How long do I have to appeal a redundancy?

Usually 5-10 working days from the dismissal letter, per the contract or policy. Check the specific deadline in your dismissal letter. Failure to appeal in time forfeits the internal route (though tribunal remains available).

What grounds can I appeal on?

Selection criteria unfairly applied, inadequate consultation, missed suitable alternative employment, sham redundancy, procedural failure under ACAS Code, discrimination, or new information now available.

Can I be accompanied to the appeal hearing?

Yes under section 10 Employment Relations Act 1999. Colleague or trade union representative. Request accompaniment in the appeal letter.

Do I have to wait for the appeal before going to tribunal?

No. Notify ACAS Early Conciliation within 3 months less one day of the effective date of termination, regardless of the internal appeal outcome. Missing the tribunal deadline forfeits the tribunal route.

What documents can I request?

Your own selection score, anonymised comparator scores, consultation minutes, list of alternative vacancies considered, and the specific dismissal reasons. Request these in the appeal letter.

Redundancy Appeal Letter UK (2026): Template + Grounds + Deadline

Before writing

Read the dismissal letter carefully. Identify the specific grounds you want to appeal on. See redundancy appeal process for the framework and typical outcomes.

Standard redundancy appeal template

[Date]
Dear [HR Contact / Dismissing Manager],
I am writing to appeal the decision to make me redundant as communicated in your letter of [dismissal letter date]. This letter constitutes formal notice of appeal under [contract clause / policy reference / ACAS Code of Practice].
The grounds for my appeal are:
[Ground 1 - e.g. selection criteria unfairly applied - specific evidence]
[Ground 2 - e.g. consultation inadequate - specific evidence]
[Ground 3 - e.g. suitable alternative role not offered - specific evidence]
I request a formal appeal hearing at the earliest reasonable date. I would like to be accompanied by [colleague name / trade union representative name].
Please provide the following documents in advance of the hearing:
My selection score matrix.
Comparators' selection scores (anonymised).
Minutes of the consultation meetings.
List of alternative vacancies considered.
I reserve all legal rights arising from this dismissal.
Yours sincerely,
[Your Name]
[Employee Number if applicable]

Common grounds - how to phrase

Selection unfair: "My selection score was [X]. Colleagues with lower documented performance scored [Y] and were retained. The scoring inconsistency has not been explained."
Consultation inadequate: "The consultation period was [X] days from announcement to dismissal notification. Genuine consideration of alternatives was not possible in that time."
Alternative not offered: "I identified [role name] as a suitable alternative during consultation on [date]. The employer did not consider or offer this role."
Procedural failure: "The dismissal followed [specific procedural breach] contrary to the ACAS Code of Practice."
Discrimination: "My selection appears to correlate with [protected characteristic]. [X] out of [Y] employees selected had the same characteristic."

Requesting evidence

You have a right to request evidence including your own score matrix, anonymised comparator scores, consultation minutes and alternative role lists. Request these in the appeal letter to preserve the record.

Timing and delivery

Send within the deadline specified in the dismissal letter (usually 5-10 working days). Email to HR with your dismissing manager copied. Use subject line "Redundancy Appeal - [Your Name]". Save the sent copy and delivery confirmation.

Interaction with tribunal deadline

Do not miss the tribunal deadline while waiting for the appeal outcome. Notify ACAS Early Conciliation within 3 months less one day of the effective date of termination even if the internal appeal is unresolved. See employment tribunal UK.

What to expect at the hearing

Hearing chaired by a manager senior to the dismissing manager.
Right to be accompanied by colleague or trade union representative.
Opportunity to present each ground with evidence.
Employer opportunity to respond.
Adjournment for consideration.
Written decision within 5-10 working days.

Useful calculators

Related guides

Authority pages

Frequently asked questions

How long do I have to appeal a redundancy?: Usually 5-10 working days from the dismissal letter, per the contract or policy. Check the specific deadline in your dismissal letter. Failure to appeal in time forfeits the internal route (though tribunal remains available).
What grounds can I appeal on?: Selection criteria unfairly applied, inadequate consultation, missed suitable alternative employment, sham redundancy, procedural failure under ACAS Code, discrimination, or new information now available.
Can I be accompanied to the appeal hearing?: Yes under section 10 Employment Relations Act 1999. Colleague or trade union representative. Request accompaniment in the appeal letter.
Do I have to wait for the appeal before going to tribunal?: No. Notify ACAS Early Conciliation within 3 months less one day of the effective date of termination, regardless of the internal appeal outcome. Missing the tribunal deadline forfeits the tribunal route.
What documents can I request?: Your own selection score, anonymised comparator scores, consultation minutes, list of alternative vacancies considered, and the specific dismissal reasons. Request these in the appeal letter.

Sources and further reading

ACAS Code of Practice on Disciplinary and Grievance — Procedural standard.
ACAS — Free, impartial UK employment advice.
ACAS: Redundancy appeals — Guidance.
Employment Rights Act 1996, Part XI — Redundancy framework.
Employment Rights Act 1996, section 86 — Statutory minimum notice.

General information about UK employment law, not legal advice. For your situation, contact ACAS or an employment-law solicitor.