Redundancy selection criteria matrix form template
Use this model redundancy selection criteria matrix to set 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. Ideally, a panel should perform the scoring (not just one person).
- 2 pages / 302 words.
- Last updated 29/01/2023.
- Designed for United Kingdom use.
- Suitable for use in other territories; check local laws first.
- Instantly download as Word / PDF / plain text, or send by email.
- Includes 12 months’ access, with all updates to this page provided free of charge and notified to you.
Redundancy selection criteria matrix form
| Name: | |
| Job title: | |
| Department: | |
| Start date: |
Scoring guidance
Performance
- 15 | outstanding – consistently exceeds company standard
- 12 | exceeds objectives of the role
- 9 | meets all objectives of the role
- 6 | meets some objectives of the role
- 3 | fails to meet objectives of the role
Skills and competence
- 15 | fully competent, multi-skilled, supports others on regular basis
- 12
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The very first thing that you must do is make a clear statement identifying the pool of employees from which the redundancies are to be sought, for example, the sales staff at head office, or the fork lift drivers at the warehouse.
You should consider whether any of the jobs are interchangeable and whether there are other groups of employees performing identical work.
Selection criteria for redundancy may include:
- some kind of measure of skills.
- qualifications.
- performance.
- attendance records.
- disciplinary records.
Note, length of service should only be used all other scores being equal.
The following criteria are considered unfair and can give rise to claims under Unfair Dismissal or the relevant discrimination laws:
- trade union reasons.
- carrying out duties relating to redundancy, as an elected representative of the employees.
- maternity grounds.
- sex, race or disability grounds.
From June 1999 an employee must have worked for that employer for two years before he or she can claim for unfair dismissal.
You should include selection criteria in your consultation.
Criteria should be as 'objective' and 'measurable' as possible. This means it should be fair, be based on facts that can be measured and not be affected by personal opinions.
You must use the same way of scoring criteria for all employees in the pool.
Agreed selection criteria scoring is useful as:
- it can be applied to everyone (although you might need to use different scoring for different groups of employees - for example, the engineering team might have a different scoring from the sales team).
- it can be easily explained to everyone.
- employees feel they're being treated fairly.
- it gives a clear, structured and consistent system for managing selection issues.
- it can be used at employment tribunals to defend an employer's decision.
You can have different levels of points according to the importance of each criteria ('weighting') for your organisation's needs.
For example, if it's agreed that attendance record is less important than performance, you can allow fewer points for this. So you could score attendance out of 5 points and performance out of 10.
You should have written evidence against each of the criteria.
Flowchart
Flowchart
Check which resources should be implemeted before and/or after the Redundancy selection criteria matrix form template, to understand the workflow.
Redundancy questionnaire form
Our Redundancy Questionnaire Form template gathers essential information from employees, ensuring thorough understanding and compliance.
First individual redundancy consultation meeting invitation letter
If you need to initiate redundancy consultation with an employee who has been provisionally selected for redundancy, send this model letter to invite them to a redundancy consultation meeting.
Frequently Asked Questions
Frequently Asked Questions
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Can I use this template in my small business?
Yes. The Redundancy selection criteria matrix form template is designed to be flexible and suitable for organisations of all sizes, including small businesses and charities. It follows UK employment law best practice, so even if you don't have an in-house HR team, you can confidently apply it.
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Is this template compliant with 2025 UK employment law?
Absolutely. All of our templates are drafted with the latest ACAS guidance and UK employment legislation in mind. We review and update them regularly, so you can be confident they remain compliant.
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Can I customise it for my organisation?
Yes, we highlight the areas that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
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Do I get instant access?
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable Word or Excel format so you can customise them easily, and in PDF format for easy sharing.
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What if I need more help, not just this template?
If you're looking for broader support, we also offer toolkits and library bundles that include this template, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
