Redundancy selection criteria matrix form template

UK employment law and best practice

This template is designed to support the process, but the document should be used alongside the relevant HR procedure and applied to the circumstances of the individual case.

A fair redundancy selection process is about more than calculating scores. Employers should be able to demonstrate that they have identified an appropriate selection pool, chosen relevant criteria, applied those criteria consistently and properly considered the information available before reaching a final decision. This matrix is designed to support that process by bringing the scoring, evidence and decision-making into one structured record.

Use fair and objective selection criteria

Acas recommends using fair and objective selection criteria when deciding which employees should be selected for redundancy. Criteria should be measurable where possible and should be capable of being applied consistently across the selection pool.

The matrix allows employers to establish the criteria and scoring approach before individual employees are assessed. This helps reduce the risk of managers unconsciously changing the standard depending on the employee being considered and provides a clearer basis for explaining how scores have been reached.

Choose criteria that are relevant to the business

There is no single list of criteria that every employer must use. The appropriate criteria will depend on the reason for the redundancy exercise and the skills, experience and requirements of the roles that remain.

Common criteria can include skills and qualifications, performance, attendance, disciplinary record, flexibility and length of service. Employers should consider carefully whether each criterion genuinely helps identify the employees whose roles are most appropriate to retain rather than simply selecting criteria because they are easy to score.

Support scores with evidence

A numerical score without an explanation can be difficult to defend if an employee challenges their selection. Good HR practice is therefore to retain evidence showing how each score was reached.

The matrix provides space to record supporting information alongside the score. This creates a more useful audit trail and encourages managers to base assessments on established records rather than personal preference, memory or general impressions of an employee.

Consider discrimination and protected circumstances

The Equality Act 2010 means employers need to consider whether their selection criteria could unlawfully discriminate against employees with a protected characteristic. This includes considering the potential impact of criteria that may appear neutral but could disadvantage a particular group.

Attendance is a good example. Disability-related absence should not simply be treated in the same way as ordinary absence without considering the circumstances. Pregnancy and maternity-related absence also require particular care. HR should review the underlying information before scores are finalised.

Be careful with performance and disciplinary criteria

Performance can be a legitimate selection criterion where there is reliable evidence, but employers should avoid introducing subjective assessments purely for the redundancy exercise. Existing appraisal records, objective performance information and established standards can provide a stronger basis than a manager's retrospective opinion.

Similarly, disciplinary records should be used carefully. Employers should consider whether warnings are current and relevant and avoid treating unsubstantiated allegations as established evidence.

Consider consultation as part of the selection process

The matrix should be used to support redundancy consultation rather than to create the impression that the outcome has already been decided. Acas guidance emphasises the importance of genuine consultation, including discussing the reasons for redundancy, the proposed selection process and ways of avoiding or reducing redundancies.

Where an employee raises a factual error or provides relevant new information about their score, HR should consider it before the selection decision is finalised. A well-maintained matrix makes it easier to review and document those changes.

Moderate scoring for consistency

Where several managers are involved in scoring, moderation is an important practical safeguard. Two managers can interpret the same criterion differently, particularly where the criterion involves judgement rather than a simple numerical measure.

Reviewing the completed matrix as a whole can highlight unusual scoring patterns, inconsistencies or significant differences between employees. This provides an opportunity to revisit the evidence before provisional selections are confirmed.

Keep an appropriate record

Employers should retain sufficient information to demonstrate how the selection process was conducted and why the resulting decisions were reached. The matrix, supporting evidence and records of consultation can form an important part of that audit trail.

The records should be handled appropriately under data protection requirements, particularly because redundancy documentation will contain personal information about employees. Access should be restricted to those who have a legitimate reason to see it and information should be retained in accordance with the employer's document retention arrangements.

Collective redundancy consultation

Where an employer proposes to dismiss 20 or more employees as redundant at one establishment within a 90-day period, specific collective consultation obligations can apply. The selection matrix does not replace those obligations and employers should consider the statutory requirements separately where the relevant threshold is reached.

For smaller redundancy exercises, individual consultation requirements and the wider principles of a fair redundancy process still need to be considered. The matrix is therefore most effective when used as one part of a properly planned redundancy process rather than as a standalone decision-making tool.