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.