What is a redundancy scoring matrix and when do I need to use one?
When redundancies are being made, employers are expected to follow a fair and transparent process. One of the tools commonly used to support the decision making process is a redundancy scoring matrix. While the term can sound technical, the underlying purpose of a scoring matrix is straightforward; to help employers make objective, evidence based decisions about who is selected for redundancy.
For employers, understanding what a redundancy scoring matrix is, how it should be used, and its limitations can reduce legal risk and help employees feel they have been treated fairly. This guide explains the purpose of a redundancy matrix, what criteria should and should not be included, and what input employees can have.
What is a redundancy scoring matrix?
A redundancy scoring matrix is a structured method used to assess employees within a selection pool against set criteria. Each employee is scored, usually by more than one manager, and the overall scores help determine which employees are most at risk of redundancy.
ACAS explains that selection criteria should be “as objective as possible” and consistently applied to all employees in the redundancy pool. A scoring matrix helps demonstrate that decisions are based on fair criteria rather than personal opinion or assumptions and it can provide a useful point of reference if decisions are appealed or legal claims are made.
From an employee’s perspective, a scoring matrix can provide reassurance that the process is not arbitrary and that appropriate steps have been taken before making the final decision.
When do employers need to use a scoring matrix?
There is no legal requirement for employers to use a redundancy scoring matrix in every redundancy situation. However, it is widely regarded as best practice where multiple employees are performing similar roles and a selection decision needs to be made.
The CIPD notes that using clear and measurable selection criteria can help employers show that redundancy dismissals are fair. In practice, a scoring matrix is most useful when roles overlap or when there is a risk that decisions could be perceived as subjective.
In very small scale redundancies, such as the removal of a single, unique role, a matrix is usually unnecessary. Even then though, employers should still be able to clearly explain the business rationale for the decision which must meet one of the fair legal reasons for redundancy and a fair process must be followed.
The purpose of a redundancy scoring matrix
The primary purpose of a redundancy matrix is fairness. It encourages employers to focus on skills, experience and business needs rather than personal relationships or assumptions.
A well designed matrix also supports meaningful consultation. Employees can see how decisions are being made and are given the opportunity to comment on the criteria and their scores. ACAS highlights that consultation should be genuine and allow employees to “influence the decision-making process”.
Used properly, a scoring matrix helps employers balance difficult business decisions with transparency and consistency.
What criteria should be included?
Selection criteria should relate directly to the needs of the business now and in the future. They should be capable of being measured using evidence rather than opinion.
Commonly used criteria include areas such as skills relevant to future work, experience, qualifications, performance records and disciplinary history (excluding spent warnings). Attendance may be included in some circumstances, but it must be handled carefully.
For example, performance scores should be supported by relevant data, appraisals or documented feedback rather than vague impressions. Skills based criteria should link clearly to the requirements of the remaining roles.
To keep scoring fair, employers often use:
- Clearly defined scoring ranges with explanations
- Evidence from existing records rather than memory alone
- More than one manager to reduce bias
Employers should help employees understand the process and the matrix, but employers should avoid sharing information and scores of other colleagues with employees.
What criteria should not be included?
Some criteria should never be used in a redundancy scoring matrix because they can lead to discrimination or unfair dismissal claims.
Criteria linked to protected characteristics under the Equality Act 2010 should be avoided. GOV.UK makes clear that redundancy selection must not be discriminatory.
Absence records also require caution. Including sickness absence without adjustment could disadvantage disabled employees or those who have been absent due to pregnancy related reasons. ACAS advises that such absences should be discounted where appropriate to avoid discrimination.
Length of service alone is another risky criterion. While it may still be used in limited circumstances, relying heavily on it can indirectly discriminate against younger workers.
Can employees challenge the criteria and scoring?
Yes, employees can challenge both the selection criteria and how they have been scored, and this is an important part of a fair consultation process.
During redundancy consultation meetings, employees should be given the opportunity to comment on the proposed criteria and raise concerns. They may question whether criteria are relevant, whether scores reflect their actual performance, or whether evidence has been interpreted correctly.
From an employer perspective, this is not a problem to avoid but a process to manage. Being open to reviewing scores where new evidence is presented demonstrates that consultation is meaningful rather than a box ticking exercise and strengths the fairness of the process.
Balancing business needs with employee experience
While redundancy scoring matrices are a practical tool, they are also experienced personally by employees. Being “scored” can feel uncomfortable or upsetting and like an employee is being judged.
Employers can improve the experience by explaining the purpose of the matrix clearly, using plain language, and avoiding overly complex systems. Managers involved in scoring should be trained and consistent in their approach.
Empathy matters. A fair process is not just about legal compliance but about treating people with dignity during a difficult time.
Using redundancy matrices responsibly
A redundancy scoring matrix is not a shield from legal action on its own. It sits within a wider fair redundancy process that includes consultation, consideration of alternatives and appropriate notice.
When used correctly, a redundancy matrix helps employers make fair, informed decisions in challenging circumstances, while giving employees confidence that the process is transparent and objective.
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