How to choose and apply redundancy selection criteria
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- Understand the role of a redundancy selection matrix to carry out a scoring exercise for each employee in the redundancy pool.
- Check whether contractual redundancy selection criteria apply to the redundancy exercise.
- Ensure that, as far as possible, selection criteria are objective and measurable and not based on subjective opinion.
- Consider what skills and experience are most relevant for the job and ensure that the criteria reflect the requirements of the job.
- Consult employees on the selection criteria and scoring method.
- When assessing performance, where possible base scores on quantifiable factors such as sales figures or on recent appraisals and performance reviews.
- Be careful when using absence levels as a criterion. A failure to discount absences related to, for example, disability or maternity is likely to be discriminatory.
- Do not rely on "last in, first out" as the sole criterion for selection, as this is likely to be indirectly discriminatory on the grounds of age and potentially sex.
- Where possible, ensure that scores are moderated by more than one person to guard against bias.
- Make sure that employees identified as being at risk of redundancy are provided with their own score (as a minimum) and fully consulted on it prior to the final decision being made.