NHS Redundancy Appeal Pack
Selected for redundancy and think the process was flawed? Check how ready your appeal is for free, see the grounds and the Handbook rules on alternative employment, then unlock an appeal letter, your grounds and a request for the selection papers.
New to this? Read our guide to appealing NHS redundancy selection and the compulsory redundancy process. Last updated October 2026.
Short answer
If you think your selection for redundancy was unfair, appeal in writing by the deadline in your outcome letter or the trust's policy. ACAS says to appeal within a reasonable timescale, gives five days as an example, and says you can ask for a senior manager who was not involved to hear it and to bring a union rep or colleague. A panel can check specific points: the criteria and scoring, the pool, consultation, the search for alternative employment, whether the redundancy is genuine and the pay calculation. The Handbook (England, 16.21 to 16.23) says employers should seek suitable alternative employment and put it to you in writing. An internal appeal does not pause the tribunal time limit. The readiness check is free. The documents are a one-off £9.99, with no subscription and 90 days of access.
⚠This is not legal advice
This tool and its documents are general guidance based on ACAS, gov.uk and the NHS Terms and Conditions of Service Handbook, section 16. They are not legal advice and cannot take account of your trust's policy or your circumstances. They cannot tell you whether your selection was fair or whether an appeal will succeed. Speak to your trade union or staff-side representative before you send anything, and use the documents only as drafts. FrontlinePay is independent and is not affiliated with ACAS, any NHS trust or any trade union.
About you and your appeal
Everything stays in your browser and is never sent to us. Your answers are saved in this browser so they are still here after checkout. Use "Clear my answers" to remove them, especially on a shared computer.
Only two answers are needed for the free check: where you are and which grounds you may raise. The rest makes your documents more specific. Do not enter colleagues' names or scores, or any patient information. See a worked example of the documents.
The person or panel named in your outcome letter or the trust's policy.
Where you are and your grounds
What you know
Roles and numbers, for example 'three band 5 posts in the community team'. No names.
Consultation meetings you attended
Vacancies you know of
Job titles and bands, not names.
Dates and outcome
Free worked example. Fictional person and trust
Example: appeal letter, grounds and request for the selection papers
Maya Hughes, a Band 5 occupational therapist at a made-up trust, was selected for redundancy in a community team restructure and is lodging an appeal on scoring, consultation and alternatives.
Everything below was produced by the pack itself from those made-up details. It is an example only: the names, trust and facts are invented, and your own documents are built from your own answers. Square brackets mark the places you fill in or check yourself.
Appeal letterExample
A short formal appeal against your selection, with your grounds in outline, a reservation to add more, and asks for a panel not involved in the decision, your companion, the papers, what happens to your notice, continued search for alternatives and a written outcome.
[Your address] [Your email address and phone number] 14 October 2026 Appeals Panel Chair, c/o HR Example NHS Foundation Trust Dear Appeals Panel Chair, Subject: Appeal against selection for redundancy - Maya Hughes, Occupational Therapist, Band 5 I am writing to appeal against the decision, notified to me on 12 October 2026, to select me for redundancy and to end my employment on 11 January 2027. I understand from [your letter / the trust's policy] that appeals must be lodged by 19 October 2026, and this letter is sent within that time. My grounds of appeal, in outline, are: 1. The selection criteria and my scores: I was scored 2 out of 5 for 'flexibility' with no examples given, although my appraisals record me covering three sites and weekend clinics. I was not told how the criterion would be marked. 2. Consultation: I had one consultation meeting on 8 September, after the pool and criteria had already been fixed. My written comments of 10 September on the criteria were not answered. 3. Alternative employment and redeployment: A Band 5 post in the neighbouring team was advertised internally on 21 September. I was not told about it, and no one has put any vacancy to me in writing. A fuller statement of these grounds is attached. I reserve the right to add to them once I have the documents I have asked for in my separate letter, including the selection criteria, my scores and the consultation records. I would be grateful if you would: - acknowledge this appeal and tell me who will hear it; - arrange the appeal hearing as soon as possible, with at least [number] working days' notice, and tell me the date; - ask a manager who was not involved in the selection decision to hear the appeal; - confirm that I may be accompanied by Dana Reid; - send me, in advance, the documents the panel will have; - tell me in writing what happens to my notice, my pay and my end date while the appeal is considered; - continue to look for suitable alternative employment for me while the appeal is considered, and put any suitable vacancy to me in writing; and - give me the outcome in writing, with reasons. Thank you. Yours sincerely, Maya Hughes Occupational Therapist, Band 5 [Attached: statement of grounds of appeal (document 2)] [cc: my trade union representative: delete if not needed] [Delete before sending: ACAS says to check whether the trust has an appeals process, to appeal in writing within a reasonable time, and gives five days as an example of what could be reasonable where there is no process. There is no national deadline in the sources we checked, so use the deadline in your letter or the trust's policy and lodge early. A missed deadline can close the internal route. Send it by a method that proves the date, and keep a copy.] [Delete this line before sending: check every bracketed item, check your trust's own policy and have your union or staff-side rep read it first.]
