On the 28th November last year I posted on the above case, which was heard in the High Court, on the redundancy criteria used by Rolls Royce when selecting candidates for redundancy. Please see that post for more details of the criteria used. The interesting point about this particular case is that it looked at the interplay between redundancy selection criteria and the Age Discrimination legislation. Rolls Royce were seeking a declaration from the Court that their redundancy criteria, which added one point per year of service to individual employees’ scores (in addition to the scores they received for various other criteria) WAS in breach of the Age Discrimination regulations. This is because employees with longer service would get more points and was thus indirectly discriminatory towards younger employees.