Can I Appeal My Redundancy?

Being told your job is gone is one of the most destabilising moments you can face at work. But what many employees don’t realise — until it’s too late — is that redundancy is not always the final word. You have the right to appeal, and in many cases, that appeal can change everything.

This guide explains exactly what appealing your redundancy means, when to do it, how to do it, and what happens next.

What Does It Mean to Appeal a Redundancy?

An appeal is a formal challenge to your employer’s decision to make you redundant. You’re telling them, in writing, that you believe the decision was wrong — whether that’s because the process was flawed, the selection was unfair, or the business reason doesn’t hold up.

Under UK employment law, most employees have an implied right to appeal a dismissal, including redundancy. While there’s no single law that compels every employer to offer one, the ACAS Code of Practice on Disciplinary and Grievance Procedures makes it clear that failing to allow an appeal can be used against an employer at tribunal — and could increase any compensation awarded to you.

When Should You Appeal?

You should consider appealing your redundancy if any of the following apply:

You were selected unfairly — for example, the criteria used to score you were vague, applied inconsistently, or penalised you for things like maternity leave, disability, or whistleblowing

Your employer didn’t consult you properly — consultation is a legal requirement, not a courtesy

Your employer failed to consider suitable alternative roles before making you redundant

The business reason for redundancy doesn’t seem genuine — the role is being advertised again, or someone else has taken it over

You believe the real reason was something else — for example, a grievance you raised, or a protected characteristic

“I scored lower than everyone else on performance, but my manager had never given me a single appraisal in two years,” says one MyRedundancyRights reader from Leeds. “I appealed on that basis, and my employer eventually offered me a settlement rather than defend it.”

How to Appeal: Step by Step

Step 1 — Act quickly.

Your employer should tell you in writing how and when to appeal. Most appeal windows are between 5 and 14 days from your redundancy notice or dismissal date. If no deadline is given, write to your employer as soon as possible — ideally within five working days.

Step 2 — Put it in writing.

Your appeal must be in writing. State clearly that you are appealing your redundancy, set out the specific grounds (why you think the decision was wrong), and request a formal meeting. Keep the tone professional — this document may be read by a tribunal judge later.

Step 3 — Gather your evidence.

Before your appeal meeting, collect everything relevant: your redundancy selection scoring sheet (you’re entitled to request this), any correspondence about your role, notes from consultation meetings, and any evidence that contradicts your employer’s stated reasons.

Step 4 — Attend the appeal meeting.

You have the right to be accompanied to any appeal meeting by a trade union representative or a work colleague. Use this right. Take notes. Ask questions. Don’t sign anything on the day.

Step 5 — Wait for the outcome in writing.

Your employer must give you a written response to your appeal. If they uphold it, you may be reinstated or offered a suitable alternative role. If they reject it, that becomes the final internal decision — and the clock starts ticking for an employment tribunal claim.

What If the Appeal Fails?

A failed internal appeal isn’t the end. If you still believe the redundancy was unfair or discriminatory, you have three months minus one day from your dismissal date to begin ACAS Early Conciliation — the required step before any employment tribunal claim. Missing this deadline is almost always fatal to your case, so do not delay.

Know Your Rights Before You Walk Away

According to Citizens Advice, millions of employees accept redundancy every year without knowing they had grounds to challenge it. A short, well-written appeal letter costs you nothing and puts pressure on your employer to justify every decision they made.

You don’t need a solicitor to appeal. You need your evidence, your timeline, and the knowledge that you have every right to ask for answers.