37 years' service not enough: redundancy selection using pipeline metric upheld

When length of service isn't enough to save a job

This case shows that even 37 years of loyal service does not automatically make a redundancy dismissal unfair. The claimant, a Business Development Manager, was selected for redundancy after his employer, Neenah Red Bridge International Limited, restructured due to the COVID-19 pandemic. The tribunal found that the company had a genuine redundancy situation and used reasonable selection criteria.

The pipeline metric: a fair measure?

The claimant argued that the selection criteria—four based on a 'pipeline' metric and one on performance versus budget—were designed to target him. However, the tribunal heard evidence that the pipeline metric was a longstanding and reasonable way to gauge sales prospects. The company had used it for years, and it was applied consistently across the sales team. The tribunal found no evidence of a vendetta or that the criteria were manipulated.

What the employer did right

Neenah Red Bridge International Limited announced the redundancy exercise in June 2020 with a consultation period. Although the consultation closed earlier than initially stated, the tribunal was satisfied that the process was fair overall. The company considered alternatives and scored employees objectively. The claimant was correctly scored according to the criteria, and his selection was not unreasonable.

What this means for similar claims

This case is a reminder that tribunals will not second-guess an employer's choice of selection criteria as long as they are objective, relevant, and applied fairly. Employees who suspect unfair treatment must bring concrete evidence of bias or improper motive—speculation is not enough. For employers, the key takeaway is to document the rationale for criteria and ensure consistent application.