The Employment Appeal Tribunal (EAT) has held that procedural defects in an employee's dismissal for allegedly bullying a colleague who "unfriended" her on Facebook could be cured during the appeal stage.
The Employment Appeal Tribunal (EAT) has held that a dismissal was fair despite flaws in the first stage of the disciplinary process and in the composition of an appeal panel.
In McMillan v Airedale NHS Foundation Trust  IRLR 803 CA, the Court of Appeal held that the NHS had no contractual right to increase a disciplinary sanction on a doctor's internal appeal against that sanction.
In Salmon v Castlebeck Care (Teesdale) Ltd (in administration) and another  IRLR 189 EAT, the EAT held that an employee who was dismissed for gross misconduct, but whose contractual appeal against dismissal was successful, did not need to be formally reinstated by her employer for her contract of employment to be resurrected so as to continue as if it had not been terminated.
A model letter inviting an employee to attend a disciplinary appeal hearing.
A model letter to an employee rescheduling a disciplinary appeal hearing.
A model letter inviting an employee to attend a final disciplinary appeal hearing where the employer offers more than one level of appeal.
A model letter rescheduling a final disciplinary appeal hearing where the employer offers more than one level of appeal.
HR and legal information and guidance relating to appeals against disciplinary penalties.