Redundancy Selection Matrix Tool
For employers. Score employees in a selection pool against fair, objective criteria to help demonstrate a defensible redundancy selection process.
When more employees are in a redundancy "selection pool" than roles remaining, you need a fair and objective way to decide who is selected. A scoring matrix — applying the same criteria consistently to everyone in the pool — is the standard approach Employment Tribunals expect to see.
Score each employee from 1 (weakest) to 5 (strongest) against each criterion below. This tool totals the scores and ranks the pool — employees with the lowest total score are provisionally more at risk of selection. This is a starting point for discussion, not a final decision on its own.
Selection criteria
Score the pool
| Employee | Skills, qualifications & experience | Standard of work / performance | Attendance record | Disciplinary record | Flexibility & adaptability | Length of service | |
|---|---|---|---|---|---|---|---|
Add at least 2 named employees to the pool.
Frequently asked questions
What is a redundancy selection pool?
The group of employees whose roles are being compared against each other because they do broadly similar work — this might be everyone in a department, or everyone doing a particular job, depending on how interchangeable the roles are.
Do I have to use a scoring matrix?
No, there's no single legally required method — but tribunals expect selection to be based on objective, verifiable criteria applied consistently. A documented scoring matrix is the most common and defensible way to show that.
Can I use length of service as a criterion?
You can, but with care. Relying heavily on length of service alone can indirectly disadvantage younger workers and amount to age discrimination unless you can objectively justify it — for example, as one factor among several rather than the deciding one.
Should I include absence caused by disability or pregnancy?
No. Scoring someone down for disability-related absence, pregnancy or maternity-related absence, or other protected family leave is very likely to be discriminatory. Strip these out of the attendance figures before scoring.
What happens after scoring is complete?
Provisionally selected employees should be told their scores, given a genuine opportunity to challenge them, and consulted individually (and collectively, if 20 or more redundancies are proposed within 90 days) before any final decision is confirmed.