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Our no further action letter template offers a clear and fair way to inform employees of the outcome of an investigation, providing them with closure and transparency.
[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
Confirmation of no further action
[Further to the investigation meeting held on [date], at which you [were | were not] accompanied, ]I am writing to inform you that the organisation has decided not to initiate any disciplinary procedures with regards to [your
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For more value, this is also found in our Full library and Disciplinary templates toolkit
A no further action letter is used to inform an employee that an investigation has been completed and no further action will be taken. The template provides a clear, professional format to outline the investigation's findings and explain why no action is the outcome.
Using this template ensures that the letter is well-structured, communicates the outcome effectively, and meets legal and ethical requirements, providing closure for both the employer and employee.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the No further action letter, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
A structured investigation report form template to record findings, evidence, and outcomes from workplace investigations consistently.
Employment Rights Act 1996: This legislation provides guidance on how employers should handle disciplinary and grievance procedures in the workplace. The Act requires employers to follow a fair and consistent procedure when taking disciplinary action against an employee, including conducting an investigation before taking any action.
ACAS Code of Practice: This Code provides employers with guidance on how to handle disciplinary and grievance procedures in the workplace. The Code emphasises the importance of conducting a thorough and impartial investigation before taking any disciplinary action.
Data Protection Act 2018: This legislation requires employers to handle personal data in a fair and transparent manner. This means that any investigation must be conducted in accordance with data protection principles and the employee's rights to privacy and data protection must be respected.
Human Rights Act 1998: This legislation incorporates the European Convention on Human Rights into UK law. This includes the right to a fair hearing, which means that employees have a right to be informed of the outcome of any investigation and to receive a clear explanation for why no further action will be taken.
Trade Union and Labour Relations (Consolidation) Act 1992: This legislation provides employees with the right to be accompanied by a trade union representative or a workplace colleague at any disciplinary hearing. This helps to ensure that employees are supported and have someone to help present their case during an investigation.
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Our templates are developed with UK employment legislation, Acas guidance and HR best practice in mind and are reviewed and updated as relevant requirements change. However, every employment situation is different, so the template should be adapted to the circumstances and checked against the employee's contract and your organisation's procedures before use.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable format (such as .doc or .xls) so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the No further action letter template, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI can produce a document quickly, but effective HR documentation needs to be more than well-written words. It needs to reflect relevant UK employment law, HR best practice, practical considerations and the circumstances in which it will be used. These resources have been professionally developed around that wider HR context, drawing on extensive practical experience, rather than simply generating a generic document from a prompt.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing disciplinary processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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