There are certain rights you may be entitled to as part of the official procedures if you face being made redundant. These include redundancy pay, a notice period, a meeting with your employer, the option to move into a different job or time off from your employment to find a new job.
There are also procedures generally followed to establish the redundancy selection process. Of course, this process must be fair and objective, and should relate to your level of experience or ability to do the job. A common method used to determine the selection for redundancy is last in, first out. This means that the employees who have served the shortest amount of time with the company would be selected first. Another method is self-selection where your employer would encourage people to volunteer to take redundancy. Some companies prefer to consult disciplinary records with the cleanest employee records being protected. In addition, it is more likely that you are not selected if you have high staff appraisal markings, good key skills, qualifications and experience. Your employer however is not obliged to follow any selection process if your current job role no longer exists.
There are a number of reasons as to why your redundancy could be classed as unfair dismissal and some of these include: selections based on your gender, age, marital status, sexual orientation, race, disability, religion or belief, trade union membership, working pattern (eg. part-time or fixed-term employees), maternity leave, birth or pregnancy, paternity leave, parental or dependants leave, exercising your statutory rights, whistleblowing, taking part in lawful industrial action lasting 12 weeks or less, taking action on health and safety grounds or for completing jury service.