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View full libraryThis Redundancy Appeal Meeting Invitation Letter invites an employee to a formal meeting to consider their appeal against a redundancy dismissal decision. It explains the purpose of the meeting, the arrangements for presenting appeal grounds and supporting evidence, and the employee's right to be accompanied.
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<p>If you are managing a redundancy process, the toolkit brings together practical HR templates covering planning, consultation, selection, scoring, outcomes and termination.</p>
This template brings together the key information, sections and considerations you need to create a clear, comprehensive and professional HR document. Preview the document below.
[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
Invitation to a redundancy appeal meeting
We acknowledge receipt of your appeal dated [Date of Appeal] against the decision to terminate your employment by reason of redundancy, as confirmed in our letter dated [Date of Redundancy Confirmation].
We have arranged a meeting to consider the grounds you have raised and to review the relevant information before reaching an appeal decision.
Meeting arrangements
| Date: | [Meeting Date] |
| Time: | [Meeting Time] |
| Location / meeting link: | [Location or Online Meeting Details] |
| Appeal manager: | [Name and Job Title] |
| HR representative / note-taker: | [Name and Job Title, if applicable] |
[Name of Appeal Manager] will hear your appeal. Wherever practicable, the appeal is being considered by a manager who was not involved in the original redundancy decision. The purpose is to provide an impartial review of the matters you have raised.
Grounds
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This letter invites an employee to a formal meeting to consider their appeal against a redundancy dismissal decision. It gives the employee an opportunity to explain why they believe the decision or process should be reconsidered, while allowing the organisation to review the relevant evidence before reaching an appeal outcome.
The invitation should identify the original redundancy decision and summarise the grounds of appeal received. These may concern the selection criteria, scoring, consultation, consideration of alternative employment, procedural fairness or other relevant matters raised by the employee.
Where practicable, the appeal should be heard by a manager who was not involved in the original decision and who has sufficient authority to reconsider it. The invitation should identify who will hear the appeal and explain that the decision will be reviewed impartially.
The employee should receive reasonable notice of the meeting and have an opportunity to provide relevant documents or further information. The invitation should explain how and when information can be submitted, while allowing the employee to explain their case during the meeting.
The letter should explain the arrangements for bringing a companion, normally a workplace colleague or an appropriate trade union representative. It should also invite the employee to identify any reasonable adjustments or accessibility requirements needed to participate effectively.
The appeal manager should consider the points raised and the available evidence before deciding whether to uphold or reject the appeal, in whole or in part, or take another appropriate step. The letter should make clear that the outcome has not been predetermined and that the decision will be confirmed in writing.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Redundancy appeal hearing invitation letter, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
Challenge a redundancy dismissal through a formal appeal letter that explains the employee's concerns, identifies relevant evidence and requests a fair review of the redundancy decision.
Our Appeal Hearing Script template guides fair and consistent appeal discussions, ensuring a structured process for addressing concerns and reaching resolutions.
Use these best practice actions, recommended timescales and process stages to understand when and how the Redundancy appeal hearing invitation letter should be used, helping ensure each step is handled consistently and appropriately documented.
Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.
Acas recommends offering employees the opportunity to appeal a redundancy decision. The right may also be set out in the employment contract, redundancy policy or a collective agreement. Employers should check the arrangements that apply and deal with an appeal fairly.
Where practicable, the appeal should be heard by a senior manager who was not involved in the original redundancy decision and who has sufficient authority to reconsider it. In a smaller organisation, where complete separation may not be possible, the employer should take reasonable steps to ensure impartial consideration.
Acas recommends allowing an employee to be accompanied at a redundancy appeal, normally by a workplace colleague or appropriate trade union representative. The employer should also consider its policies, contractual arrangements and any reasonable adjustments that may be needed.
The employee should explain why they believe the redundancy decision or process was wrong or unfair. This may concern selection scores, the criteria used, consultation, consideration of alternative employment or another relevant issue. The appeal manager should consider the actual grounds raised and any supporting evidence.
Not necessarily. The effect of an appeal on the dismissal date, notice arrangements or employment status depends on the circumstances and the organisation's arrangements. HR should check the relevant policy and contractual position and explain the practical arrangements clearly. If an appeal is upheld, appropriate corrective action may be required.
HRDocBox provides a structured UK HR letter covering the purpose of a redundancy appeal, impartial review, preparation, accompaniment and next steps. AI can help generate wording, but a dedicated template helps employers follow a consistent process and avoid treating the appeal as a formality.
How this content is developed and reviewed
The Redundancy appeal hearing invitation letter template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing redundancy HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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