Statement of grounds of appealExample
Each ground you ticked set out with what happened, the question for the panel, the evidence to bring and what you ask for, plus your consultation notes and the vacancies you know of.
STATEMENT OF GROUNDS OF APPEAL: Maya Hughes Occupational Therapist, Band 5, Example NHS Foundation Trust. Prepared 14 October 2026. [This is the fuller statement to attach to your appeal letter. It asks the panel questions rather than stating conclusions. Keep to facts you can show, add dates, and delete any ground you cannot support.] Background - The decision, notified to me on 12 October 2026, to select me for redundancy and to end my employment on 11 January 2027. - Length of service: two years or more. - My pool, as I understand it: Three Band 5 posts in the community team, all treated as one pool. - The criteria and my scores, as I have been given them: Five criteria, each scored out of 5, including flexibility and performance. I have been given my total but not the breakdown. Ground 1: The selection criteria and my scores What happened: I was scored 2 out of 5 for 'flexibility' with no examples given, although my appraisals record me covering three sites and weekend clinics. I was not told how the criterion would be marked. What I ask the panel to consider: Were the criteria objective and measurable, were they applied in the same way to everyone in the pool, and is each of my scores supported by evidence? Evidence I will bring or have asked for: My scores and the evidence for each, my appraisals and record, and any score that seems to rest on opinion or on attendance. What I ask for: That the scoring is reviewed, with the evidence for each score of mine, and corrected if it cannot be supported. Ground 2: Consultation What happened: I had one consultation meeting on 8 September, after the pool and criteria had already been fixed. My written comments of 10 September on the criteria were not answered. What I ask the panel to consider: Did consultation happen before decisions were final, did it cover how people would be selected, and were my comments seriously considered? Evidence I will bring or have asked for: Dates and notes of every meeting, the invitation letters, and anything showing a decision was made before I was consulted. What I ask for: That consultation is reviewed and, if it was not genuine or came too late, that it is repeated before any decision takes effect. Ground 3: Alternative employment and redeployment What happened: A Band 5 post in the neighbouring team was advertised internally on 21 September. I was not told about it, and no one has put any vacancy to me in writing. What I ask the panel to consider: What search was made for suitable alternative employment for me, in the trust and with other NHS employers, which vacancies were considered, and were any put to me in writing? Evidence I will bring or have asked for: Vacancy lists with dates, any offers or none, my skills and band, and anything that shows a vacancy I could have done. What I ask for: That a fresh search is made, that suitable vacancies are put to me in writing, and that the reasons any vacancy was rejected are given. Consultation, as I recall it - 8 September: First individual meeting; told I was in the pool and what the criteria were. Vacancies I know of - Band 5 occupational therapist, neighbouring team, seen 21 September. What happened: Not put to me. Outcome I am asking for - [For example: that the selection decision is set aside and the process repeated; that my scores are reviewed; that I am considered for the vacancies listed; or that the calculation is corrected. Say what you actually want.] I reserve the right to add to this statement once I have received the documents I have asked for. [Delete before sending: ACAS lists unfair selection, an unfair process, no genuine and meaningful consultation, alternatives not considered and a suitable role available but not offered as the matters that could support an unfair dismissal claim. You do not need to use those words. Keep each ground short, specific and checkable.] [Delete this line before sending: check every bracketed item, check your trust's own policy and have your union or staff-side rep read it first.]
