How many employees are there, as that will affect the redundancy procedure. They cant just pick one of you and let you go.
How should my employer be selecting employees for redundancy?
Ideally, your employer should consult affected employees over this issue. The redundancy selection criteria arrived at should be objective wherever possible, precisely defined and capable of being applied in an independent way. This is to ensure that the process is conducted fairly. The chosen criteria should be consistently applied by all employers, irrespective of size. There should also be an appeals procedure.
Examples of such criteria:
attendance record (if this is fully accurate and reasons for and extent of absence are known)
disciplinary record (if this is fully accurate)
skills or experience
standard of work performance
aptitude for work
Formal qualifications and advanced skills should be considered, but not in isolation.
When are redundancies 'unfair'?
You will be found to have been unfairly dismissed if you were unfairly selected for redundancy:
for asserting a statutory employment right
on parental leave (see Working parents) or maternity-related grounds
because you work part-time (Part-time work)
because you are a fixed-term worker (Employment contracts)
for exercising or seeking to exercise the right to be accompanied at a disciplinary (Discipline) or grievance hearing (Grievances)
requesting flexible working arrangements
for a reason relating to rights under the Working Time Regulations 1998
for a reason relating to rights under the National Minimum Wage Act 1998
for a reason relating to the Tax Credits Act 2002
for Whistle-blowing
for participation in trade union activities, for membership or non-membership of a trade union and in respect of trade union recognition or derecognition
for carrying out duties as an employee representative or candidate for election for purposes of consultation on redundancies or business transfers
for taking part in an election of an employee representative for collective redundancy purposes
for taking action on health and safety grounds as a designated or recognised health and safety representative, or as an employee in particular circumstances
for taking part (or proposing to take part) in consultation on specified health and safety matters or taking part in elections for representatives of employee safety
for taking lawfully organised industrial action lasting eight weeks or less (or more than eight weeks in certain circumstances)
for refusing or proposing to refuse to do shop work or betting work on Sundays (England and Wales only)
for performing or proposing to perform the duties of a occupational pension scheme trustee
for performing or proposing to perform the duties of a workforce representative for the purposes of the Transnational Information and Consultation of Employees Regulations 1999
or if the selection criteria employed were deemed to be discriminatory under any of those grounds prohibited by law.
This is from here: https://www.acas.org.uk/index.aspx?articleid=1611
