Now using these figures show where BA are taking a gamble. Just say 1200, but the actual head count is 2000 to go. I would imagine that they would be justified in reducing head count, due to the work not being there. But to then use SOSR to justify reducing the complement at the same time is pushing reasonableness.
As I said earlier, I cannot find both redundancy and SOSR used at the same time. If you then look at VR, then OK the head count will come down, but you still have the existing agreements on crew levels, so a 90 day notice on existing contracts will have to be served. You serve notice on a contract, then you are not using SOSR, therefore you leave yourself open to 1000's of unfair dismissal claims.