Request for selection matrix, scores and consultation recordsExample
A letter asking for the policy, business case, pool reasoning, criteria, the matrix with names removed, your own scores and evidence, consultation and vacancy records, and the pay calculation.
[Your address] [Your email address and phone number] 14 October 2026 Appeals Panel Chair, c/o HR Example NHS Foundation Trust Dear Appeals Panel Chair, Subject: Request for documents for my redundancy appeal - Maya Hughes I am appealing against the decision, notified to me on 12 October 2026, to select me for redundancy and to end my employment on 11 January 2027. To prepare for the appeal hearing, and so that the panel and I are looking at the same papers, I would be grateful for copies of the following, by [date, at least a few working days before the hearing]. Where documents contain other people's personal details, I am content for those to be removed. 1. The trust's organisational change or redundancy policy, and any local agreement with staff-side that applies. 2. The proposal or business case for the changes, and the reasons given to staff for them. 3. How the selection pool was decided: the roles included and excluded, the reasons, and when staff were told. 4. The selection criteria, how they were decided, how they were weighted, and when they were shared with staff. 5. The completed selection matrix for the pool, with names removed, showing the score for each person on each criterion. 6. My own scores on each criterion, the evidence the scorer relied on for each, who scored me and when, and any moderation or review of the scores. 7. Records of consultation with me: invitation letters, notes of each meeting, and the trust's replies to anything I raised. 8. Records of any collective consultation, if it took place: the information given to staff-side representatives or elected representatives. 9. The search for suitable alternative employment for me: the vacancies considered, the dates, who considered them and why each was or was not put to me. 10. The calculation of my notice and, if it applies, my redundancy payment, showing my reckonable service, my month's pay, and any statutory element. 11. The appeal procedure, who will hear my appeal, and their role in the original decision. I recognise that some of these may take time to collect. If you cannot provide any item, please tell me why and when I can expect it, so that the hearing is not delayed. Please can you also confirm that the appeal hearing will not go ahead until I have had the documents and a reasonable time to read them. Yours sincerely, Maya Hughes [cc: my trade union representative: delete if not needed] [Delete before sending: this asks for documents for the appeal and is not a subject access request. The ICO says management planning information, with redundancy selection as its example, may be withheld from a subject access request if disclosure would prejudice the business, so a SAR for the matrix may not get it. Your own scores and notes are personal data, and you can ask for those under the SAR pack as well. We found no source saying a trust must give you other people's scores, so treat item 5 as a request. If it is refused, ask for the reason in writing and raise it at the hearing.] [Delete this line before sending: check every bracketed item, check your trust's own policy and have your union or staff-side rep read it first.]
Appeal meeting preparation and statementExample
Before the day, an opening statement, each ground with facts, evidence and a fall-back, questions to ask the panel, replies you may hear and what to agree before you leave.
