How does a company pick redundancies?

slugger09

We have 8 going out of 40, we where trying to figure out how they decide. In theory it should be last in first out or those temporary workers out first but there is so much politics that goes on its difficult to know what will happen.

What goes into consideration?

For example would they make a worker who's been there say 10 years redundant over a temporary worker who is friends with the boss?

Would they make a worker with good attendance and time keeping but not as many skills redundant over a skilful employee who's late 4 days out of 5, the other day they are not there?

The list of examples could go on really...

I think in theory its easy to know who should go but I would bet it will be the opposite. How did it work for you?

ERICS_MUM

I used to be a trustee for a charity and had to make a couple of redundancies. We drew up a list of criteria against which we assessed each candidate for redundancy and obviously the person with the "lowest score" lost their job.

We were careful to use objective criteria that could be measured, such as absences, professional qualifications, length of service, disciplinaries etc. Avoid anything such as age, gender, illnesses or disabilities that are covered by the Disability Discrimination Act.

We also ensured that we could give the "losing" candidate a full and honest explanation why, going through each of the assessment criteria.

The ACAS website is useful for HR issues.

rocket09

I have been through a redundancy process for each of the last 4 years. Normally it will be a scoring system based on Sickness, disciplinary's, and skill level if appropriate. Last in first out is not allowed by law unless it is used in a tie break situation ie where you end up with the same score for sickness etc, where I have been its worked out each time as the guys with the most sickness have been the ones who have been shown the door.

jazzyman01

It would be very difficult for a company to retain temporary staff over permanent staff.

The criteria has to be open and measurable. Any one selected for redundancy has the right to challenge the scoring on any selection. I have done this for a friend with success.

LIFO (last in first out) is illegal now but rocket09 is right it was challenged by the unions and usable in tie break situations.

lucylucky

"In theory it should be last in first out" - used to be very common but no more.

A clear and transparent set of criteria for selecting people for retention should be drawn up.

Staff are then matched against those criteria and the ones that score the lowest tend to be those whose posts are made redundant.

Gordon_Hose

rocket09 wrote: »

I have been through a redundancy process for each of the last 4 years. Normally it will be a scoring system based on Sickness, disciplinary's, and skill level if appropriate. Last in first out is not allowed by law unless it is used in a tie break situation ie where you end up with the same score for sickness etc, where I have been its worked out each time as the guys with the most sickness have been the ones who have been shown the door.

Same where I work.