How long do I have to appeal a disciplinary outcome?

You must submit your appeal within the timeframe set by your employer’s disciplinary policy, which is typically five to ten working days after receiving the written outcome. It is crucial to check your outcome letter immediately to identify this specific deadline. Missing this deadline can significantly weaken your position if you later attempt to bring a claim to an Employment Tribunal.

Do I have a legal right to appeal a disciplinary decision?

The ACAS Code of Practice on Disciplinary and Grievance Procedures (2015) requires employers to provide an appeal stage. This is a statutory code, and if an employer unreasonably fails to follow it, an Employment Tribunal can uplift compensation by up to 25%. Therefore, you generally have a right to appeal if your employer follows this Code.

What are valid grounds for appealing a disciplinary sanction?

You should identify specific grounds for appeal, such as the sanction being disproportionate, the decision being wrong in fact, or procedural unfairness. Procedural failures might include insufficient notice, failure to provide evidence in advance, or bias. You can also include new evidence that was unavailable during the original hearing but is now accessible.

Can I bring a colleague or union rep to my appeal hearing?

Yes, under section 10 of the Employment Relations Act 1999, you have the right to be accompanied at the appeal hearing. You may choose to be accompanied by a trade union representative or a workplace colleague of your choosing. You should explicitly request this accompaniment in your appeal letter.

Should I appeal internally if I plan to go to an Employment Tribunal?

You should not use this appeal process if you intend to bring an Employment Tribunal claim without first exhausting internal procedures. Doing so weakens your position, and courts consider whether ACAS Early Conciliation was attempted. If you believe the process was discriminatory, you should also consider whether a separate grievance is appropriate.

What mistakes should I avoid when writing my appeal letter?

Common mistakes include missing the appeal deadline, repeating the disciplinary hearing arguments instead of identifying specific new grounds, and failing to request accompaniment. Additionally, you should not fail to raise procedural failures as separate grounds or omit new evidence that was unavailable at the original hearing but is now available.

← All Templates

Employment

Employment Law

Updated 2026-05-16

Appeal Against Disciplinary Outcome

Formal letter appealing a disciplinary sanction (warning, demotion, or dismissal) under the ACAS Code of Practice on Disciplinary and Grievance Procedures.

This template was not drafted by a solicitor.

It is an editorial reference based on the official sources we cite. You are responsible for any document you send. For high-stakes matters (court proceedings, large sums, deportation, criminal allegations, child welfare), have a regulated solicitor review or draft your document.

When to use this template

Use this letter within the time limit specified in your employer's disciplinary policy (typically 5–10 working days of receiving the disciplinary outcome) to formally appeal a sanction you believe was wrong, disproportionate, or procedurally flawed. The ACAS Code of Practice on Disciplinary and Grievance Procedures (2015) requires employers to provide an appeal stage. Failure to follow the Code by either party can affect compensation at an Employment Tribunal by up to 25%.

When NOT to use this template

Do not use this letter if you intend to bring an Employment Tribunal claim without first exhausting internal procedures — doing so weakens your position and courts will take into account whether ACAS Early Conciliation was attempted. If you believe the disciplinary process was itself discriminatory, also consider whether a separate grievance is appropriate.

Legal Basis

Employment Rights Act 1996, s.98 (fairness of dismissal); ACAS Code of Practice 1: Disciplinary and Grievance Procedures (2015) — a statutory code under s.199 TULRCA 1992; Employment Relations Act 1999, s.10 (right to be accompanied). An Employment Tribunal can uplift compensation by up to 25% if an employer unreasonably fails to follow the ACAS Code.

Before you send

Missing the appeal deadline specified in your disciplinary policy — check the outcome letter immediately
Using the appeal as a repetition of the disciplinary hearing rather than identifying specific grounds for appeal
Not requesting to be accompanied by a trade union representative or workplace colleague at the appeal hearing

Common Mistakes to Avoid

✗Missing the appeal deadline specified in your disciplinary policy — check the outcome letter immediately
✗Using the appeal as a repetition of the disciplinary hearing rather than identifying specific grounds for appeal
✗Not requesting to be accompanied by a trade union representative or workplace colleague at the appeal hearing
✗Failing to raise procedural failures (insufficient notice, failure to provide evidence in advance, bias in the process) as separate grounds
✗Not including new evidence that was unavailable at the original hearing but is now available

Build Your Letter

Fill in your details

Complete the fields below. Required fields are marked with *.