REDUNDANCY APPEAL HEARING: PREPARATION AND STATEMENT Prepared 14 October 2026 for Maya Hughes [This is for your own preparation. Only say what is true. Your trust's policy sets how the hearing runs, so ask HR for it.] 1. Before the day - Confirm the date, time, place, who is on the panel, and whether they were involved in the original decision. ACAS says you can ask for a manager who was not involved. - Ask whether you can be accompanied by Dana Reid. ACAS says you can ask to bring a colleague or trade union representative. - Ask for the documents the panel will have, and send yours in advance. - Take your appeal letter (document 1), your grounds (document 2), the records you have, and this page. 2. Opening statement (about a minute) Thank you for hearing my appeal. I am appealing because I think the way I was selected for redundancy was not fair. My main points are the selection criteria and my scores, consultation and alternative employment and redeployment. I would like us to go through them in turn, and for the panel to decide whether the decision should stand. 3. Each ground: facts, evidence and the question 1. The selection criteria and my scores What happened: I was scored 2 out of 5 for 'flexibility' with no examples given, although my appraisals record me covering three sites and weekend clinics. I was not told how the criterion would be marked. Evidence to point to: My scores and the evidence for each, my appraisals and record, and any score that seems to rest on opinion or on attendance. The question for the panel: Were the criteria objective and measurable, were they applied in the same way to everyone in the pool, and is each of my scores supported by evidence? If this is not accepted, I could accept: [fall-back] because [reason] 2. Consultation What happened: I had one consultation meeting on 8 September, after the pool and criteria had already been fixed. My written comments of 10 September on the criteria were not answered. Evidence to point to: Dates and notes of every meeting, the invitation letters, and anything showing a decision was made before I was consulted. The question for the panel: Did consultation happen before decisions were final, did it cover how people would be selected, and were my comments seriously considered? If this is not accepted, I could accept: [fall-back] because [reason] 3. Alternative employment and redeployment What happened: A Band 5 post in the neighbouring team was advertised internally on 21 September. I was not told about it, and no one has put any vacancy to me in writing. Evidence to point to: Vacancy lists with dates, any offers or none, my skills and band, and anything that shows a vacancy I could have done. The question for the panel: What search was made for suitable alternative employment for me, in the trust and with other NHS employers, which vacancies were considered, and were any put to me in writing? If this is not accepted, I could accept: [fall-back] because [reason] 4. Questions to ask the panel - What documents have you seen, and have you seen the whole selection matrix? - Who scored me, on what evidence, and was the scoring checked by anyone else? - Which vacancies were considered for me, and why was each not put to me? - If any ground is upheld, what happens: is my selection set aside, are the scores reviewed, or is the process repeated? - What happens to my notice, my pay and my end date while you decide? - When will I have the outcome, and will it be in writing with reasons? 5. If the panel raises points - 'The criteria were agreed with staff-side': ask when, and whether staff were consulted on how the criteria would be applied to each person. - 'Your score reflects your manager's judgement': ask for the evidence behind it. - 'There were no suitable vacancies': ask for the list of vacancies considered and the dates. - 'You could have applied for those posts': ask whether they were put to you in writing, as the Handbook (16.23) says suitable alternative employment should be. 6. Before you leave - Agree in plain words when and how you will hear the outcome. - Offer to send your own summary of what was said, to be agreed. - Ask your companion to note the time and the names of those present. 7. After the hearing - Note the date and what was said as soon as you can. - Check the tribunal dates: the last day of employment is 11 January 2027. An internal appeal does not pause tribunal time limits (ACAS). A guide for most claims only: some claims have different limits and how the date is counted depends on the claim. Notifying ACAS for early conciliation inside the limit pauses the clock, but a grievance, disciplinary process or appeal does not. Check with ACAS, your union or a legal adviser. [Delete this line before sending: check every bracketed item, check your trust's own policy and have your union or staff-side rep read it first.]
Rep briefing noteExample
One page for your union or staff-side rep: the decision, the grounds, what you hold and what you do not, consultation and vacancy notes, the dates to check and what you want from them.
