Watch our Monday Mode video on the appeal hearing

  • Every employee has the right to appeal a formal process

  • The appeal chair should be someone not involved in the investigation or disciplinary

  • After the appeal, there’s no internal process left. It’s off to tribunal.

In the third of our Monday Mode series about the disciplinary process, we bring you the appeal hearing.

Upon completion of a formal disciplinary process, every employee has the right to appeal the decision made. This could be in the form of a review of the evidence (or presenting new evidence) or it could be a reconsideration of the outcome.

As with the disciplinary, the employee has the right to be represented and should be invited to the appeal in writing (with at least 48 hours notice). The meeting should be minuted and the employee should receive a copy of those minutes and a formal outcome in writing.

The person conducting the appeal needs to be different to those who did the investigation and disciplinary. Many smaller employers may struggle with this, so an appeal might be best outsourced to an HR company. The purpose of the appeal is to listen to the employee’s reasoning, then consider or investigate before making a decision.

After the appeal hearing, there’s only tribunal left, so it’s really important to get the appeal process right!

Do you have questions about the appeal hearing?

Give us a call at CUBE HR, we’ll be happy to advise you and we have policies and templates available to meet every HR need.

Why not check out our other blog on the same topic Investigation Meeting – Wednesday Wisdom

You can also watch a range of other videos on our YouTube channel