# 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.