REP BRIEFING NOTE: REDUNDANCY APPEAL Maya Hughes, Occupational Therapist, Band 5, Example NHS Foundation Trust. Written 14 October 2026. [One page for your union or staff-side rep. Add facts and dates. Delete anything you do not want to share.] 1. The decision - The decision, notified to me on 12 October 2026, to select me for redundancy and to end my employment on 11 January 2027. - Length of service: two years or more. Nation: England. - Appeal deadline: 19 October 2026. Appeal lodged: [date, or not yet]. Hearing: [date, or not yet fixed]. - Last day of employment: 11 January 2027. 2. Grounds 1. The selection criteria and my scores: I was scored 2 out of 5 for 'flexibility' with no examples given, although my appraisals record me covering three sites and weekend clinics. I was not told how the criterion would be marked. 2. Consultation: I had one consultation meeting on 8 September, after the pool and criteria had already been fixed. My written comments of 10 September on the criteria were not answered. 3. Alternative employment and redeployment: A Band 5 post in the neighbouring team was advertised internally on 21 September. I was not told about it, and no one has put any vacancy to me in writing. 3. What I hold and what I do not - Trust policy: held - Selection matrix and my scores: [some of it: list what is missing] - Consultation records: [not yet: asked for in document 3] 4. Consultation, as I recall it - 8 September: First individual meeting; told I was in the pool and what the criteria were. 5. Vacancies - Band 5 occupational therapist, neighbouring team, seen 21 September. Not put to me. 6. Dates to check - Tribunal: a guide to the ACAS date is in the pack's key dates, counted from 11 January 2027. An internal appeal does not pause it. - Contractual redundancy payment claim: the Handbook (England, 16.26) says within six months of the date of termination. 7. What I would like from you - [Come to the hearing / read the grounds / advise on the outcome I should ask for / advise on the tribunal date.] 8. Questions for my rep - Which of my grounds are strongest, and which should I drop? - Is a collective consultation in progress, and is staff-side involved? - Is there a local agreement on selection that we should rely on? - What outcome is realistic and what should I accept? [Delete this line before sending: check every bracketed item, check your trust's own policy and have your union or staff-side rep read it first.]
Follow-up lettersExample
Three short letters: a chaser for the hearing date and documents, a request for the outcome after the hearing, and a request for reasons after a rejection with a note on the tribunal clock.
FOLLOW-UP LETTERS: 14 October 2026 Which one: You are not at the point of needing these yet. Keep them for after you have lodged the appeal. ========== LETTER A: chaser (no hearing date or documents) ========== [Your address] 14 October 2026 Appeals Panel Chair, c/o HR Example NHS Foundation Trust Dear Appeals Panel Chair, Subject: My redundancy appeal of [date lodged] - Maya Hughes I lodged an appeal against my selection for redundancy on [date lodged]. I have not yet received [an acknowledgement / a date for the hearing / the documents I asked for on (date)]. Please can you tell me by [date]: - who is dealing with my appeal and who will hear it; - the date of the hearing; and - when I will receive the documents, and if any cannot be provided, why. I am conscious that my notice is running and my last day of employment is currently 11 January 2027. Please confirm what that means for the appeal and for the search for alternative employment. Yours sincerely, Maya Hughes ========== LETTER B: after the hearing, asking for the outcome ========== [Your address] 14 October 2026 Appeals Panel Chair, c/o HR Example NHS Foundation Trust Dear Appeals Panel Chair, Subject: Outcome of my redundancy appeal hearing of [date of hearing] - Maya Hughes Thank you for hearing my appeal on [date of hearing]. I have not yet received the outcome. Please can you send me, by [date], the decision in writing with the reasons for it on each ground I raised, and tell me what happens next. If any ground is upheld, please say what will change, and from when. Yours sincerely, Maya Hughes ========== LETTER C: after a rejection ========== [Your address] 14 October 2026 Appeals Panel Chair, c/o HR Example NHS Foundation Trust Dear Appeals Panel Chair, Subject: Redundancy appeal outcome - request for reasons - Maya Hughes I received the outcome of my appeal on [date of the outcome]. [Say briefly what it said.] I would be grateful if you would send me, in writing: - the reasons for the decision on each ground of appeal; - the documents the panel considered, including the selection matrix as it applies to me; - who was on the panel; and - confirmation of the calculation of my notice and redundancy payment, and of the date by which I should expect them. [If your pay is in dispute:] The Handbook (England, paragraph 16.28) says an employee who disagrees with the calculation of the redundancy payment, or with the rejection of a claim for one, should make representations through the local grievance procedure. Please tell me how to do that, and I ask that this letter is treated as my first step. Yours sincerely, Maya Hughes [Delete before sending: ACAS says going through an internal appeal does not extend the employment tribunal time limit. For most claims where the problem happened on or after 1 October 2026 the limit is 6 months minus 1 day, and notifying ACAS for early conciliation in time pauses it. Your last day of employment is the usual starting point for an unfair dismissal claim, but check it with ACAS, your union or a legal adviser. Whether you can claim also depends on your length of service. A guide for most claims only: some claims have different limits and how the date is counted depends on the claim. Notifying ACAS for early conciliation inside the limit pauses the clock, but a grievance, disciplinary process or appeal does not. Check with ACAS, your union or a legal adviser.] [Delete this line before sending: check every bracketed item, check your trust's own policy and have your union or staff-side rep read it first.]
