> For the complete documentation index, see [llms.txt](https://docs.contributionism.io/llms.txt). Markdown versions of documentation pages are available by appending `.md` to page URLs; this page is available as [Markdown](https://docs.contributionism.io/implementation-and-organisational-lifecycle/joining-leaving-retirement-and-inheritance.md).

# Joining, leaving, retirement and inheritance

An organisation’s contributors will change over time. Its rules should explain how these changes affect compensation and governance before a particular departure becomes contentious.

## **Joining**

A prospective contributor should receive information about:

* The role or contribution expected.
* Compensation.
* Governance eligibility.
* Existing historical claims.
* Leadership arrangements.
* Relevant risks.
* Participation duration.
* Departure rules.

This information helps the person understand both current benefits and obligations created before they joined.

## **Onboarding and eligibility**

A new contributor may need an onboarding period before voting on some matters. Any waiting period should be proportionate and clearly defined. The organisation should not use repeated temporary contracts or membership delays to obtain ongoing labour while permanently withholding participation in governance or compensation rights.

## **Voluntary departure**

Leaving normally ends eligibility for new rights based on future work. It should not automatically cancel earned pay, accrued distributions, existing financial claims or temporary participation rights that were agreed to survive departure. The agreement should identify which rights continue and for how long.

## **Dismissal**

Dismissal creates a particular risk of opportunism. An organisation might otherwise remove a contributor shortly before a bonus, eligibility threshold or distribution date. The rules should distinguish between the end of employment or participation, any allegations of misconduct, financial claims, governance eligibility and any lawful forfeiture provisions. A dismissal decision should not itself determine that all historical contributions have lost their value.

## **Retirement**

A retiring contributor may stop ordinary work while retaining accrued compensation, temporary compensation, governance and pension rights. Retirement should not automatically create permanent governance authority. Equally, the organisation should not rely on short participation windows as a substitute for appropriate retirement provision.

## **Temporary absence**

The organisation should address illness, parental leave, disability-related absence and other approved interruptions. Questions include:

* Does membership continue?
* Does voting eligibility continue?
* Are new participation units issued?
* Do existing rights continue expiring?
* Are alternative arrangements required?

These are different questions and need not have the same answer. Applicable employment and equality requirements remain important.

## **Death and inheritance**

Financial and governance rights should be treated separately. An estate may inherit amounts already owed, a transferable financial claim and any remaining temporary governance and compensation rights, if permitted.

Inheritance should not automatically restart the term of the right. Governance authority may end on death, transfer only under specified conditions or be handled through a separate succession process. The organisation should not assume that an heir is qualified to occupy a leadership role merely because they inherit a financial entitlement.

## **Incapacity**

Temporary or permanent incapacity may require an authorised representative to act for a contributor. The organisation should establish how representation is verified while respecting privacy and legal requirements. This differs from transferring the right to an unrelated buyer.

## **Departure statement**

A departing contributor should receive a statement identifying:

* Final current compensation.
* Outstanding obligations.
* Remaining participation rights.
* Expiry dates.
* Relevant contacts.
* Information access.
* Dispute procedures.

This reduces later uncertainty and helps preserve trust after active participation ends.