There are two ways to tackle this.
If everyone agrees the process is unfair, or if you have a union that can take up the issue, then you should raise this collectively with the employer.
This will be much easier if more than 20 people are to lose their jobs as the employer has to consult with staff.
Under this consultation process your representatives should tell your employer that the proposed selection criteria for redundancy is unfair. Part of the meaningful consultation process required by the law is that your employer should take account of these views.
Even if there is no formal consultation, you should still raise the issue. If there is no union channel, then a round robin letter might be the best way to do it. You will find it useful getting advice before writing such a letter.
However, if you only realise that the selection criteria are unfair after the consultation process has finished you have a second route.
The law sees redundancy as a legal way that an employer can dismiss someone. Even if they have gone through consultations then they still have to follow the proper procedures for each person. If you have been unfairly discriminated against you have the right to pursue an individual claim of unfair dismissal on the grounds that you were unfairly selected for redundancy.
