How to appeal or respond to a workplace decision

Start with the decision

Name the decision, its date and who made it, and summarise what it said. Then say plainly that you disagree and why.

Give reasons, one at a time

Common reasons: the findings don't match the evidence; evidence you gave wasn't considered; people weren't interviewed; the handbook procedure wasn't followed; the decision-maker was involved in the events; new information has come to light.

Take each reason as a numbered point with the facts that support it.

Points that were never answered

List anything you raised that the decision didn't address. Unanswered points are often the strongest part of a response.

What to ask for

A review by someone not previously involved, a meeting, answers to the points you raised, or the action withdrawn — and the outcome confirmed in writing.

Common questions

Do US employers have to offer an appeal?

There is no single federal rule requiring one. Many employee handbooks set out a review or appeal step — check yours and follow it if it exists.

Is this the same as filing a charge?

No. This is an internal response to your employer. Agency processes such as an EEOC charge are separate and have their own deadlines.

Sources

• U.S. Equal Employment Opportunity Commission
• U.S. Equal Employment Opportunity Commission
• U.S. Equal Employment Opportunity Commission