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Redundancy appeal letter template to help employees clearly set out grounds for appeal.
In case an employee wishes to appeal their redundancy decision, this template helps them draft a formal appeal, clearly stating the grounds for their appeal and supporting evidence.
A Redundancy appeal letter is used to challenge an employer's decision to make an employee redundant. It is usually written by the affected employee or their representative and submitted to the employer's HR department or another designated person.
[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
Redundancy appeal
I am writing to formally appeal the decision to terminate my employment due to redundancy on [date you received your redundancy notice].
My reasons for submitting an appeal are as follows:
[Set out basis for your appeal. For example, you:
disagree with the final decision to make you redundant and why.
feel you were unfairly selected and why.
feel you were not offered a suitable alternative job when one was available.
have new evidence that you feel should be considered].
I'd appreciate it if you could tell me when and where we can meet to discuss my appeal. [Optional] [Name] would like to accompany me to the meeting.
Yours [faithfully | sincerely],
[Sender name]
[Sender job title]
[Sender telephone]
[Sender email]
[For, and on behalf of [Company name] ]
The appeal letter typically outlines the employee's reasons for disputing the redundancy decision and provides additional information or evidence to support their case. The letter may also request a meeting or hearing to discuss the matter further.
The appeal letter should clearly outline the grounds for the appeal and any relevant information that may support the employee's case. It is important to include any documentation that may support the appeal, such as records of performance reviews, sales figures, or other relevant data.
The letter should be submitted within the specified time frame and in accordance with the company's policies and procedures. It is important to follow any guidelines or instructions provided by the employer in relation to the appeal process.
The outcome of a redundancy appeal may result in the employer reversing the decision to make the employee redundant, or it may confirm the original decision. If the employee remains dissatisfied with the outcome of the appeal, they may have the option to pursue further legal action or seek advice from a relevant agency or union.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Redundancy appeal letter, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
If, after consultation, the decision has been made to confirm the redundancy of a role, send this model confirmation letter template to the employee affected .
Our Redundancy Appeal Meeting Invitation Letter template ensures fairness, inviting employees to discuss appeals with transparency and professionalism.
It is generally considered good practice for employers to allow an appeals process in redundancy cases. While there is no legal requirement for a specific right of appeal, providing an appeals mechanism demonstrates a commitment to fairness, transparency, and open communication within the organisation.
In the UK, employees do not have a specific legal right of appeal against a redundancy decision itself. The right to appeal in redundancy cases primarily pertains to the fairness of the redundancy process rather than the decision itself.
However, it's important to note that there may be opportunities to challenge a redundancy decision on grounds such as unfair dismissal or discrimination. Employees can potentially raise a claim with an employment tribunal if they believe that the redundancy was unfair, for example, if the selection criteria were discriminatory, proper consultation was not conducted, or suitable alternative employment was not adequately considered.
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Our templates are developed with UK employment legislation, Acas guidance and HR best practice in mind and are reviewed and updated as relevant requirements change. However, every employment situation is different, so the template should be adapted to the circumstances and checked against the employee's contract and your organisation's procedures before use.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable format (such as .doc or .xls) so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the Redundancy appeal letter template, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI can produce a document quickly, but effective HR documentation needs to be more than well-written words. It needs to reflect relevant UK employment law, HR best practice, practical considerations and the circumstances in which it will be used. These resources have been professionally developed around that wider HR context, drawing on extensive practical experience, rather than simply generating a generic document from a prompt.
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 processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
"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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