However, it is still important that all areas of job performance are still considered rather than narrowing the selection criteria too early. Level and application of skill. This should be looked at with a view to determining the skills required for a particular task, against each individuals ability and possession of such skills, whether qualification based or otherwise. It may encompass a wide range of inter-personal skills as well as professional or educational qualities. Length of service.
Future business needs.
This is the category which needs to be most carefully considered in the context of the individual company's business environment. All of these points should be mentioned in the letter to the employees representative or heads of department and explained as being the basic grounds which will be applied in determining which employees are to be made redundant. If the selection criteria are inadequate or not applied properly and fully the employees may have cause to bring an action for unfair redundancy on the ground of unfair selection. If the nature of the business is such that employees could be moved to an alternative position within the company such offers should be made. This not only indicates that the procedure was fully thought through, but also that the company has done everything it can to attempt to minimise the effect of the redundancies on employees.