Editor's message: Where there is a pool of potentially redundant employees, the criteria that employers use to select employees for redundancy is critical. Employers should draw up fair, relevant, transparent and non-discriminatory selection criteria. The criteria should be objective and avoid being based solely on personal opinion.
Redundancy selection criteria that employers commonly use are: measurable levels of skills and competencies; assessments of past performance; and disciplinary record.
Employers need to be acutely aware of the dangers of including potentially discriminatory redundancy selection criteria. While employees' attendance record can be used as one of the measurements, employers must take into account the reason for absences. A failure to discount absences related to, for example, disability or pregnancy is likely to be discriminatory.
Stephen Simpson, principal employment law editor
HR and legal information and guidance relating to redundancy selection criteria.