How do I appeal a decision at work?
If your employer has made a decision you disagree with, you may be able to ask them to reconsider it through an appeal.
Appeals commonly happen after disciplinary and grievance outcomes, redundancy decisions and some flexible working decisions. The process — and your rights — can depend on what you are appealing.
Start by reading the decision carefully, checking whether there is an appeal process and finding out how quickly you need to respond.
Quick Answer
Check the decision letter and your employer’s relevant policy first. Look for whether you can appeal, who the appeal should be sent to and the deadline.
If you appeal, explain clearly which decision you disagree with, why you believe it should be reconsidered and what you would like your employer to do differently. Include any relevant evidence or new information.
Appeal arrangements differ depending on the type of decision. Employees should be given an opportunity to appeal disciplinary and grievance outcomes. Redundancy appeals are considered good practice, while there is no statutory right to appeal a flexible working decision, although Acas recommends employers offer an appeal as part of a reasonable process.
Appeal deadlines can be short, so check the procedure and act promptly.
What Does Appealing a Decision Mean?
An appeal asks your employer to look again at a decision that has already been made.
It is different from simply telling your employer that you are unhappy with the outcome. An appeal should normally explain what you believe is wrong with the decision or process and why you want it reconsidered.
Depending on the situation, an appeal might look at whether the correct procedure was followed, whether the evidence supports the decision, whether important information was missed, whether new evidence should be considered, whether an outcome was too severe, or whether a selection or decision was fair.
The person considering the appeal may decide that the original decision should remain, should be changed or should be overturned.
Which Decisions Can I Appeal?
Disciplinary or Formal Capability Decision
If you have received a disciplinary warning, another formal sanction or an outcome following a formal capability process, check the outcome letter and relevant workplace procedure for how to appeal.
Grievance Outcome
If you have raised a grievance and disagree with the outcome, you should be given an opportunity to appeal.
Redundancy Decision
If you believe you were selected unfairly for redundancy or there was a problem with the redundancy process, check whether your employer has an appeal procedure. Acas describes offering a redundancy appeal as good practice.
Flexible Working Decision
There is no statutory right to appeal a decision on a statutory flexible working request. However, Acas says employers should offer an appeal as part of a reasonable process.
The Appeal Process Depends on the Decision
Do not assume that the same appeal rights apply to every workplace decision. Check the outcome letter and the policy or procedure relevant to your situation before acting.
What If I’ve Been Dismissed?
If the decision you are appealing resulted in your dismissal, think carefully about what you want the appeal to achieve.
An appeal against dismissal asks your employer to reconsider or overturn the decision.
If an appeal against dismissal is successful, you will usually be reinstated. This generally means the original dismissal is treated as having been overturned and your employment continues without a break.
If the appeal is unsuccessful, the dismissal normally remains effective from the original dismissal date.
If you do not want your job back, it is worth understanding the possible consequences before appealing a dismissal.
Start With the Decision You’ve Received
Read the outcome letter, email or other decision carefully.
Identify what has actually been decided, the reasons given, what evidence or information the employer relied on, whether an appeal is available, who the appeal should be sent to, whether there is a deadline and what happens next.
Also check the relevant workplace policy or procedure.
If you cannot find information about appealing, ask your employer whether there is an appeal or review process and how it works.
Check the Appeal Deadline
Check the appeal deadline as soon as you receive the decision.
Your employer’s policy or outcome letter may specify how long you have to appeal.
For disciplinary and grievance appeals, Acas recommends appealing as soon as possible and says 5 working days from receiving the outcome is an appropriate period where the organisation’s policy does not specify one.
For redundancy appeals, Acas says the appeal should be made within a reasonable timescale and gives 5 days as an example of what could be reasonable.
These are not universal statutory five-day deadlines, so always check the procedure that applies to your situation.
If you believe you need more time, raise this with your employer promptly rather than simply allowing the deadline to pass.
Decide Why You’re Appealing
The Decision Doesn’t Reflect the Evidence
You believe the information available does not support the conclusion your employer reached.
Important Information Wasn’t Considered
Relevant information existed but was overlooked, misunderstood or not properly considered.
You Have New Evidence
Information has become available that could materially affect the decision.
You Believe the Procedure Was Unfair
You believe an important part of the relevant procedure was not followed properly.
You Believe the Outcome Is Too Severe
You may accept that something happened but believe the warning, sanction or other outcome is disproportionate. This may be particularly relevant to disciplinary outcomes.
You Believe the Selection or Decision Was Unfair
This may be particularly relevant to redundancy, where you believe the selection criteria, scoring or process did not fairly lead to the decision.
You do not need to turn your appeal into a legal argument. Focus on explaining clearly what you believe was wrong, the information that supports your position and what you want your employer to reconsider.
Gather Relevant Information
Once you know why you are appealing, identify the information that supports those points.
This might include:
- • original decision or outcome letter
• relevant workplace policies
• emails or messages
• meeting notes
• documents considered during the original process
• evidence you believe was overlooked
• genuinely new evidence
• relevant dates or a short timeline
• redundancy scoring or selection information where relevant
• flexible working information where relevant
Focus on material that relates directly to your reasons for appealing rather than attaching everything connected with the situation.
What Should I Put in My Appeal?
Your appeal should make it easy for the person reviewing the decision to understand what you are challenging and why.
- 1. What decision are you appealing?
Identify the decision or outcome and its date.
