An employee has the right of appeal following disciplinary action, including dismissal, if they believe that the action taken against them is unreasonable or unjust.

Appeals should be heard without unreasonable delay and at an agreed time and place. Employees should put their appeal in writing to the employer explaining their grounds for appeal. These may include the perceived severity of the penalty; inconsistency of the penalty; a lack of resolution from the first disciplinary meeting or new evidence.

The appeal should be dealt with impartially and wherever possible with a manager who was not previously involved in the original disciplinary meeting. Employees have a statutory right to be accompanied to an appeals meeting.