This Redundancy Selection Matrix should be used by employers to carry out a
scoring exercise for each ‘at risk’ employee in a redundancy pool. In
choosing redundancy selection criteria, care should be taken to use
selection criteria that are as objective and measurable as possible.
Selection criteria have not been weighted in this redundancy section matrix
but employers may wish to introduce weighting if some factors are judged to
be more important than others. The list of selection criteria used in this
matrix is not exhaustive and employers may wish to include their own
criteria but, in choosing additional selection criteria, employers should
ensure that these are relevant and appropriate in the circumstances.
Employers must be careful to avoid automatically unfair reasons for
redundancy selection, such as:
· an employee's trade union membership or activities;
· health and safety activities;
· pregnancy and maternity leave; and
· making a protected disclosure (whistleblowing).
Similarly, employers must be careful to avoid any criteria that place an
individual at a disadvantage because of sex, race, disability, age,
religion or belief, sexual orientation, marital or civil partnership
status, pregnancy or maternity or gender.
Scoring should be carried out by at least one manager with direct knowledge
of the employee’s work. Ratings should be checked for consistency by
another manager or member of the HR team. Managers should keep written
records of the evidence for decisions made and ratings given e.g.
performance reviews and attendance records.