This is possibly the main area within the redundancy process in which “human error” comes into play. The general rule is that the more complicated you make it, the greater the scope for mistakes.
Try to stick to objective factors in deciding who to make redundant. For a sales person, their achievement of agreed sales targets (or not) is likely to be valid.
Redundancy criteria should be objective and justifiable. If you specify that part time workers are to go, you are likely to be discriminating against mothers who have child care responsibilities.
An employee’s attendance record is also objective, though you should be cautious of selecting on this basis, anyone whose attendance is adversely affected by a disability (or maternity absence – which is not a disability of course!). If you do not know who has a condition deemed to be a disability and who does not, seek professional advice from Employment Practice and Law by contacting us now.