Question 1

How is redundancy selection actually carried out?

Accepted Answer

Through a defined process — identifying a **pool**, applying **objective criteria**, scoring individuals, and consulting — and the fairness of each step is exactly what a tribunal examines if the dismissal is challenged.

**The sequence:**

**Establish that a genuine redundancy situation exists** — the business is closing, a workplace is closing, or the requirement for employees to do work of a particular kind has diminished. **Redundancy attaches to the role, not the person**, which is why "making someone redundant" for performance reasons is unlawful and frequently exposed.

**Define the pool.** Which employees are at risk. This is the most commonly disputed step: a pool of one, drawn narrowly around a particular person, attracts close scrutiny. The employer must be able to explain why the pool was drawn where it was.

**Apply selection criteria**, which must be objective, measurable and applied consistently — typically skills and qualifications, performance against recorded evidence, disciplinary record, and sometimes attendance.

**Score and rank**, ideally by more than one assessor.

**Consult individually**, sharing scores and allowing challenge. Collective consultation obligations apply above threshold numbers, with minimum periods.

**Search for suitable alternative employment**, across the organisation, not only the immediate team.

**Notify and pay** — notice, statutory redundancy pay where qualifying, accrued holiday and any contractual enhancement.

**The criteria that create risk:** anything tied to a protected characteristic; **attendance records including disability or pregnancy-related absence**; last in, first out used alone, which can be indirectly age discriminatory; and subjective judgement without evidence.

**What employees should do:** ask for the pool rationale and your scores; challenge factual errors in writing with evidence; ask what alternative roles exist and put yourself forward; check whether the consultation period and process were followed; and take advice before signing a settlement agreement, which requires independent legal advice to be binding.

**Special protection** applies to employees on maternity and certain family leave, who must be offered suitable alternative vacancies ahead of others.

UK-focused. General information, not legal advice.

Question 2

What is the difference between redundancy and dismissal?

Accepted Answer

Redundancy is a dismissal for a specific reason: the job is no longer needed. Dismissal generally refers to termination for a reason relating to you — conduct, capability, or another substantial

Question 3

What happens at a redundancy consultation?

Accepted Answer

A process an employer must follow before dismissing for redundancy — and consultation must be genuine and happen while proposals are still capable of being influenced, which is the requirement most

Question 4

What is a job evaluation scheme?

Accepted Answer

A structured method for determining the relative size of jobs within an organisation, so that pay can be set on a consistent basis rather than through individual negotiation — and it is the main

Question 5

What is a performance improvement plan?

Accepted Answer

A performance improvement plan (PIP) is a formal, documented process setting out where an employee's performance falls short, what improvement is required, over what period, and with what support.

Question 6

How does an employment tribunal claim work?

Accepted Answer

A specialist tribunal hearing claims about employment rights — less formal than a court, with its own procedure, and governed by very short time limits that end more claims than any argument about

Question 7

How does a disciplinary procedure actually work?

Accepted Answer

Through a defined process that an employer must follow to act fairly — and the process matters as much as the substance, because a dismissal for a genuinely good reason can still be unfair if the

Related Questions