Unfair selection process for redundancy?

Hi,
Please could you give me some advice.
I have been through a selection process for redundancy and I have been informed that I am at risk of redundancy.
The criteria for the selection was based on our substantive roles, however, I believe that I have been unfairly selected.
My job descriptions was 2 1/2 years out of date when it was used to check me against the new position so it did not reflect the activities that I am currently doing. Other members of staff were allowed to get their job descriptions up to date before this process took place and they were involved in creating the new job descriptions for the new structure. I was not given the opportunity to do either and the activities that I have been doing recently would have put me in a good position for some of the roles.
To add to this, a new head of service and a new line manager made these decisions and therefore do not have information on all of the work that I have completed.
I have asked the HR department for the job descriptions of the roles that I believe I should have been given the opportunity for an interview for but some I have been refused as they informed me that the positions have been filled.
I am at the consultation stage of the process and I wanted this information along with my job descriptions to form my case. Please could you advise me on where I stand legally and how I should approach this situation.
Just to add that I am being given too much work at the moment, but I am working through my lunches and working late to ensure that I can meet all of my deadlines and still provide quality work. I have always had good feedback on the work that I have completed and all of my appraisals and one to one sessions have been positive, so I do not feel that it is down to my performance.
Your advice would be greatly appreciated. Thanks

I am sorry but why are you furtling around with job descriptions - which are not legally enforceable documents anyway.You already have the grounds of your appeal - that your job description did not accurately reflect your current role and that you were not allowed to up date it when others were, and this unfairly disdvantages you because the pooling for posts was based on the job descriptions. You don't need other job descriptions for those grounds, and you don't need to prove whether you did or didn't meet the criteria for the pools - the process used for others was different from the process used for you and the process was therfeore unfair and was not objective.

Thank you very much for your advice, I have booked my appeal meeting
Sorry I just thought, would I need any evidence of this or do I not need it as the company know the process or lack of process that they
have undertaken?

Well proof of what you are saying generally helps. A tribunal, should it come to that, are certainly hhighly unlikley just to take your word for it!