What you get
The free part scores how ready your appeal is on nine signals, such as whether you have a specific ground with detail, know your deadline and have the selection papers. It works out your key dates, explains the grounds a panel can check, and never tells you whether your selection was fair. The paid pack turns your own answers into six documents you can edit, copy or print:
| Document | What it does |
|---|---|
| Appeal letter | A short formal appeal against your selection, with your grounds in outline, a reservation to add more, and asks for a panel not involved in the decision, your companion, the papers, what happens to your notice, continued search for alternatives and a written outcome. |
| Statement of grounds of appeal | Each ground you ticked set out with what happened, the question for the panel, the evidence to bring and what you ask for, plus your consultation notes and the vacancies you know of. |
| Request for selection matrix, scores and consultation records | A letter asking for the policy, business case, pool reasoning, criteria, the matrix with names removed, your own scores and evidence, consultation and vacancy records, and the pay calculation. |
| Appeal meeting preparation and statement | Before the day, an opening statement, each ground with facts, evidence and a fall-back, questions to ask the panel, replies you may hear and what to agree before you leave. |
| Rep briefing note | One page for your union or staff-side rep: the decision, the grounds, what you hold and what you do not, consultation and vacancy notes, the dates to check and what you want from them. |
| Follow-up letters | Three short letters: a chaser for the hearing date and documents, a request for the outcome after the hearing, and a request for reasons after a rejection with a note on the tribunal clock. |
Every document is a draft that uses today's date and leaves bracketed placeholders for anything we do not know. Your answers stay in your browser and are not sent to us. The pack costs £9.99 once, gives 90 days of access and does not renew. The free check, key dates and guide stay free.
What a redundancy appeal is, and is not
A redundancy appeal asks whether the redundancy situation was genuine and whether you were selected fairly within it. It is not the same as a disciplinary appeal. ACAS says an employer should only consider redundancies if the organisation or part of it is closing, changing the types or number of roles needed or changing location, and that if the real reason is performance or conduct, it is not redundancy. Our guide to appealing NHS redundancy selection explains the difference, and the Dismissal Appeal Pack is for a dismissal for conduct or capability.
Selection: pools and criteria
ACAS says employers group similar roles into a pool and then apply criteria that should be objective and measurable, based on facts and not personal opinion. Attendance must be accurately recorded and must not count absence linked to disability, pregnancy or maternity. Selection based on a protected characteristic is unlawful, and ACAS also lists selection because of family-related leave, union membership or activity, part-time or fixed-term working, raising working time or National Minimum Wage concerns or whistleblowing as unfair. Our guide to selection criteria and pooling covers how pools are built.
Consultation
ACAS says an employer should inform and consult you individually before finalising redundancies, with at least one private meeting, and that topics include how people will be selected. The employer does not have to accept your suggestions but should consider them seriously. Where 20 or more redundancies are proposed within 90 days at one establishment, collective consultation applies as well. See our guide to the consultation process and timelines.
