An appeal against an employee's dismissal was heard behind closed doors by the Tower Hamlets Employee Appeals Sub Committee on Tuesday, 16 December 2025. The committee consists of three members of the council, according to the meeting agenda.

The committee convened to consider the appeal and note the appeals hearing structure. Due to the confidential nature of the business, the press and public were excluded from the majority of the meeting, as permitted under Section 100A of the Local Government Act 1972 and the Local Government (Access to Information) Act 1985.

The central focus of the meeting was the appeal against employee dismissal. The committee was scheduled to review the appellant's case, including evidence, documentation, and witnesses, as well as the management's rationale behind the original decision. The Public Reports Pack outlines the structure of the appeal hearing.

During the hearing, both the appellant and the management presented evidence and documentation to support their respective cases. The agenda indicates that the appellant's case was presented first, using supportive evidence, documentation, and witnesses. Following this, the manager presented their case, explaining why the original decision was considered appropriate.

The New Procedures for Agenda document states that the function of the appeal is to assess the fairness and reasonableness of the dismissal decision, not to conduct a rehearing. It emphasizes that the process is a review of the evidence in light of the submissions made by the appellant, together with the council's response. The committee is expected to consider any new evidence, procedural correctness, and whether the decision was one that a reasonable employer could make. Appeals against disciplinary action will be considered on the basis of:

  • Procedure: detailing how procedural irregularities prejudiced the disciplinary decision.
  • Facts: Failure to take account of material evidence.
  • Decision: The decision did not justify the level of disciplinary sanction imposed.

The Public Reports Pack details the order of proceedings:

  1. Introduction of parties and explanation of structure.
  2. APPELLANT'S CASE will be put first using supportive evidence, documentation and witnesses. (20 mins)
  3. MEMBERS HEARING THE APPEAL will ask any points regarding the Appellant's case, including questions to witnesses.
  4. THE MANAGER PRESENTING THE CASE may ask points of clarification of Appellant or witnesses. If either side does not wish to check any points with the witnesses, they may leave the hearing at this stage.
  5. THE MANAGER will then present their case, explaining why the original decision was considered appropriate. (20 mins)
  6. MEMBERS HEARING THE APPEAL MAY ASK questions of the Manager and their witnesses.
  7. THE APPELLANT (or their representative) may ask for points of clarification from the Manager or their witnesses.
  8. APPELLANT'S CONCLUDING REMARKS (if any) (5 mins)
  9. MANAGER'S CONCLUDING REMARKS (if any) (5 mins)
  10. AFTER AN ADJOURNMENT if the Members are able to come to a decision within a reasonable timescale the Chair of the Sub Committee hearing the Appeal will give the decision. If the decision is likely to take some time the parties will be offered the option of being notified of the decision the following working day by the Human Resources Adviser. In any event, the decision will be confirmed in writing to the Appellant.