My Employer Scored Me for Redundancy Before Even Consulting Me

Thank you for explaining this. It sounds like you were scored for redundancy selection before any consultation took place, and you were never given the opportunity to see or challenge your scores. Can I check — were you eventually made redundant, and how long had you worked for the company?

Here is the legal position: Even in smaller-scale redundancy situations (fewer than 20 employees), employers must conduct **meaningful individual consultation at a formative stage** — that is, before decisions are finalised. **The problems with your employer's approach:** 1. **Scoring before consultation** — conducting the scoring exercise before consultation begins means you could not influence the decision. Consultation must happen at a stage where the employee's input can genuinely affect the outcome 2. **Not sharing scores** — an employee being considered for redundancy should be told their scores and the criteria used, so they can challenge any errors or provide additional information 3. **Subjective criteria** — while subjective criteria are not automatically unfair, they require greater transparency and scrutiny to ensure they are applied fairly **What this means:** - The absence of consultation at the formative stage means you could not influence the employer's decision - This is likely to make the dismissal **procedurally unfair** under Section 98(4) of the Employment Rights Act 1996 **Your options:** - If you are within the time limit (3 months less one day from the date of dismissal, after contacting ACAS for Early Conciliation), you may bring an unfair dismissal claim - Compensation includes a basic award plus a compensatory award for financial losses For free advice, contact ACAS on 0300 123 1100. *This is legal information, not legal advice. For advice specific to your circumstances, consult a qualified solicitor.*