Employees may request a review of a disciplinary decision if they believe the facts were incomplete, the process was unfair, the evidence was misunderstood, or the outcome was disproportionate.

Decisions That May Be Appealed

• Written warning or final warning.
• Performance improvement action linked to discipline.
• Suspension or access restriction.
• Financial recovery related to misconduct or policy breach.
• Separation or termination decision, where an appeal is practical and allowed by management/legal requirements.

How to Appeal

1. The employee submits a written appeal to HR or management, normally within 7 working days of receiving the decision.
2. The appeal should explain what is being challenged and include any new evidence or missing context.
3. A reviewer who was not the main decision-maker should review the appeal where practical.
4. The reviewer may meet the employee, HR, supervisor, witnesses, or management as needed.
5. The final appeal outcome is shared in writing.

Possible Outcomes

• Decision upheld.
• Decision reduced or modified.
• Decision withdrawn.
• Further investigation or corrective process ordered.

The appeal process does not prevent management from taking urgent protective action where people, clients, systems, or company assets may be at risk.