By Zeba Sayed and Stephen Chegwin
Managing a redundancy process is one of the most sensitive responsibilities HR teams face. To protect both your organisation and your employees, it’s essential to use a clear, objective, and well‑documented method for assessing roles at risk.
Our Redundancy selection matrix gives HR professionals a structured, transparent framework to score employees fairly and consistently—helping you navigate a complex process with confidence.
This practical tool supports your organisation in making evidence‑based decisions, reducing legal risk and maintaining trust throughout a challenging period of change.
In this resource, you will find:
- Example form wording and matrix structure
- Supporting guidance for using this matrix
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About the authors
Zeba Sayed
Senior Legal Editor, Brightmine
Zeba is a former practicing employment solicitor with more than 17 years’ experience in employment law.
Zeba joined Brightmine in 2017 and is a senior legal editor in the employment law and compliance team. In this role, she is responsible for content across Policies and procedures, Letters and forms and Contract clauses. She is also responsible for ensuring that allocated chapters of the employment law guide are kept updated. She has a special interest in the implications of AI in the employment field.
Zeba holds a degree in Law and completed her LPC at the College of Law in Chester. Prior to joining Brightmine, Zeba was an associate solicitor at Lyons Davidson Solicitors in the London office. She advised both individuals and employers on a wide range of contentious and non-contentious employment law matters and delivered training to clients nationally. Zeba has also worked in conjunction with Acas London to deliver training on their behalf. She is a member of the Employment Lawyers Association.
Connect with Zeba on LinkedIn.
Stephen Chegwin
Partner, Eversheds Sutherland
Stephen Chegwin is a Partner at Eversheds Sutherland. Stephen specialises in industrial relations/labour and employment law, acting primarily for global and large-scale employers, many of which are “household names”, in addition to specialist government departments. Stephen undertakes his own advocacy in the Employment Tribunals and at the Central Arbitration Committee, and has a special interest in trade union recognition and disputes, industrial action, collective bargaining, trade union rights, employment and civil litigation, large-scale reorganisations, collective redundancy and reorganisation projects, and discrimination.
Prior to becoming a lawyer, Stephen was an HR practitioner and held several senior HR roles within both the private and public sector, delivering both organisation-wide strategic people solutions and operational HR, ER and IR support to those that he partnered. Stephen is also a member of the Employment Lawyers Association’s Legislative and Policy Committee, a chartered member of the CIPD and a visiting lecturer for the University of Law, teaching employment law (amongst other subjects) on their post-graduate level teaching programmes.
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