Disciplinary Policy & Procedure - Reviewed: June 2026
In this section
- 11. Trade Union Officials
- 12. Criminal Charges and Cautions or Convictions Outside Work
- 13. Appeals
- 14. Keeping Records
- 15. Training and Support
- 16. Monitoring This Policy & Procedure
- 17. Ensuring Equality of Opportunity
- 18. The Role of the companion during the Disciplinary and Grievance Process
- 19. Disciplinary Procedure at a Glance
- 20. Supporting Guide for Witnesses
13. Appeals
- If the employee thinks the penalty is unfair or unreasonable in the circumstances.
- New evidence comes to light which could have affected the outcome of the disciplinary hearing.
- Failure to follow procedures.
The appeal should be made in writing wherever possible, to the Assistant Chief Executive (People, Digital and Policy) within 14 calendar days of receipt of the disciplinary or dismissal letter. The letter should outline the detailed reasons for appeal and will be acknowledged within 14 calendar days. Employees who need advice when submitting an appeal should contact a HR Business Partner or their Trade Union representative.
The Assistant Chief Executive (People, Digital and Policy) will convene an appeals panel to consider the appeal. For all disciplinary sanctions the appeals panel will comprise of two Directors (or their nominated representatives). The Appeal Hearing should be held at a reasonable time and place. This should take place as soon as possible and the employee should take all reasonable steps to attend. Advice will be provided to the panel by a HR Business Partner.
The appeal panel decision is final and there is no further right of appeal within the Council.