{"id":14893,"date":"2026-02-17T10:31:00","date_gmt":"2026-02-17T10:31:00","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&p=14893"},"modified":"2026-09-01T20:56:30","modified_gmt":"2026-09-01T20:56:30","slug":"how-to-choose-and-apply-redundancy-selection-criteria","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/redundancy\/how-to-choose-and-apply-redundancy-selection-criteria\/","title":{"rendered":"How to choose and apply redundancy selection criteria"},"content":{"rendered":"\n
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By Elizabeth Stevens<\/strong> and Stephen Chegwin<\/strong><\/p>\n\n\n\n

When an employer is in the position of having to select individuals for redundancy from a pool of employees, the criteria adopted and the manner in which those criteria are applied are crucial to both a fair redundancy procedure and, ultimately, achieving a fair dismissal. <\/p>\n\n\n\n

A redundancy situation in which the employer chooses some employees to be made redundant over others who remain in post is more likely to result in bad feeling and lead to a higher risk of employment tribunal claims by unhappy employees than one where all employees are made redundant. It is therefore important for the employer to be able to defend the method of selection by showing that it has used appropriate criteria, applied in a fair and consistent way.<\/p>\n\n\n\n

In this guide, learn about:<\/h3>\n\n\n\n