|The Redundancy Process|
|Choosing the People|
|Normal Payment Practice|
|Keeping Up Morale|
You have wide scope to choose whatever selection criteria suits your business needs. Your choice will not be challenged by an employment tribunal unless it is unreasonable or discriminatory. But you must be able to show the criteria were applied fairly and consistently.
4.1 One common, traditional approach is LIFO (last in, first out).
4.2 Selection could be based on skill levels, experience or attendance records.
4.3 Selection could be based on performance, but only if objective measures exist (perhaps through an existing appraisal system).
4.4 Selection must not be based on discrimination by gender, age, race, disability, gender reassignment, marital or civil partnership status, pregnancy or recent childbirth, sexual orientation, religion, philosophical belief, membership or non-membership of a trade union, or employment status.
4.5 It is illegal to single a person out for redundancy because of participation in activities as an employee representative. These activities might include: