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Termination document package
Redundancy document library

Redundancy selection criteria matrix form template

When to use it

A redundancy selection criteria matrix sets out the criteria that will be applied in deciding which employees to make redundant. Each employee in the redundancy pool is scored against each of the criteria and the employees with the lowest scores are then selected for redundancy. Some suggested examples are below.

Ideally, a panel should perform the scoring (not just one person).

Note, length of service should only be used all other scores being equal.

Redundancy selection criteria matrix

Name:  
Job title:  
Department:  
Start date:  

Performance

  • outstanding – consistently exceeds company standard 15
  • exceeds objectives of the role 12
  • meets all objectives of the role 9
  • meets some objectives of the role 6
  • fails to meet objectives of the role 3

Skills and competence

  • fully competent, multi-skilled, supports others on regular basis 15
  • fully competent in current role 12
  • competent in most aspects of current role, requires some supervision 9
  • some competence in role, requires regular supervision and guidance 6
  • cannot function without close support or supervision 3

Disciplinary

  • no record of disciplinary action 5
  • record of informa

The full Redundancy selection criteria matrix form template will be available once purchased.

Reviewed 8 February 2022

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Redundancy explained

According to the Employment Rights Act 1996, an employee is dismissed by reason of redundancy if the dismissal is wholly or mainly attributable to the fact that:

  • the employer ceases to carry on the business in which the employee was employed;
  • the employer ceases to carry on that business in the place where the employee was employed;
  • the needs of the business for employees to carry out work of a particular kind cease or diminish; or
  • the needs of the business for employees to carry out work of a particular kind in the place where the employee was employed cease or diminish.

Ensuring that you manage a redundancy process fairly and effectively is vital to good communication, and avoiding claims from employees.