Apologies for not getting back to you sooner, I experienced some temporary connection issues and could not get back on the site until now. All appears to be resolved now so I can continue dealing with your query.
Whilst the employer reserves the right to decide what section process and criteria they wish to use in the circumstances, they must ensure that it is applied fairly and consistently. So even if the actual scoring/selection method would have been considered fair, if the way the scores were calculated was not done fairly, the whole procedure can be deemed unfair.
So if you are confident that the answers you gave were incorrectly marked as being wrong when you have evidence to show that they were in fact correct, you are able to challenge this and ask for the scores to be corrected to reflect this. Whilst, as you have mentioned, that does not guarantee you would have kept your employment with them, it would have at least given you the opportunity to end up in a better position in the process and perhaps allowed you to challenge for other jobs with the employer.
If you still have consultation meetings scheduled, you can raise this in them. If you have concluded the consultation process then you can now formally appeal the redundancy. If the appeal is rejected, your only option is to consider an unfair dismissal claim in the employment tribunal.
This is your basic legal position. I have more detailed advice for you in terms of the steps you need to follow should you decide to take this further following appeal, which I wish to discuss so please take a second to leave a positive rating for the service so far (by selecting 3, 4 or 5 stars) and I can continue with that and answer any further questions you may have. Don’t worry, there is no extra cost and leaving a rating will not close the question and we can continue this discussion. Thank you