Human Resources

7.0 Appeals

All employees have a right of appeal against any formal warnings issued under the performance management procedure.  An appeal must be made in writing to the Head of HR Services within 10 working days of the date of the warning letter.

Grounds for appeal are where the employee believes:

  • The warning to be unfair or unreasonably severe; or
  • Substantial new and relevant information related to the case is available; or
  • There is evidence indicating the policy and procedure was not properly applied.

Appeals will be heard without unreasonable delay.  The appeal will be Chaired by a senior manager who, where possible, will be senior to the Chair of the performance management meeting.  In all cases the nominated Chair will be a senior manager from a different Department who has not previously been involved in the case.  The meeting will include a representative from the Human Resources who will also be a different person from the person who participated in the previous meeting.

The outcome of the appeal may be to uphold or reject the appeal; modify or remove the warning where justified.  Employees have a right to be accompanied at appeal meetings.  Employees will be informed in writing of the outcome of the appeal meeting within 5 working days of the meeting.  The decision of the Chair of the appeal meeting is final.

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The HR team is based on the first floor of Egmont House
Postal address: Human Resources, Birkbeck, University of London, Malet Street, London WC1E 7HX