If you have worked continuously for your employer for two years or more, they are required to having a meeting with you to discuss the redundancy. This may exclude explaining the reason for the redundancy, why you are being considered and whether any alternative jobs are available. They should then follow any internal redundancy procedure they have in place.

A pool of people who could potentially be made redundant will be put together. This will include those whose jobs are no longer needed as well as those whose jobs are interchangeable or similar.

Fair selection criteria must be used to choose employees from the pool. This often includes a system of scoring in respect of skills, experience, attendance and disciplinary record.

It is unlawful to select someone on the basis of characteristics such as sex, disability, pregnancy or maternity, race, sexuality, age or beliefs. It may also be unlawful if selection is indirectly discriminatory, for example, choosing from those who work part-time, when it is mostly women who work part-time.

It is also unlawful to make someone redundant partly or wholly on unfair grounds, which includes the following reasons: Seeking to enforce statutory rights, such as the right to a minimum wage Complaining about health and safety breaches Whistleblowing Part-time workers or those on a fixed-term contract Trade union membership These reasons are automatically unfair and you can bring a claim against your employer even if you have not been working for them for two years.