Fair Redundancy Selection and Exploring Alternatives to Dismissal
- Uncategorized
- 21st Sep 2025
Fair Selection Employers must apply redundancy selection criteria that are objective, measurable, and non-discriminatory. Common fair criteria include: Attendance records (excluding disability or maternity absences) Efficiency or performance records Experience or skills Length of service Employers should use scoring systems and panels to ensure decisions are consistent and transparent. Detailed records must be kept to […]
By Amy Jefferson
mlplaw
Fair Selection
Employers must apply redundancy selection criteria that are objective, measurable, and non-discriminatory.
Common fair criteria include:
- Attendance records (excluding disability or maternity absences)
- Efficiency or performance records
- Experience or skills
- Length of service
Employers should use scoring systems and panels to ensure decisions are consistent and transparent. Detailed records must be kept to defend the process if challenged.
Tribunals will check that the criteria fall within the range of reasonable responses. Arbitrary decisions or subjective judgements may be ruled unfair.
Exploring Alternatives
Employers must also consider alternatives to redundancy. Options include:
- Redeployment to other roles within the business
- Voluntary redundancy with enhanced payments
- Reducing hours or changing working patterns
- “Bumping”, where another employee is displaced to create a vacancy
Employees should be consulted on these options and given the chance to express their views.
Conclusion
Redundancy should be the last resort. By using fair criteria and considering alternatives, employers show that they have taken all reasonable steps before deciding on compulsory dismissal.
About the expert
Amy Jefferson
Paralegal - Employment Law
Following the completion of her undergraduate degree in Law, Amy started her legal career at a trade union law firm based in Sheffield in September 2022.
Amy’s interest in legal practice began following a series of trips to the Manchester Crown Court public gallery with her Grandad. What started as a few day trips sparked a real interest in legal practice and a few years later she undertook work experience with a high street firm in Bramhall specialising in employment law.
This area was further explored during university by studying an elective module in employment law and completing a part time work placement in employment law alongside studies in her final year. After university, looking to explore her options she began working in personal injury. However, quickly missing the pace and range of employment law, she returned to the area and has found the work to be meaningful and rewarding.
In her spare time, Amy likes to attend live music events and go for walks in the Peak District.
Arrange an appointemnt
Let’s start by getting to know you and your business - either on the phone or in person. Complete the form below and we’ll be in touch shortly.
