Managing Redundancies Part 4 of 7

Making people redundant is never easy, the current climate may leave you in a position where you need to take the decision to initiate redundancies in your workplace, in our series of 7 short videos we will explain how you should manage the process.

Select Employees for Redundancy 

You must select Employees for redundancy in a fair way and not discriminate against any individuals or groups. It is a good idea to use selection criteria to help you choose which Employees to make redundant.

You should base the criteria on:

  • Standard of work
  • Skills, qualifications or experience
  • Attendance record, which must be accurate and not include absences relating to disability, pregnancy or maternity
  • disciplinary record


You must not select employees because of their:

  • Any protected characteristics that are covered under the Equality Act 2010


  • Role as an employee or trade union representative
  • membership of a trade union
  • Part-time or fixed-term employee status
  • Pay and working hours, for example because they have refused to give up rest breaks or asked for National Minimum Wage or holiday entitlements
  • Flexible working arrangements
  • During Covid you must not select Employees for redundancy just because they are shielding.


Next Steps


In part 5 this video series we will look at giving notice to your Employees, if you need any assistance please do get in touch.


If you are planning any redundancies please do get in touch as the process can become complicated, our team of fully practicing trained and experienced Legal and HR Consultants can assist you and take the pressure.

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