My employer has announced redundancies using a selection process that is obviously unfair. What should I do?

There are two ways to tackle this.

If everyone agrees that the process is unfair, or if you have a union that can take up the issue, then you should raise this collectively with your employer.

This will be much easier if more than 20 people are at risk of losing their jobs, because in this situation the employer has to consult collectively with staff, or else risk being made to pay a large financial penalty (called a ‘protective award’).

Under this consultation process, your representatives should tell your employer that the proposed selection criteria for redundancy are unfair. Part of the meaningful consultation process required by the law is that your employer should take account of these views.

Even if there is no collective consultation, you should still raise the issue. If there is no union channel, then a round-robin letter might be the best way to do it. You will find it useful getting advice before writing such a letter.

If you only realise that the selection criteria are unfair after the consultation process has finished, you should ask to appeal the decision to select you to a more senior manager.

If you are dismissed for redundancy but you believe your selection was unfair, you can consider launching a tribunal claim.

Note: This content is provided as general background information and should not be taken as legal advice or financial advice for your particular situation. Make sure to get individual advice on your case from your union, a source on our free help page or an independent financial advisor before taking any action.