How you're selected
Your employer may group together similar roles in a 'selection pool' to make sure you're selected in a fair way.
Your employer may use agreed criteria to choose who to make redundant from the selection pool.
It’s against discrimination law to select anyone because of:
- gender reassignment
- marriage or civil partnership status
- pregnancy or maternity leave – see the Acas guide to redundancy for employees who are pregnant or on maternity leave
- religion or belief
- sexual orientation
- family related leave – for example parental, paternity or adoption leave
- role as an employee or trade union representative
- membership of a trade union
- a part-time or fixed-term contract
- working time regulations – for example if you've raised concerns about holiday entitlement or rest breaks
- concerns you've raised about not being paid the National Minimum Wage
- concerns you've raised about whistleblowing
Your employer must also not use criteria that indirectly discriminates against you. For example, if they use flexible working as a criteria, they could be discriminating against women. They would need to show that flexible working is no longer possible after the organisation has changed.