Selection Criteria for Redundancy

Selection for Redundancy


An employer must use a process for redundancy that can be applied equally with fair and objective criteria. This should be based on evidence rather than just deciding who is to be dismissed or which discriminates against an employee for reasons which include age, race or gender.

An employer may have pre-agreed criteria with a trade union or a procedure used in the past which should be followed in the event of redundancy. Criteria details may be present in the employment handbook however there may not be a need for a selection process if e.g. an operation in a company is to close and all employees are to be made redundant.

Methods of redundancy can include employers asking employees to reapply for their positions or a point scoring system.

As long as it’s fair, your employer can choose the criteria for redundancy and may include:

• Employees volunteering for redundancy
• Skills, qualifications and experience and appraisal marks
• Disciplinary records (providing the information is up to date)


Unfair Dismissal and Selection for Redundancy


If you have been selected for redundancy for a reason which is considered unfair, you can appeal your employers’ decision. There are many reasons which can be seen as an unfair dismissal including working part time, being a fixed term worker, you’re disabled or reasons relating to maternity/paternity leave and you can challenge the redundancy with the Employment Tribunal (Industrial Tribunal in Northern Ireland).

For more information about selection criteria and a full list of unfair reasons