John McMullen examines fairness in redundancy selection cases
In unfair dismissal law it is axiomatic in redundancy cases that an employer must develop objective selection criteria and apply them fairly (Williams v Compair Maxam [1982] ICR 156, [1982] IRLR 83). This article examines what controls on managerial prerogative exist in this area.
Primary rule
The primary rule is that the employer must use a method of selection which is fair in general terms and is applied reasonably (Eaton v King and Others [1995] IRLR 75 (EAT); [1996] IRLR 199 (CA)). As the Employment Appeal Tribunal (EAT) stated in Greig v Sir Alfred McAlpine & Son Northern (Ltd) [1979] IRLR 372 “…in considering the reasonableness of a redundancy dismissal, where a selection has to be made between those who are to be retained and those who are to be dismissed, the most important matter upon which the employer has to satisfy the tribunal is that he acted reasonably in respect of the selection of the particular employee. That normally involves
-maryam-naaz-theo-corbett-and-rachel-carter-with-(front-from-left)-arya-vindlacheruvu-and-jessica-ashcroft.tmb-mov69x69.jpg?sfvrsn=47f89300_1)
