A redundancy selection pool is a way to group employees with similar roles who are at risk of redundancy. It is crucial to ensure that the selection process is impartial and without discrimination and to document the selection criteria and methodology used.
It’s worth noting that for smaller businesses, where only one employee within a specific function is being made redundant, a redundancy selection pool may not be necessary. It’s also important to remember that when a recognised trade union is present in the company, it’s crucial to abide by any agreements established with them regarding the setup of selection pools.
Typically, redundancy selection pools are utilised for employees in similar roles or employees across departments with comparable skill levels. If multiple redundancies are planned across different departments or functions, it may be necessary to establish several redundancy pools (e.g., marketing, finance and IT).
Respecting the Consultation Process
Once a proposal for pooling and the selection process has been developed, it is crucial to consult with at-risk employees or their representatives in a timely and fair way.
It is important to take a collaborative approach throughout the selection process and remain open to new ideas and solutions. Remember that this can be a difficult time for at-risk employees, and it is essential that they understand the proposal and the reasons behind it and that they trust that it is fair.
Picking Employees from the Redundancy Pool
Objectivity is vital when undertaking redundancy proceedings to ensure that a fair and consistent approach is taken and maintained. It is standard procedure to use a comprehensive scoring system that can help you to evaluate all employees in the fairest way.
Some of the most used criteria used in redundancy selection processes include qualifications, experience, skill set and performance management records. Remember that any data used during the selection process must be accessed in accordance with the UK Data Protection Laws.
Providing An Appeals System
It is recommended to establish an appeal system for employees who believe they have been selected for redundancy unfairly. This can minimise the likelihood of an employee taking action during or after the event by filing a claim to an employment tribunal.
It is important to include information on the appeal process in your redundancy plans, explaining how an employee can raise an appeal. This can involve holding face-to-face meetings to hear employee concerns or asking them to submit their concerns in writing via letter or email.