Dr D Harvie (1) Dr G Lightfoot (2) Professor S Lilley (3) v University of Leicester — 2024

The claimants were employed in the respondent's Business School and were dismissed by reason of redundancy. The tribunal considered whether the respondent acted reasonably, including warning and consultation, selection, alternative employment, and whether dismissal was within the range of reasonable responses.

The tribunal found that the screening exercise was in fact a selection process and that a reasonable employer would have consulted before using it. Although there was collective, group, and individual consultation, there had not been proper consultation on the selection criteria and the initial selection process was not adequately documented.

The tribunal found the procedure flawed because there was no appropriate consultation on the proposed method of selection before it was used, and because the pool excluded some employees to avoid unnecessary distress. The respondent had taken reasonable steps to find alternative roles, but the flaws in selection meant all three unfair dismissal claims succeeded.