People & Organisational Development

Formal Procedure – Disciplinary Appeal

Why this matters

A well-managed appeal process protects fairness, natural justice, and organisational integrity. It ensures colleagues have a meaningful opportunity to challenge decisions, helps prevent procedural errors, and reduces the risk of escalation, inconsistency, or legal challenge. It also reinforces trust in the University’s disciplinary framework.

Key actions for Managers

Following receipt of the appeal the appointed Appeal Manager should:

  • Ensure the appeal is submitted in writing within 10 working days of the colleague receiving the hearing outcome.
  • Confirm receipt within 5 working days (usually handled by People & OD).
  • Check Valid Grounds for Appeal - appeals should be based on one or more of the following:
    • Procedural error in the original hearing.
    • Unreasonable or disproportionate outcome compared with the issues considered.
    • New evidence that could not reasonably have been presented earlier. - If new evidence is cited, ensure the colleague provides a clear explanation of why it was previously unavailable.

Arranging the Appeal Hearing

In preparing for the Disciplinary Appeal Hearing, the appointed Appeal Manager (or in the instances of an appeal Panel, the agreed lead Appeal Manager) should:

  • Invite the colleague in writing, normally within 10 working days of receiving the appeal.
  • Remind them they may be accompanied by a Trade Union representative or work colleague.
  • Appeals must be heard by an independent and normally more senior manager.
    • Dismissal appeals require a panel of two, chaired by a senior (min Grade 7) member of staff plus a trained employee (academic where relevant).

Managing Attendance Issues

  • If the colleague or representative cannot attend, rearrange—normally within 5 working days.
  • If the colleague is persistently unable or unwilling to attend:
    • Seek advice from People & OD Case Management Hub.
    • They may be offered the chance to submit written representation, and the hearing may proceed in their absence.
    • Communicate any decision to proceed without them in writing, in advance.

Conducting the Appeal

  • Approach the case with an open mind, reviewing the original outcome only within the scope of the stated appeal grounds.
  • Ensure all parties present information clearly and respectfully.
  • Use support and materials provided through People & OD training/guidance.

Appeal Outcome

  • Provide the outcome in writing, normally within 15 working days of the hearing.
  • You may:
    • Uphold the original decision.
    • Overturn it.
    • Vary it (adjust sanctions or outcomes).
  • Clearly explain the rationale behind the decision.
  • Note: The Appeal Manager’s decision is final—there is no further right of appeal.

Supporting Success

  • Maintain neutrality and avoid assumptions—treat the appeal as a fresh consideration of specific issues.
  • Keep communication clear, timely, and professional to maintain trust and transparency.
  • Document decisions and reasoning thoroughly to ensure defensibility and consistency.
  • Seek support from People & OD Case Management Hub whenever unsure.
  • Ensure all documentation is handled confidentially and securely.