Ongoing support
HR SubscriptionHR AdvisoryHR OutsourcingFractional HRPay As You GoSpecialist HR
Employee RelationsRedundancy & RestructuringTUPEHR ProjectsWorkforce PlanningPeople & payroll
Talent AcquisitionOnboarding & OffboardingPayrollHR issues
DisciplinariesGrievancesAppealsLong-Term SicknessWorkplace InvestigationsBullying & HarassmentEmployment Rights Act 2025View all HR services →Home / HR Services / Appeals Support
Appeals Support for Employers
Independent, impartial appeal hearings for disciplinary, dismissal and grievance decisions, so every outcome is fair, well reasoned and properly documented.
Appeals support
Get Appeals Right, First Time
The appeal is your last chance to put things right before a decision is tested at a tribunal. A fair, impartial appeal can correct mistakes, strengthen a sound decision and show that your process was reasonable.
Clearpath UK can advise the manager hearing an appeal, or act as an independent appeal chair for you. We review the original decision, hear the employee’s case and give a clear, well-reasoned outcome, in line with the Acas Code of Practice.
Choosing the approach
Review or Rehearing?
Appeals can be handled in two ways. The right approach depends on the grounds of appeal and your policy.
Review
The appeal manager looks at whether the original decision was fair and reasonable, focusing on the employee’s grounds of appeal.
WHAT TO KNOW
Rehearing
The case is considered afresh, with the evidence looked at again and witnesses re-interviewed where needed.
WHAT TO KNOW
How we support you
How We Come In and Support You
Choose how involved we are, from advising your appeal manager to hearing the appeal independently for you.
We advise
Your manager hears it, we support
Expert guidance for the manager hearing the appeal, before and after the meeting.
- Review of the grounds of appeal
- Template letters and scripts
- Advice on the outcome
We guide
We prepare everything
An HR adviser reviews the case and prepares the appeal pack with you.
- Everything in We advise
- Full review of the original file
- Briefing before the hearing
We hear it for you
Independent appeal chair
An independent HR adviser hears the appeal and decides the outcome, on site or remotely.
- Everything in We guide
- Impartial appeal hearing
- Reasoned written outcome
Step by step
A Fair Appeal: Before, During and After
Most appeals follow the same stages. Handling each one carefully is what gives the final decision its strength.
Receiving the appeal
The appeal hearing
The final decision
Avoid costly mistakes
Common Appeal Pitfalls
A weak appeal can undo a good process, while a strong one can save a flawed decision. These are the mistakes we see most.
Increasing a sanction at appeal is risky and can make a dismissal unfair. Take advice before doing so, and check what your policy allows.
The same manager hearing it
The appeal should be heard by someone who wasn’t involved, ideally more senior. Otherwise it’s unlikely to be seen as impartial.
Unreasonable delay
Leaving an appeal for weeks can undermine confidence in the process and add to any claim.
Treating it as a formality
Simply rubber-stamping the original decision, without properly considering the grounds, weakens your position.
Ignoring new evidence
If new evidence comes to light, it should be considered, even if that means adjourning to investigate.
Refusing a companion
The right to be accompanied applies at appeal hearings too.
An unclear outcome
The decision should be confirmed in writing, with clear reasons for each ground of appeal.
Grounds and outcomes
What an Appeal Looks At, and Where It Can Lead
Understanding the grounds of appeal helps you judge how strong an appeal is, and what the possible outcomes are.
Common grounds of appeal
Possible outcomes
If a dismissal is overturned, the employee is usually reinstated with back pay and no break in continuous service.
Dismissal appeals will matter for more of your team
Under the Employment Rights Act 2025, employees with six months’ service will be able to claim unfair dismissal. A fair appeal becomes an important safeguard for newer staff too.
What we hear
Appeals We Can Hear for You
Our independent HR advisers can hear appeals against a wide range of workplace decisions.
Dismissal appeals
Appeals against dismissal for misconduct, gross misconduct, capability or other reasons.
Disciplinary warnings
Appeals against written or final written warnings.
Grievance outcomes
Appeals where an employee is unhappy with how their grievance was decided.
Capability and absence decisions
Appeals against decisions made under performance or sickness absence procedures.
Redundancy selection
Appeals against selection for redundancy or the scoring used.
Example case
A Financial Dispute Appeal, Reviewed and Resolved
An employee appealed a decision about a financial dispute with their employer. Our client needed the appeal reviewed impartially and the outcome explained clearly.
The employee disagreed with how a financial matter had been decided and lodged an appeal against the outcome.
We reviewed the appeal independently, looking carefully at the grounds, the evidence and the original decision.
We provided a clear, written explanation of the outcome and the reasons behind it, so the employee understood the decision and the matter could be closed.
What we deliver
Your Appeals Toolkit
Whichever level of support you choose, we can prepare every document you need, tailored to your business and ready to use.
Acas Code compliant · Impartial · Ready to useYou may also need
Related Services
Recognized by the best
Clients Trust Clearpath UK.
Here are some of the renowned companies we have had the privilege of partnering with.
What Our Clients Say
First Class in Every Aspect
“Absolutely first class with help in every aspect of my business. The knowledge and time invested in me and my business has been exceptional.”
Kept Informed Throughout
“I had an excellent experience with Clearpath. The team was professional, supportive, and kept me informed throughout the recruitment process.”
Long-Term Sickness Resolved
“We spoke to Clearpath in relation to one of our staff who was on long term sick, Clearpath supported us with our difficulties and provided a resolution. Highly recommended.”
Let’s Get Started: Contact Clearpath UK Today
Ready to create a positive, high-performance work environment? Contact our expert team to discuss how we can help.
Book your free consultation today — we’re excited to help your business thrive.
Get in touch
Speak to an Adviser
Whether it’s HR, employment law or health & safety, tell us what you need and one of our advisers will get back to you, usually within one working day.
Send us a message
No obligation. We never share your details.
Thanks, your message is in.
One of our advisers will be in touch shortly. If it’s urgent, call us on 020 3773 0992.
Other ways to reach us
Frequently Asked Questions
Who should hear an appeal?
Ideally a manager who wasn’t involved in the original decision and is more senior. In smaller businesses, an independent HR adviser can hear the appeal impartially.
Can the employee bring someone to the appeal hearing?
Yes. The legal right to be accompanied by a colleague or trade union representative applies to disciplinary and grievance appeal hearings too.
Is the appeal decision final?
The appeal is usually the final stage of your internal procedure. The employee may still be able to bring a tribunal claim if they have the right to do so.
What if the employee raises new evidence at the appeal?
Consider it carefully. You may need to adjourn and investigate further before reaching a decision.
Can you hear appeals independently for us?
Yes. An independent HR adviser can hear disciplinary, dismissal and grievance appeals for you as an impartial chair, on site or remotely.