership of the Traveller Community

Any employee who believes they have been subjected to discrimination, harassment, or victimisation should report this to HR or use the Grievance Procedure outlined in Section 9.

5. Remote & Hybrid Working

Nova supports flexible and hybrid working arrangements. Employees may apply to work remotely for some or all of their working week, subject to business needs and line manager approval, in line with the Right to Request Remote Work Act 2024.

5.1 Eligibility

Minimum 6 months of continuous service.
Role is deemed suitable for remote working.
Employee has a safe and suitable home working environment.

5.2 Employee Responsibilities When Working Remotely

Maintain availability during core hours (10:00am-4:00pm).
Ensure data security and confidentiality standards are upheld.
Use company-approved equipment and secure VPN connections.
Report any health and safety concerns at the remote work location.

6. Health & Safety

Nova is committed to providing a safe and healthy working environment for all employees, in accordance with the Safety, Health and Welfare at Work Act 2005 and associated regulations.

6.1 Employee Responsibilities

Take reasonable care of their own safety and that of others.
Comply with all Nova safety policies and procedures.
Report accidents, injuries, or near-misses to their line manager and HR immediately.
Not engage in conduct that endangers themselves or others.

6.2 Mental Health & Wellbeing

Nova recognises the importance of mental health. We offer an Employee Assistance Programme (EAP) providing confidential counselling and support services, available to all employees and their immediate family members at no cost.

7. Data Protection

Nova processes employee personal data in accordance with the General Data Protection Regulation (GDPR) and the Data Protection Acts 1988-2018. Employee data is collected and processed only for legitimate employment purposes and is not shared with third parties without consent, except where required by law.

Employees have the right to access their personal data held by Nova. Requests should be directed to the Data Protection Officer at dpo@nova.ie.

8. Code of Conduct

All Nova employees are expected to maintain professional standards of conduct. This includes:

Acting with integrity and honesty in all dealings.
Treating colleagues, clients, and partners with courtesy and respect.
Protecting confidential company and client information.
Using company resources (IT systems, equipment, expenses) responsibly and only for legitimate business purposes.
Complying with all applicable laws, regulations, and company policies.
Reporting any suspected breaches of this Code to your line manager or HR.

8.1 Social Media

Employees must not post content that is defamatory, discriminatory, or that could bring Nova into disrepute. Confidential company or client information must never be shared on social media platforms.

9. Grievance Procedure

Nova is committed to resolving workplace grievances promptly and fairly. Employees who have a complaint or concern about their employment should follow the steps below:

Step	Action
Step 1 - Informal Resolution	Raise the matter informally with your line manager. Most issues can be resolved at this stage.
Step 2 - Formal Grievance	If unresolved, submit a written grievance to HR. A formal meeting will be arranged within 5 working days.
Step 3 - Appeal	If dissatisfied with the outcome, you may appeal in writing to a senior manager within 5 working days of receiving the decision.
Step 4 - External	If the matter remains unresolved, employees may refer the matter to the Workplace Relations Commission (WRC).

10. Disciplinary Procedure

Where performance or conduct concerns arise, Nova will follow a fair and transparent disciplinary process in line with the WRC Code of Practice on Grievance and Disciplinary Procedures (S.I. No. 146 of 2000).

10.1 Stages of Disciplinary Action

Stage 1 - Verbal Warning: Recorded and remains on file for 6 months.
Stage 2 - Written Warning: Issued for more serious or repeated matters, remains on file for 12 months.
Stage 3 - Final Written Warning: Issued where previous warnings have not led to improvement.
Stage 4 - Dismissal: Only considered in cases of serious misconduct or failure to improve following prior warnings.

Examples of gross misconduct that may result in summary dismissal include: theft, fraud, assault, serious breach of data protection, and harassment.

11. Whistleblowing

Nova is committed to a culture of openness and accountability. Under the Protected Disclosures Acts 2014 to 2022, employees who reasonably believe wrongdoing is occurring are protected from penalisation for making a protected disclosure.

Reports can be made confidentially to the designated Protected Disclosures Officer at whistleblowing@nova.ie. All disclosures will be taken seriously and investigated appropriately.

12. Key Contacts

HR Department	hr@nova.ie \| 01 555 0100
Data Protection Officer	dpo@nova.ie
Protected Disclosures Officer	whistleblowing@nova.ie
Employee Assistance Programme	0800 111 222 (24/7, free & confidential)
Workplace Relations Commission	www.workplacerelations.ie \| 1800 80 80 90
Health & Safety Authority	www.hsa.ie \| 1890 289 389

Employee Acknowledgement

By signing below, I confirm that I have received, read, and understood the Nova Employee Policy Handbook (Version 1.0, March 2026). I agree to comply with the policies and procedures contained within it.

Full Name
Job Title
Department
Signature
Date

Please return a signed copy of this page to HR at hr@nova.ie within 5 working days of receipt.