Guide to managing appeals

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Our Guide to Managing Appeals supports managers and HR professionals by providing a structured process for handling employee appeals efficiently and fairly.

guide to managing appeals

Why this guide is necessary

The Guide to Managing Appeals provides comprehensive instructions for handling employee appeals within an organisation. It outlines the essential steps and best practices to ensure a fair, transparent, and consistent process. This guide covers everything from initial receipt of an appeal to the final decision, including documentation, timelines, and communication protocols.

By following this guide, employers can effectively address grievances, maintain legal compliance, and uphold organisational integrity. It aims to foster trust and confidence in the appeals process, ensuring that employees feel heard and respected while protecting the organisation from potential disputes.

Specifications

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Time to read / prep / use
5 mins
Document specs icon
Word count / length
669 words, 2 pages A4
Date last reviewed icon
Date last reviewed
1 December 2024

Guide to managing appeals

Handling appeals is a critical process that ensures fairness and transparency within an organisation. This guide provides a structured approach to managing various types of appeals, including disciplinary, grievance, redundancy, and dismissal appeals, among others.

Types of Appeals

  • Disciplinary Appeal: When an employee contests a disciplinary action taken against them.

  • Grievance Appeal: When an employee is dissatisfied with the outcome of a grievance they raised.

  • Redundancy Appeal: When an employee challenges the decision or process of their redundancy.

  • Dismissal Appeal: When an employee appeals against their termination from the organisation.

  • Performance Review Appeal: When an employee disputes the evaluation of their performance review.

  • Pay and Benefits Appeal: When an employee contests decisions regarding their pay or benefits.

General Steps for Managing Appeals

1. Acknowledge the Appeal

  • Receipt Confirmation: Acknowledge receipt of the appeal in writing promptly, specifying the date it was received.

  • Clarify Process: Outline the appeal process, including timelines and what the employee can expect.

2. Review the Appeal

  • Appoint an Independent Reviewer: Assign someone who was not involved in the original decision to review the appeal.

  • Gather Information: Collect all relevant documents, records, and statements related to the original decision.

3. Schedule an Appeal Meeting

  • Invite the Employee: Schedule a meeting with the employee to discuss their appeal. Provide adequate notice and inform them of their right to be accompanied by a colleague or union representative.

  • Prepare Questions: Prepare questions to understand the grounds of the appeal and gather additional information if needed.

4. Conduct the Appeal Meeting

  • Objective Hearing: Ensure the meeting is conducted impartially. Allow the employee to present their case fully.

  • Review Evidence: Discuss and review the evidence presented by both parties. Ensure all relevant information is considered.

5. Deliberate and Make a Decision

  • Objective Deliberation: The independent reviewer should consider all the evidence and determine whether the original decision was fair and reasonable.

  • Document the Decision: Record the decision-making process and the rationale for the final decision.

6. Communicate the Outcome

  • Written Notification: Communicate the outcome of the appeal in writing to the employee, detailing the reasons for the decision.

  • Next Steps: Inform the employee of any further steps or actions that will be taken, if applicable.

7. Implement the Decision

  • Take Action: Implement any changes or actions resulting from the appeal decision promptly.

  • Follow-Up: Ensure follow-up actions are completed, and the employee is supported during any transition or change process.

Specific Considerations for Different Types of Appeals

Disciplinary Appeal

  • Review Policy Compliance: Ensure the disciplinary process followed company policies and employment laws.

  • Consistency: Check for consistency in disciplinary actions across similar cases.

Grievance Appeal

  • Objective Review: Review the original grievance investigation to ensure it was conducted fairly and thoroughly.

  • Resolution Options: Consider alternative resolutions or mediation if appropriate.

Redundancy Appeal

  • Redundancy Criteria: Reassess the criteria used for selecting employees for redundancy.

  • Alternative Roles: Explore possibilities for redeployment within the organisation.

Dismissal Appeal

  • Reasonableness: Re-evaluate the reasons for dismissal to ensure they are justified and supported by evidence.

  • Procedural Fairness: Confirm that the dismissal process adhered to fair procedures and legal requirements.

Performance Review Appeal

  • Performance Metrics: Review the performance metrics and feedback provided during the review.

  • Objective Assessment: Ensure the performance evaluation was objective and free from bias.

Pay and Benefits Appeal

  • Pay Structure: Verify the pay structure and ensure the employee's compensation aligns with company policy and market standards.

  • Benefit Entitlements: Review the employee's entitlements and any discrepancies raised.

Conclusion

Managing appeals effectively requires a transparent, consistent, and fair process. By following these guidelines, employers can ensure that all appeals are handled professionally, maintaining trust and integrity within the organisation.

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Why choose our Guide to managing appeals?

Our content:

Is easy to edit and execute, with comprehensive implementation guidance.
Is designed by accredited, experienced HR practitioners.
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