Is BALPA fit for purpose?
The OP asked the question if BALPA was fit for purpose.
BALPA is a labour union bound by the labour laws of the UK. BALPA is almost toothless when it comes to protecting its members because the labour laws of the UK make them toothless.
Can BALPA stop Flybe from doing it 'Saad's way' - no they can't, because until an employee has actually been dismissed, the union and employee can't claim unfair dismissal.
Does ignoring policy F mean a clean cut compensation claim for the employee - No. Because again the laws of the UK mean that just because its written in black and white doesn't mean it's legally binding. If the company can convince a judge that the policy is unworkable, unrealistic, unfit for purpose, and unfair to the greater workforce, then it could be deemed void.
Is policy F unfit for purpose - well Flybe needs drastic changes to survive, a turnaround within the constraints of policy F would bankrupt the company, doing nothing would bankrupt the company, not following policy F gives them a lifeline, a small gamble that if it went to court they wouldn't pay massive legal fees for unfair dismissal, however losing in court...... would bankrupt the company.
I honestly think that Flybe management are playing the only card they have left.
I have no dog in this fight, I left Flybe many moons ago. Just my 2 cents