If you think your selection or the process was unfair, ask your employer to reconsider. Acas says an employer should offer a chance to appeal, even where its policy has no appeal process; you can still write with your reasons. The Acas Code of Practice on disciplinary and grievance procedures is not itself the rule governing redundancy appeals. An unsuccessful appeal does not automatically prove unfair dismissal, and success is not guaranteed.
Explain what happened and attach relevant emails, scoring information or meeting notes. Ask for the pool, criteria, scores and a meeting. Say what outcome you seek, such as a corrected score or reconsideration of a suitable role. Keep the letter factual and polite.
Check your employer's policy and act promptly. Acas says appeal in writing within a reasonable timescale; it gives five days as an example, not a universal statutory five-to-ten-day deadline. Ask whether someone uninvolved in the first decision can hear it. You can ask to bring a colleague or trade union representative; do not assume an automatic statutory right to accompaniment at every redundancy appeal meeting. If your appeal succeeds after employment has ended, Acas explains reinstatement and redundancy-pay repayment may follow.
Do not wait for the appeal outcome to check tribunal deadlines. In Great Britain, most unfair dismissal claims are subject to three months less one day from termination; contact Acas about early conciliation before presenting a tribunal claim. Other claims may have different start dates. Ordinary unfair dismissal generally requires two years' service as at September 2026; exceptions exist. Northern Ireland has separate rules and the LRA.
Free appeal template and resources: https://myredundancyrights.co.uk/action-plan