Thank you. You can always consider redundancy if necessary although that will require you to justify there is a genuine redundancy situation first and then also that you followed a fair procedure.
Based on your comments I already see numerous issues here:
· For redundancy there must be a reduced requirement for employees to perform a specific role. If you still need the same number of people doing the job but it is a case of the person not being the right fit or not meeting the criteria you need, that is not a redundancy
· Employee 1 is likely being selected because of her age which will amount to age discrimination
· Employee 2 is likely being selected for her pregnancy, which is pregnancy discrimination
You cannot select someone for their age or pregnancy and you could be hit with an unlimited claim for discrimination and also for unfair dismissal.
However, as both have less than 2 years service and no unfair dismissal protection (unless dismissed for discrimination), you can try and find some other plausible reasons, not linked to their age or pregnancy whatsoever to justify this, but make sure it is a plausible reason rather than an obvious smokescreen for the real reasons, which are discriminatory.
Does this answer your query?