Selection criteria for redundancy and avoiding redundancies
Employers should consult affected employees regarding the selection criteria. The criteria must be consistently applied and be objective, fair and consistent. Basing any selection on skills or qualification will help to keep a balanced workforce appropriate to the organisation's future needs. Employers should also establish an appeals procedure.
Examples of such criteria are:
- attendance record (you should ensure this is fully accurate and that reasons for and extent of absence are known).
- disciplinary record (you should ensure this is fully accurate).
- skills or experience.
- standard of work performance.
- aptitude for work.
Formal qualifications and advance skills should be considered, but not in isolation.
Organisations should develop a strategy for managing human resources, which will minimise disruption, reduce or avoid job losses and make any organisational change easier. If organisations plan ahead properly they can decide on what current and future staff needs should be, avoiding short-term solutions and mistakes. If making compulsory redundancies is necessary then consider:
- natural wastage
- restrictions on recruitment
- retraining and redeployment to other parts of the organisation
- reduction or elimination of overtime
- introduction of short-time working or temporary lay off (where this is provided for in the contract of employment or by an agreed variation of its terms)
- seeking applicants for early retirement or voluntary redundancy
- termination of the employment of temporary or contract staff.