Disciplinary Defence
Challenge the outcome — properly
Grounds of appeal drafted forensically, with representation at your appeal hearing — to overturn or reduce a sanction, or to reverse a dismissal already imposed.
Why it works
What this gives you
Grounds that bite
Appeals fail when they simply repeat the defence. We draft grounds targeting what an appeal can actually correct: procedural failure, evidential gaps, inconsistency of sanction and new evidence.
The ACAS Code works for you
The Code requires appeals to be heard without unreasonable delay and, wherever possible, by a manager not previously involved. We hold the process to that standard — on the record.
A second statutory hearing
The right to be accompanied applies at appeal hearings. We attend and put the appeal case in full.
Protecting the next step
A properly-run appeal preserves and strengthens any subsequent tribunal claim. An unappealed dismissal can reduce compensation; we make sure the record works in your favour.
Scope, in writing
What’s included
- Forensic review of the original hearing and outcome letter
- Written grounds of appeal drafted and submitted
- Representation at the appeal hearing
- Challenge to sanction proportionality and consistency
- Procedural failures documented for any onward claim
Transparent fees
What it costs
Band A £950 rising by salary band to £2,050 at Band E. Drafted grounds and appeal-hearing representation in one fixed fee.
How salary-banded fees work
Fees are scaled to your gross annual salary — Band A (under £30,000), Band B (£30,000–£39,999), Band C (£40,000–£59,999), Band D (£60,000–£79,999) and Band E (£80,000+). Your exact fixed fee is confirmed in your Engagement Letter before any work begins. We are not VAT registered, so no VAT is added: the fee quoted is the fee you pay.
Questions, answered plainly
Frequently asked questions
No. The appeal is precisely the mechanism for challenging a dismissal internally, and outcome letters set a deadline for lodging it — typically five to ten working days. Contact us immediately so the grounds are lodged in time.
Yes — reinstatement, substitution of a lesser sanction, or a rehearing are all available outcomes, particularly where the original process breached the ACAS Code or the sanction was inconsistent with how others were treated.
Almost always. Tribunals can reduce compensation by up to 25% where an employee unreasonably fails to follow the Code — which includes failing to appeal. The appeal also forces the employer to commit to its case in writing.
The Code says it should be dealt with impartially and, wherever possible, by a manager not previously involved. Where your employer ignores that, we put the objection formally — it becomes evidence of unfairness.
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