Many thanks for your patience. As far as bumping is concerned, this is not a legal requirement at all and it is not that commonly applied anyway so you cannot realistically claim that failure to consider it would make the redundancy unfair.
There should still be a meaningful consultation though and even though the employer can identify which jobs need to go, they can still conduct a consultation afterwards to try and avoid the need for the proposed redundancies. So again, that is possible to happen and not necessarily unlawful.
In terms of options to save the jobs, the affected employees can propose whatever changes they believe are reasonable and realistic in the circumstances, but in the end it is up to the employer to decide whether they will be possible and if the business needs allow it.
I am not trying to be negative about hr situation but these are individual procedural issues, which will not automatically mean the redundancy is unfair and whilst they can certainly be challenged, it won’t necessarily save her job or make this an unfair dismissal which can be pursued further.
I suppose in the end it will only become clearer once the redundancy has taken place and you know exactly on what grounds that has happened and whether the employer has acted unfairly in some more serious way.
Hopefully his explains your situation