Free Appeal Against Dismissal Letter Template

If you have been dismissed and given an appeal right, use this free template to write a clear, formal appeal letter that sets out your grounds for overturning the dismissal.

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Is appealing mandatory before a tribunal claim?

No. The law does not require you to appeal before filing a tribunal claim. However, if your employer offered an appeal right and you didn’t use it, the tribunal may view this negatively and any ACAS uplift may not apply.

How long do I have to appeal?

Check your dismissal letter or employee handbook. The law does not set a fixed deadline, but most employers allow 5 working days. Don’t miss the deadline — if you appeal late, the employer may refuse to consider it.

What if my employer offers an informal discussion instead?

Ask for a formal appeal hearing. You’re entitled to one under the ACAS Code. A formal hearing is safer and creates a clear record.

Should I accept reinstatement if offered at appeal?

That’s your decision. If you refuse reinstatement, you may lose the right to future compensation for lost wages. Take advice or think carefully about your circumstances.

Can the same person who dismissed me hear my appeal?

Under the ACAS Code, your appeal should be heard by someone who was not involved in the original dismissal. If the same person hears it, that’s a breach of the Code and weakens the employer’s position in a tribunal.

Free Appeal Against Dismissal Letter Template

Last updated April 2026

Why Appealing Matters

If you are dismissed and your contract or company handbook says you have a right to appeal, use it. An appeal is your chance to have the dismissal decision reviewed by someone new, ideally someone who was not involved in the original dismissal.

Appealing also matters for your tribunal claim. If your employer fails to follow the ACAS Code of Practice (which requires a right of appeal), the tribunal can increase compensation by up to 25%. Exhausting your internal appeals process also strengthens your later tribunal claim.

Check your contract, employee handbook, or the dismissal letter for your appeal deadline — usually 5 working days. Do not miss this deadline.

Copy this template and adapt it for your situation. Fill in the bracketed sections with your own details.

[Your name] [Your address] [Date] [HR Manager / Appeals Manager] [Company name] [Company address] Dear [Name], Formal Appeal Against Dismissal I am writing to formally appeal against the decision to dismiss me, communicated to me on [date of dismissal letter / date you were told]. I wish to appeal on the following grounds: Ground 1: [eg. The investigation was inadequate — state why: witnesses not interviewed, evidence not disclosed to me, conclusion reached before the hearing.] Ground 2: [eg. The decision to dismiss was disproportionate given: my length of service, clean disciplinary record, the minor nature of the conduct, and the fact that [colleagues who did similar things were not dismissed].] Ground 3: [eg. The procedure did not comply with the ACAS Code of Practice on Disciplinary and Grievance Procedures because: [I was not given adequate notice of the hearing / I was not informed of my right to be accompanied / no right of appeal was offered in writing].] [Add any additional grounds relevant to your situation.] [If you have new evidence not available at the original hearing, include it here: "I also wish to draw to the appeal officer's attention the following new information, which was not available at the original hearing: [details]"] I request that an appeal hearing be arranged at the earliest opportunity and that the appeal be heard by a manager who was not involved in the original decision. I should note that I am pursuing this appeal without prejudice to any other rights I may have, including the right to bring an employment tribunal claim. Yours sincerely, [Your full name] [Date]

Copy this template and adapt it for your situation.

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How to Adapt This Template

Set out your grounds clearly

Do not just say you disagree. Explain why. If the investigation was unfair, say which witnesses were not interviewed and why that matters. If the decision was disproportionate, explain what lighter sanction others received. If the procedure was wrong, cite the specific breaches.

If you have evidence that was not available at the original hearing (e.g., an email, witness statement, medical evidence), include it. State clearly that this is new evidence, not available at the time.

Without prejudice to other rights

This phrase protects you. It means you are not giving up your right to a tribunal claim by appealing. It is important to include this.

Keep a copy and proof of delivery

Send by email and recorded post. Keep receipts. This proves you met the deadline and that your appeal was received.

No. The law does not require you to appeal before filing a tribunal claim. However, if your employer offered a right of appeal and you did not use it, the tribunal may view this negatively. ACAS Code compliance matters — if your employer offered an appeal and you did not use it, they have complied, and compensation may not be uplifted.

Check your dismissal letter or employee handbook. The law does not set a fixed deadline, but most employers allow 5 working days. Do not miss this deadline — if you appeal late, the employer may refuse to consider it.

If your employer suggests discussing the dismissal informally, ask for a formal appeal hearing. You are entitled to one under the ACAS Code. A formal hearing is safer and creates a clear record.

That is your decision. If the appeal officer offers to reinstate you, it may not be worth the heartache of going back. However, it depends on your circumstances. If you refuse reinstatement, you may lose the right to future compensation for lost wages. Take advice or think carefully.

Under the ACAS Code, your appeal should be heard by someone who was not involved in the original dismissal. If the same person hears the appeal, this is a breach of the Code and weakens the employer's position in a tribunal.

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ET Rules of Procedure 2013

Employment Rights Act 1996