Redundancy Procedure
If any role deems it likely that work will be discontinued or deprioritised (for example due to a change in organisational strategy or lack of funds) such that a member will lose their membership or have their pay reduced, then the following process must be followed prior to the work being discontinued or deprioritised.
The role with the relevant awareness and authority must notify People & Culture.
Resourcer, or another equivalent role with authority for deciding which work is funded, must hold an individual consultation with the affected member(s)
During this consultation Resourcer must listen to the member's ideas and try to come to an agreement with them; however while Resourcer must seriously consider the member's ideas, they do not have to agree to any of them.
Topics discussed may include:
Ways to avoid or reduce redundancies
How people will be selected for redundancy
Any issues the member has with the process
Time off to look for a new role or training
How the organisation can restructure or plan for the future
In this meeting the affected member may bring a companion to provide support, observe and/or speak for them if needed.
If a member loses their membership in such a scenario, the organisation will pay them statutory redundancy payments as applicable.
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