2. What do you disagree with?
Be specific about which finding, outcome or part of the process you want reconsidered.
3. Why do you disagree?
Explain your reasons clearly.
4. What information supports your position?
Refer to relevant evidence rather than simply stating that the decision is unfair.
5. Is there any new information?
Explain what the new information is and why it matters.
6. What would you like to happen?
Explain what you want your employer to reconsider.
Keep the Appeal Focused
An appeal is usually easier to understand when the person reading it can quickly identify your main reasons.
Try to separate your appeal into clear points, explain what happened factually, refer to evidence where relevant, distinguish new evidence from information already considered, avoid repeating every detail unless it is relevant, and explain the outcome you want reconsidered.
You can feel strongly about the decision while still keeping the appeal clear and professional.
What Happens After I Submit My Appeal?
What happens next depends on the process involved.
For disciplinary and grievance appeals, your employer should arrange an appeal hearing as soon as possible.
An appeal may involve reviewing the original decision, hearing your reasons for appealing, considering new information, rechecking existing evidence, carrying out further investigation and deciding whether the original outcome should remain or change.
Where possible, the appeal should be handled impartially by someone who was not responsible for the original decision and who has authority to make the final decision.
Can I Bring Someone to the Appeal Meeting?
It depends on the type of appeal.
For disciplinary and grievance appeal hearings, employees and workers have a statutory right to be accompanied by an eligible companion.
This can normally be someone you work with, a certified or trained trade union representative, or an official employed by a trade union.
Redundancy appeals are different. Acas describes allowing a work colleague or trade union representative to accompany an employee as good practice rather than applying the same general statutory accompaniment right.
There is also no general statutory right to accompaniment at a flexible working appeal, although Acas says employers should allow a companion where an employee makes a reasonable request.
Check the procedure that applies to your appeal and ask your employer in advance if you want someone to attend with you.
What Happens at the Appeal Meeting?
The appeal meeting gives you an opportunity to explain why you believe the original decision should be reconsidered.
Be ready to explain your reasons for appealing, identify the parts of the decision or process you disagree with, refer to relevant evidence, explain any new information, answer questions and clarify what you would like your employer to reconsider.
Further investigation may sometimes be needed before a final decision can be made.
What Could the Appeal Outcome Be?
Depending on the type of appeal and your employer’s procedure, the outcome might be that your appeal is upheld and the original decision is overturned, part of your appeal is upheld and part of the outcome changes, your appeal is not upheld and the original decision remains, or further investigation is needed before a final decision can be reached.
For disciplinary and grievance appeals, you should receive the appeal outcome in writing.
What If My Appeal Is Unsuccessful?
If your appeal is unsuccessful, read the appeal outcome carefully and check whether your employer’s procedure provides any further internal step.
If there is no further internal appeal, what you do next will depend on the situation.
You might decide to accept the outcome, discuss practical next steps with your employer, speak to your trade union if you are a member, contact Acas for information about your options or consider obtaining legal advice if the situation could involve a legal claim.
An internal appeal does not automatically extend statutory time limits for making an employment tribunal claim. Do not assume that you can wait for an internal appeal process to finish before checking any time limit that might apply.
Things to Think About Before You Appeal
Before you commit to an appeal, use this checklist to think through your situation:
- • What decision am I actually appealing?
• Does the decision explain how to appeal?
• Have I checked the relevant workplace policy?
• What is the appeal deadline?
• What are my main reasons for appealing?
• Which parts of the decision do I disagree with?
• What evidence supports my position?
• Is there genuinely new information?
• Am I raising a problem with the process?
• What outcome do I want reconsidered?
• Who will hear the appeal?
• Can I bring someone with me?
• What happens if my appeal is successful?
• What happens if it is unsuccessful?
• If I was dismissed, do I actually want reinstatement if my appeal succeeds?
What Usually Happens Next?
After you submit your appeal, your employer should consider the reasons you have raised and follow the appeal procedure that applies to the decision.
You may be invited to an appeal meeting and your employer may need to review documents, reconsider evidence or carry out further investigation.
Once the appeal has been considered, you should normally be told the outcome and whether the original decision remains, changes or is overturned.
Do I always have a right to appeal a decision at work?
No. Whether an appeal is available depends on the type of decision and the procedure involved. Employees should be given an opportunity to appeal disciplinary and grievance outcomes. Redundancy appeals are considered good practice. There is no statutory right to appeal a flexible working decision, although Acas recommends employers offer one as part of a reasonable procedure.
How long do I have to appeal?
Check your employer’s procedure and outcome letter first. Appeal periods can be short. For disciplinary and grievance outcomes, Acas recommends 5 working days where the employer’s policy does not specify a period. For redundancy, Acas gives 5 days as an example of a reasonable period. This is not a universal statutory five-day deadline.
Do I need new evidence to appeal?
Not necessarily. New evidence can be a reason to appeal, but you might instead believe existing evidence was misunderstood, important information was not considered, the procedure was unfair or the outcome was too severe.
Check the procedure that applies to your appeal. For disciplinary appeals, if further investigation uncovers new or more serious information, Acas says the employer should not increase the original disciplinary outcome unless its disciplinary policy allows this. Instead, a new disciplinary procedure may be needed.
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Not Sure Whether or How to Appeal?
If you’ve received a workplace decision you disagree with, Talk It Through can help you organise what happened, think through your reasons for challenging the decision and consider what you want to do next.