A client approached me with a challenging situation involving an employee who had submitted an appeal against dismissal after the prescribed deadline had passed. The organisation’s disciplinary policy clearly stated that appeals must be lodged within five working days of the decision. In this case, the appeal was submitted nine working days after the employee had been formally dismissed.
The employee cited personal difficulties, including a family bereavement, as the reason for the delay. Although the policy was clear, the organisation wanted to ensure they acted fairly and consistently while also being mindful of potential legal risks if the appeal
