Checklist — Claiming unfair redundancy dismissal
[ch 11: page 362]• Is the member eligible to claim unfair dismissal? (see page 271);
• Has the member claimed voluntary redundancy? If so, is there a dismissal at all? (see page 328);
• Was the selection pool clearly and obviously unfair? (see page 344);
• Were obviously unfair selection criteria used? (see page 344);
• Was there something obviously wrong, for example, a numerical or factual error, with the way the criteria were applied to the member? (see page 344)
• If the criteria had been fairly applied correctly, would the member still have been selected for redundancy?
• Does the member have significantly more service than those who were not selected?
• Did the employer look for alternative employment, including in subsidiaries, right up to dismissal? (see page 353);
• Was the member consulted on the scores achieved or on any suitable available employment?
• Was the member the only person targeted for redundancy?
• Does the member belong to a protected group, for example, older workers?
• Did the employer advertise to fill the member’s job — or something very similar — after dismissal?
• Is there any evidence of an automatically unfair reason for dismissal — such as trade union membership or pregnancy.