Redundancy Selection Criteria

Redundancy Selection Criteria: 7 Things to Check Before You Accept Your Score

Being told your job is at risk of redundancy is stressful enough.

Then your employer gives you a score sheet and tells you that you have been selected.

It can be tempting to assume the figures must be right.

Do not assume that.

If your employer is choosing between employees for redundancy, the selection process should be fair, objective and based on evidence. You are entitled to ask questions about how you were selected and how your scores were reached.

Here are seven things worth checking before you simply accept the result.

1. Check Who Is in Your Selection Pool

Before looking at the scores themselves, ask:

Who am I being compared with?

Employers often group employees doing the same or similar work into what is called a selection pool.

For example, if five people perform broadly the same role and only three jobs will remain, those five employees might form the selection pool.

But the pool still needs to make sense.

Questions to ask include:

- Who is included in my selection pool?

- Why were those employees chosen?

- Are there other employees doing similar work who have been left out?

- Has my employer explained why the pool was structured this way?

Sometimes a questionable selection decision starts with the pool rather than the individual scores.

2. Ask Exactly What Criteria Are Being Used

Your employer should be able to explain the criteria being used to decide who stays and who is selected for redundancy.

Common criteria can include:

- performance;

- skills;

- qualifications;

- experience;

- attendance; and

- disciplinary record.

The important point is that the criteria should be as objective and measurable as possible.

A vague category such as:

“Attitude – 2 out of 5”

should immediately make you want to know what evidence was used.

A clearer criterion might be based on documented performance reviews, qualifications, training records or another measurable factor.

Ask for the criteria and scoring system in writing if you have not already received them.

3. Check the Evidence Behind Every Score

Do not just look at the number.

Ask:

What evidence supports it?

If you received:

Performance: 2 out of 5

but your recent appraisals have been positive, ask how the score was reached.

If you received:

Skills: 3 out of 5

but you hold qualifications or carry out duties that were apparently ignored, raise that.

Useful evidence might include:

- performance reviews;

- training records;

- qualifications;

- productivity records;

- attendance records;

- disciplinary records;

- emails;

- certificates; and

- previous assessments.

Selection scores should not simply reflect one manager's personal opinion.

If you disagree with a score, explain why and provide evidence.

4. Check Your Attendance Score Carefully

Attendance is commonly used in redundancy scoring, but this is an area where mistakes can easily happen.

Check exactly which absences have been counted.

In particular, your employer should take care not to disadvantage you because of absence connected with protected situations such as disability, pregnancy or maternity.

For example, if disability-related absence has simply been added to your sickness total and that lowers your redundancy score, that may raise discrimination concerns.

Ask for the attendance figures used and compare them with your own records.

Do not assume the employer's records are correct.

5. Look for Criteria That Could Discriminate

A criterion can appear neutral but still disadvantage a particular group.

For example, using flexibility to work particular hours could potentially disadvantage employees with caring responsibilities.

Length of service can also create problems if it disproportionately disadvantages younger workers.

That does not mean every criterion that affects one group is automatically unlawful.

But your employer should consider whether the criteria are fair, necessary and non-discriminatory.

You should not be selected because of things such as:

- age;

- disability;

- race;

- religion or belief;

- sex;

- sexual orientation;

- pregnancy or maternity;

- trade union membership or activities;

- whistleblowing;

- certain family leave; or

- exercising particular statutory employment rights.

If you believe one of these factors has influenced your selection, get advice promptly.

6. Check That Everyone Was Scored Consistently

A scoring system can look fair on paper but still be unfair in practice.

The same criteria should normally be applied consistently to everyone in the same selection pool.

For example:

If one employee receives credit for a qualification but another employee with the same qualification does not, ask why.

If one person's attendance record is adjusted but yours is not, ask why.

If different managers have scored employees using different standards, that may also be worth challenging.

You can ask your employer to explain:

- who carried out the scoring;

- what evidence they used;

- whether scores were checked or moderated; and

- how consistency was maintained across the selection pool.

7. Challenge Scores You Believe Are Wrong

You do not have to sit quietly if you believe your score is inaccurate.

Consultation should give you a genuine opportunity to raise concerns and suggest alternatives.

If you think a score is wrong:

1. identify the exact score you disagree with;

2. explain why you believe it is inaccurate;

3. provide supporting evidence;

4. ask for the score to be reviewed; and

5. keep a written record of your challenge.

For example:

“My performance score is recorded as 2 out of 5. My last two appraisals both state that I met or exceeded the required standard. Please explain what evidence was used to reach the redundancy score and review it in light of these records.”

Keep it factual.

You do not need to accuse anyone of deliberately treating you unfairly.

Ask them to explain the evidence and correct any mistakes.

What If Your Employer Refuses to Change the Score?

Your employer does not have to agree with every objection you raise.

But they should genuinely consider the points you make during consultation.

If you remain selected for redundancy and believe the decision was unfair, you may be able to appeal.

Possible grounds could include:

- an unfair selection pool;

- inaccurate scoring;

- inconsistent scoring;

- discriminatory criteria;

- important evidence being ignored;

- failure to consult properly; or

- redundancy being used to disguise another reason for dismissal.

If you believe redundancy may be being used to hide another reason for dismissing you, read:

Can My Employer Sack Me Without a Warning?

[Insert dismissal blog link]

For a wider explanation of the redundancy process, read:

Facing Redundancy? Here’s What Your Employer Might Not Tell You

[Insert redundancy blog link]

Keep Copies of Everything

If your job is at risk, keep copies of:

- your selection criteria;

- scoring sheets;

- consultation letters;

- meeting notes;

- emails;

- appraisals;

- attendance information;

- training records; and

- anything you submit challenging your score.

A clear paper trail can be extremely useful if you later appeal or seek advice.

Need More Help?

The Facing Redundancy at Work — Full Guide explains the redundancy process in plain English and includes practical help with:

- selection pools;

- scoring criteria;

- redundancy pay;

- consultation;

- suitable alternative employment;

- questions to ask;

- challenging unfair scores;

- appeals;

- template letters; and

- important legal deadlines.

Get the full guide here

[Insert Payhip redundancy guide link]

There is also a free Facing Redundancy at Work guide if you want the essentials first.

[Insert free guide link]

Final Thought

A redundancy selection score is not something you simply have to accept without question.

Ask how the pool was chosen.

Ask what criteria were used.

Ask what evidence supports every score.

And if something does not add up, challenge it clearly and in writing.

Your score should be based on evidence — not guesswork, personal opinion or discrimination.

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This article provides general information about employment law in England, Scotland and Wales as at August 2026. Different rules apply in Northern Ireland. It is not legal advice. If your redundancy situation is complex or legal deadlines may be approaching, consider contacting ACAS, your trade union, an employment adviser or a solicitor.