Redundancy Selection Criteria: Fair Process Template and Guide

Redundancy selection is one of the highest-risk processes in UK employment law. If your selection criteria are unfair, discriminatory, or inconsistently applied, you face unfair dismissal claims from every employee selected — and potentially discrimination claims on top. Getting the process right is not optional.

This guide covers how to design legally defensible selection criteria, the scoring process, common mistakes that lead to tribunal claims, and a free downloadable scoring matrix template.

When selection criteria are needed

Selection criteria are required whenever you are making redundancies from a pool of employees who do similar work. If you are closing a unique role with only one person in it, selection is straightforward — the redundancy applies to that role. But whenever there is a pool of employees doing comparable work and only some positions are being eliminated, you must apply objective selection criteria to determine who is selected.

Designing fair selection criteria

Fair selection criteria share three characteristics: they are objective (based on measurable data, not subjective opinions), they are non-discriminatory (they do not directly or indirectly disadvantage people with protected characteristics), and they are consistently applied (every employee in the pool is assessed against the same criteria by the same assessors).

Commonly used criteria

Building a scoring matrix

The scoring matrix is the practical tool you use to assess each employee against your criteria. Each criterion should have a clear scoring scale with defined descriptors for each level.

Example scoring framework

Use a 1-5 scale for each criterion:

5 — Exceptional: Consistently exceeds requirements across all areas 4 — Strong: Regularly exceeds requirements in most areas 3 — Competent: Meets all requirements reliably 2 — Developing: Meets most requirements but with gaps 1 — Below expectations: Significant improvement needed

Weight each criterion according to business importance. For example, if technical skills are critical to the surviving roles, weight them at 30%. If flexibility is less important, weight it at 10%.

Who should do the scoring

Ideally, two assessors should score each employee independently, then compare and reconcile their scores. This reduces the risk of individual bias and demonstrates fairness. At minimum, the scoring should not be done solely by the immediate line manager — involve at least one other person who has knowledge of the employees' work.

Document the rationale for every score. A number without a written explanation is indefensible at tribunal. For each criterion and each employee, record the specific evidence that supports the score given.

The consultation process

Fair selection cannot happen without meaningful consultation. Under UK law, you must consult with affected employees individually and, where 20 or more redundancies are proposed within 90 days at one establishment, collectively with employee representatives.

Individual consultation

Each employee in the pool must be consulted individually. During consultation, explain the redundancy situation and business rationale, share the proposed selection criteria and scoring methodology (before scoring takes place), give employees the opportunity to comment on the criteria and suggest alternatives, share provisional scores and allow employees to challenge or provide additional evidence, and discuss alternatives to redundancy for those provisionally selected.

Collective consultation

If proposing 20-99 redundancies, consultation must begin at least 30 days before the first dismissal takes effect. For 100 or more redundancies, the minimum is 45 days. You must also notify the Secretary of State using form HR1.

See our redundancy process guide for the full procedural requirements.

Common mistakes that lose tribunals

Predetermination — Deciding who to select before the process begins, then designing criteria to justify the decision. Tribunals are skilled at identifying reverse-engineered selection processes.

Inconsistent scoring — Applying different standards to different employees, or failing to document the evidence behind scores. If one employee's attendance is counted but another's is not, the process is unfair.

Failing to consider alternatives — You must genuinely consider alternatives to redundancy for selected employees, including redeployment to other roles, reduced hours, and retraining. A token offer of one unsuitable role is not sufficient.

Ignoring protected characteristics — Selection criteria that disproportionately affect employees with protected characteristics (age, disability, sex, pregnancy) without objective justification are indirectly discriminatory.

Inadequate consultation — Consultation that is a formality rather than a genuine exchange of views. If you cannot show that employee feedback was considered and, where appropriate, acted upon, the process is procedurally unfair.

For guidance on conducting fair appraisals that can support redundancy scoring, see our staff appraisal template guide.

After selection: next steps

Once scores are finalised after consultation, notify selected employees in writing. Confirm their right to appeal and the process for doing so. Calculate statutory redundancy pay (based on age, length of service, and weekly pay capped at £700 for 2025/26). Process the final payroll including notice pay, accrued holiday pay, and any contractual redundancy payment. Issue P45s promptly.

Use our Payroll Tax Calculator to verify final pay calculations and see our employment contract essentials guide for notice period requirements.

Key takeaways

Fair redundancy selection requires objective, non-discriminatory criteria applied consistently across a properly defined pool. Use a weighted scoring matrix with documented evidence for every score, involve at least two assessors, and share provisional scores during genuine consultation. The most common reasons employers lose redundancy tribunals are predetermination, inconsistent scoring, and inadequate consultation — all of which are avoidable with proper process. Download our free scoring matrix template above, and use our Compliance Audit to check your redundancy process meets current requirements.