End of disciplinary procedure – no further steps following suspension

What’s a confirmation of no further disciplinary steps following employee suspension and your investigation and when do you need it?

This letter forms part of our suite of materials to support you where you have invoked your disciplinary policy and its process and decided to suspend an employee while you investigate allegations of inappropriate conduct.

If you need to investigate a serious or gross misconduct allegation against an employee, it may be better for the workforce, the employee in question, and the business as a whole, if the accused employee is away from the business during the process.

In cases such as this (and only if you’ve exhausted all other options such as placing the employee in a different department, for example), you can consider suspending the employee so that you can investigate properly.

This letter confirms that following earlier steps taken in your process, and according to your disciplinary policy, you have decided to not take any further action.

You should only use this suite of materials in relation to employees. If you were to apply your disciplinary proceedings, to someone who is not an employee, or to treat them in an equivalent manner, this could lead inadvertently to an employment tribunal concluding that that individual does, in fact, have employment status – with the enhanced rights attaching to such status.

It would be better to seek specific advice on how to handle anyone whose behaviour is a problem, but who is not an employee.