Free Redundancy Selection Matrix: Score and Rank Your Selection Pool
Weight your selection criteria, score everyone in the pool and see the ranking and the cut-off in one place. The matrix uses the weighted points approach from Acas guidance, flags criterion names that may carry discrimination risk, and catches ties at the cut-off before scores are shared. No sign-up, and names aren't sent to StaffCircle or put in the link.
What will you score?
Start from the four Acas example criteria or write your own, up to 8. Weight 1 scores 1–5 points, weight 2 scores 2–10 and weight 3 scores 3–15.
Tick Written evidence held only when you hold written evidence for every person’s score on that criterion. Acas: “You should have written evidence against each of the criteria.”
Who is in the selection pool?
Give each person a level from 1 (lowest) to 5 (highest) on every criterion, based on written evidence, not memory or opinion. Results update as you go. Names stay on your device: they’re never put in the link or sent anywhere.
How many roles in this pool are proposed to go. If every role in the pool is going, you don’t need a selection matrix.
Rows are people, columns are criteria. Each box shows the level; open it to see what each level means.
What do the levels mean?
A scoring aid, not legal advice. It never decides who is made redundant. It follows Acas guidance for England, Scotland and Wales; Northern Ireland law differs.
Matrix check
2 of 6 provisionally selected · cut-off 23 of 40 points · margin 3
Fix the highlighted field to update the result. You’re seeing the last valid result.
Checks
Lowest total first, with the cut-off line
What to fix or review
The name checks look for keywords in each criterion name. They can miss some wording or flag a harmless name, and they don’t decide whether a criterion is lawful.
How the weights split
Shares are rounded, so they may not add up to exactly 100%.
What to do next
The status bands are a suggested starting point built from the Acas checks, not an Acas scoring system. Even “Ready for review” needs a person to review it: it doesn’t mean the selection is fair or lawful.
Fair scores need evidence gathered all year. See performance management in StaffCircle →
How the redundancy selection matrix works
- Set the criteria. Start from the four Acas example criteria (work performance, skills and competence, disciplinary record and attendance record) or write your own. Give each a weight of 1, 2 or 3. A weight-3 criterion is worth up to 15 points, a weight-1 criterion up to 5.
- Score the pool. Give each person a level from 1 to 5 on every criterion, based on written evidence. Tell the matrix how many roles in the pool are proposed to go.
- Check the result. Each level is multiplied by the criterion's weight and the points are added up. The pool is ranked from the lowest total, a cut-off line shows who is provisionally selected, and the checks list anything to fix before the scores are used.
How to read your results
The status is a check of the matrix, not of the people in it. Fix before use means something would make the selection unsafe to rely on: a criterion tied to a protected characteristic or another protected reason, or a tie at the cut-off. Review the flags means the arithmetic works but some checks from the Acas guidance aren't met yet. Ready for review means no flags were raised. A person still needs to review it. These bands are a suggested starting point, not an Acas scoring system.
The margin is the gap in points between the last person provisionally selected and the next person above the cut-off. A margin of zero is a tie, and the matrix won't choose between tied people.
| Result | Band | What it usually means |
|---|---|---|
| 1 or more critical issues | Fix before use | At least one problem means this matrix shouldn't be used to select anyone yet: a criterion linked to a protected characteristic or protected reason, or a tie at the cut-off. (suggested starting point, built from the Acas Step 5 checks) |
| No critical issues, 1 or more cautions | Review the flags | Nothing blocks the arithmetic, but some checks from the Acas guidance are not yet met or need a closer look. (suggested starting point, built from the Acas Step 5 checks) |
| No issues | Ready for review | No flags were raised. The matrix is ready for a human review. That doesn't mean the selection is fair or lawful. (suggested starting point, built from the Acas Step 5 checks) |
Method and sources
The scoring follows Acas guidance on selecting employees for redundancy. Criteria should be “as objective and measurable as possible”, can carry different points according to their importance, and must be applied in the same way to everyone in the pool. The default criteria, weights and level descriptions are the Acas example: performance and skills scored out of 15, disciplinary record and attendance out of 5.
Points are the level (1 to 5) multiplied by the weight (1 to 3). The checks for protected characteristics, attendance, flexible working, length of service and opinion-based criteria look for keywords in the criterion names. They prompt you to check the criterion; they can miss some wording or flag a harmless name, and they don't decide whether it's lawful. The tool follows Acas guidance for England, Scotland and Wales; Northern Ireland employment law differs. It isn't legal advice.
Sources
- Acas, Step 5: Select employees – Managing a redundancy process (updated 7 April 2026)
- Acas, Step 4: Hold consultations – Managing a redundancy process (updated 7 April 2026)
- Acas, How you're selected for redundancy (updated 7 April 2026)
- GOV.UK, Redundancy: your rights – Being selected for redundancy
- Equality Act 2010, section 217 (extent)
Keep performance and skills evidence up to date all year
A selection matrix is only as fair as the evidence behind each score. StaffCircle keeps performance reviews, objectives and competency assessments in one platform.
- Performance reviews, objectives and 1:1s in one platform
- Competency frameworks and skills assessments
- Custom reports for HR and managers
Redundancy selection matrix: common questions
What is a redundancy selection matrix?
A redundancy selection matrix is a table that scores everyone in a selection pool against the same agreed criteria. In this matrix, the people with the lowest totals are provisionally selected. Acas says the criteria should be as objective and measurable as possible and applied in the same way to everyone in the pool.
What criteria can I use for redundancy selection?
Acas gives examples including standard of work or performance, skills, qualifications or expertise, attendance record and disciplinary record. Attendance must be accurate and must not include absence relating to disability, pregnancy or maternity.
How do you weight redundancy selection criteria?
Give the criteria that matter more to the organisation more points. Acas gives the example of scoring attendance out of 5 points and performance out of 15. In this matrix a weight of 1 gives 1 to 5 points and a weight of 3 gives 3 to 15 points.
Can I use length of service or last in, first out?
GOV.UK lists last in, first out as a commonly used method, but says employers using it should make sure it isn't discrimination, for example if it means only young people are made redundant. The matrix flags length-of-service criteria so you can check them.
What criteria should I avoid?
It's against discrimination law to select people because of a protected characteristic such as age, disability, pregnancy and maternity, race, religion or belief, sex or sexual orientation. It's also unlawful to select people because of things like family leave, trade union membership, part-time or fixed-term status or whistleblowing. Criteria can also discriminate indirectly: Acas gives flexible working as an example.
What happens if two people have the same score?
If people tie at the cut-off, the matrix can't choose between them and tells you so. Acas doesn't set a tie-break method. We suggest one agreed in advance and applied in the same way to everyone tied.
Do I need written evidence for each score?
Yes. Acas says you should have written evidence against each of the criteria. Tick 'written evidence held' for a criterion only when you hold evidence for every person's score.
Is my data stored or sent anywhere?
Names and scores are worked out in your browser. Names are never put in the shareable link and are never sent to StaffCircle, and the PDF is created on your device. If you ask for the report, only your own contact details are sent.
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