Alternative employment, the Handbook and notice
- Seeking alternatives (16.21). Employers have a responsibility to seek suitable alternative employment before making a member of staff redundant, in their own organisation or through another NHS employer.
- What is suitable (16.22). By reference to sections 138 and 141 of the Employment Rights Act 1996, with regard to personal circumstances, and some flexibility is expected.
- How it must be offered (16.23). In writing, or by agreed electronic means, before termination, with reasonable time to consider, starting within four weeks, with the section 138(3) trial period.
- No payment if suitable work is taken or unreasonably refused (16.16, 16.20). See our guide to suitable alternative employment and the decision tool.
- Notice. Set by your contract and statute. The Handbook (19.2) leaves differing notice to local terms, so the pack states no notice period. Our Notice Period Calculator shows the longer of the two.
Pay and time limits
Contractual redundancy pay in England is one month's pay for each complete year of reckonable service, with a minimum of two and a maximum of 24 years, and the statutory payment is offset against it (16.1, 16.8). Check your own figure with our NHS Redundancy Pay Calculator. A claim for it must be made within six months of termination (16.26), and a dispute goes through the local grievance procedure (16.28). If you may claim unfair dismissal, use the Tribunal Time Limit Calculator: an internal appeal does not pause the clock.
Sources
- ACAS: appealing a redundancy
- ACAS: how you are selected for redundancy
- ACAS: how your employer must consult you
- ACAS: suitable alternative employment
- Gov.uk: being selected for redundancy
- NHS Terms and Conditions of Service Handbook, section 16 and paragraph 19.2
- ACAS: employment tribunal time limits
- Gov.uk: Employment Rights Act timeline update
- ICO: subject access request Q and As for employers
- How we write and check our guidance
Why trust this tool
- ✓ Built on ACAS, gov.uk and Handbook section 16, checked against each source in October 2026
- ✓ Does not state a national appeal deadline, because we found none, and uses the deadline from your own letter or policy
- ✓ Asks for the selection matrix and your scores as a request, and does not say you have a right to colleagues' scores
- ✓ Never predicts whether an appeal will succeed and never says a selection was unfair
- ✓ Keeps tribunal dates separate and says plainly that an internal appeal does not pause them
- ✓ Runs in your browser. Your details and document text are not sent to us
- ✓ Guidance last updated October 2026
Related guides & tools
Appealing an NHS Redundancy Selection Decision
What an appeal panel examines and what happens if the appeal fails.
NHS Redundancy Selection Criteria and Pooling Explained
How pools and scoring should be built.
NHS Redundancy Consultation Process and Timelines
What consultation should look like and the collective thresholds.
Suitable Alternative Employment in NHS Redundancy
The suitability and reasonable-refusal rules.
NHS Redundancy Pay Calculator
Check the contractual redundancy payment.
NHS Suitable Alternative Employment Decision Tool
Work through whether an offered role looks suitable.
NHS Subject Access Request Pack
Ask for your own scores and notes as personal data.
Employment Tribunal Time Limit Calculator
An internal appeal does not pause the clock.
NHS Dismissal Appeal Pack
For a dismissal for conduct or capability.
Frequently asked questions
How long do I have to appeal against NHS redundancy selection? +
What can I appeal about? +
Can I ask for the selection matrix and my scores? +
Who hears the appeal, and can I bring someone? +
Does appealing stop the redundancy taking effect? +
What does the Handbook say about alternative employment? +
What if I disagree with my redundancy pay calculation? +
If my appeal is rejected, can I go to an employment tribunal? +
Is this different from appealing a dismissal for misconduct? +
What do I get for £9.99, and for how long? +
Trusts' redundancy and organisational change policies differ, and Scotland, Wales and Northern Ireland have their own wording of Handbook section 16. This page is general information, not legal or HR advice. FrontlinePay is an independent site and is not affiliated with ACAS, NHS England, any NHS trust or any trade union.