Your full name*

Your job title*

Date of letter*

Recipient's name (HR/senior manager)*

Employer name*

Employer address*

Date of the disciplinary hearing*

Date you received the written outcome*

Sanction imposed (e.g. final written warning / dismissal)*

First ground of appeal (brief heading)*

Detail of first ground*

Optional fields

Your department

Second ground of appeal (brief heading)

Detail of second ground

Third ground of appeal (brief heading)

Detail of third ground

Any new evidence not available at the original hearing

Letter preview

[YOUR FULL NAME]
[YOUR JOB TITLE]
[YOUR DEPARTMENT]

[DATE OF LETTER]

[RECIPIENT'S NAME (HR/SENIOR MANAGER)]
[EMPLOYER NAME]
[EMPLOYER ADDRESS]

---

Dear [RECIPIENT'S NAME (HR/SENIOR MANAGER)],

**NOTICE OF APPEAL — DISCIPLINARY OUTCOME**
**Reference: Disciplinary hearing of [DATE OF THE DISCIPLINARY HEARING]**

I write to formally appeal against the outcome of the disciplinary hearing held on [DATE OF THE DISCIPLINARY HEARING], the written outcome of which was received on [DATE YOU RECEIVED THE WRITTEN OUTCOME]. The sanction imposed was: [SANCTION IMPOSED (E.G. FINAL WRITTEN WARNING / DISMISSAL)].

I appeal on the following grounds:

**Ground 1: [FIRST GROUND OF APPEAL (BRIEF HEADING)]**

[DETAIL OF FIRST GROUND]

**Ground 2: [SECOND GROUND OF APPEAL (BRIEF HEADING)]**

[DETAIL OF SECOND GROUND]

**Ground 3 (if applicable): [THIRD GROUND OF APPEAL (BRIEF HEADING)]**

[DETAIL OF THIRD GROUND]

**New Evidence**

[ANY NEW EVIDENCE NOT AVAILABLE AT THE ORIGINAL HEARING]

**My Position**

For the reasons set out above, I respectfully submit that the decision to impose [SANCTION IMPOSED (E.G. FINAL WRITTEN WARNING / DISMISSAL)] was wrong in fact, disproportionate to the alleged conduct, and/or procedurally unfair. I ask that the appeal panel:

1. Overturn the decision and remove the sanction from my record; or
2. Substitute a lesser sanction commensurate with the facts.

I request to be accompanied at the appeal hearing by a trade union representative or workplace colleague of my choosing, as is my right under section 10 of the Employment Relations Act 1999.

Please confirm the date, time, and location of the appeal hearing.

Yours sincerely,

[YOUR FULL NAME]

Unfilled fields appear as [FIELD NAME]. Review the letter carefully before sending. This template is a starting point — adapt it to your specific circumstances.

Related Guides

Employment Tribunal Guide

Official Resources

ACAS — Disciplinary and grievance procedures →ACAS Code of Practice 1 →

Frequently asked questions

How long do I have to appeal a disciplinary outcome?: You must submit your appeal within the timeframe set by your employer’s disciplinary policy, which is typically five to ten working days after receiving the written outcome. It is crucial to check your outcome letter immediately to identify this specific deadline. Missing this deadline can significantly weaken your position if you later attempt to bring a claim to an Employment Tribunal.
Do I have a legal right to appeal a disciplinary decision?: The ACAS Code of Practice on Disciplinary and Grievance Procedures (2015) requires employers to provide an appeal stage. This is a statutory code, and if an employer unreasonably fails to follow it, an Employment Tribunal can uplift compensation by up to 25%. Therefore, you generally have a right to appeal if your employer follows this Code.
What are valid grounds for appealing a disciplinary sanction?: You should identify specific grounds for appeal, such as the sanction being disproportionate, the decision being wrong in fact, or procedural unfairness. Procedural failures might include insufficient notice, failure to provide evidence in advance, or bias. You can also include new evidence that was unavailable during the original hearing but is now accessible.
Can I bring a colleague or union rep to my appeal hearing?: Yes, under section 10 of the Employment Relations Act 1999, you have the right to be accompanied at the appeal hearing. You may choose to be accompanied by a trade union representative or a workplace colleague of your choosing. You should explicitly request this accompaniment in your appeal letter.
Should I appeal internally if I plan to go to an Employment Tribunal?: You should not use this appeal process if you intend to bring an Employment Tribunal claim without first exhausting internal procedures. Doing so weakens your position, and courts consider whether ACAS Early Conciliation was attempted. If you believe the process was discriminatory, you should also consider whether a separate grievance is appropriate.
What mistakes should I avoid when writing my appeal letter?: Common mistakes include missing the appeal deadline, repeating the disciplinary hearing arguments instead of identifying specific new grounds, and failing to request accompaniment. Additionally, you should not fail to raise procedural failures as separate grounds or omit new evidence that was unavailable at the original hearing but is now available.