Last reviewed March 2026 — LetterSure editorial team
If you have received a disciplinary outcome you believe was unfair, you have the right to appeal. A well-written appeal letter is your best chance to have the decision reviewed — here is exactly what to include and how to do it.
Yes. Under the Acas Code of Practice on Disciplinary and Grievance Procedures, employees have the right to appeal any formal disciplinary outcome. This applies whether you received a verbal warning, written warning, final written warning, or dismissal. Your employer must tell you of this right in writing when they communicate the outcome.
Failing to appeal can harm your position if you later bring an Employment Tribunal claim. Tribunals expect employees to exhaust internal procedures first, and not appealing can result in any compensation being reduced.
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Generate my appeal letter — £6.99The outcome was too harsh
The sanction given was disproportionate to the alleged misconduct, especially for a first offence.
The procedure was not followed
Your employer failed to follow their own disciplinary policy or the Acas Code of Practice.
New evidence has come to light
You have information that was not available or not considered during the original hearing.
The investigation was inadequate
Key witnesses were not interviewed, or relevant evidence was ignored or misrepresented.
Bias or unfair treatment
The decision-maker had a conflict of interest, or you were treated less favourably than others in similar situations.
The allegations were not proven
The evidence presented did not meet the standard required to justify the decision made against you.
Your name, job title and department
Make clear who you are and what role you hold.
Date of the disciplinary outcome
Reference exactly when you received the decision and from whom.
The specific outcome you are appealing
State the warning or sanction clearly — verbal warning, written warning, dismissal, etc.
Your grounds for appeal
Set out clearly and specifically why you believe the outcome was wrong or unfair.
Supporting evidence
Include dates, names, emails, witness accounts, or any documentation that supports your case.
What outcome you are seeking
State what you want — the sanction removed, reduced, or the process re-run fairly.
Request for an appeal hearing
Ask to present your case in person at a formal appeal meeting.
Check your employer's disciplinary policy — most require you to submit an appeal within 5 working days of receiving the written outcome. Some policies allow up to 10 working days. Missing this deadline can mean losing your right to appeal internally, so act as quickly as possible.
If you are considering an Employment Tribunal claim — for example if you were dismissed — you generally have 3 months minus one day from the date of dismissal to file. Going through the internal appeal process first is strongly recommended before escalating externally.
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Can my employer refuse to let me appeal a disciplinary decision?
Under the Acas Code of Practice, employees have the right to appeal any formal disciplinary outcome. If your employer refuses to allow an appeal, this can strengthen any subsequent Employment Tribunal claim.
How long do I have to appeal a disciplinary decision?
Most employers require you to submit an appeal within 5 working days of receiving the written outcome, though some policies allow up to 10 working days. Check your employer's disciplinary policy for the exact deadline.
What happens if my employer ignores my appeal?
If your employer fails to respond or refuses to hold a hearing, send a follow-up letter requesting a response. Their failure to follow proper procedure will be taken into account if the matter reaches an Employment Tribunal.
Can I bring someone with me to the appeal hearing?
Yes. You have the right to be accompanied by a trade union representative or a work colleague. They can present your case and confer with you during the meeting.
What should I do if my appeal is rejected?
If your internal appeal is rejected, you may be able to bring a claim to an Employment Tribunal. You generally have 3 months minus one day from the disciplinary outcome to submit a claim.
This guide is for general information only. LetterSure letters are personal correspondence drafts and do not constitute legal advice. For legal matters consult a qualified solicitor at solicitors.lawsociety.org.uk.