Before you send
Complete every bracketed field, choose applicable options and remove unused text. Remove the guidance page from the recipient’s copy. Keep the source acknowledgement when sharing the template.
- Define the issues neutrally and choose an appropriate investigator. Do not describe allegations as established facts.
- This version assumes the employee remains at work. It is not a suspension letter.
- Set a realistic timescale and contact route; check the applicable policy and any necessary adjustments.
Preview the editable letter
[Date]
Dear [employee name],
We are investigating [describe each issue and relevant dates]. The purpose is to establish the facts. No disciplinary decision has been made.
[Investigator name and role] will lead the investigation. We currently expect to complete it by [date] and will explain any material delay.
The investigator may invite you to a meeting to hear your account. You will receive the arrangements in advance. Please provide any relevant information or identify witnesses by contacting [name, email and telephone].
We will write to you with the outcome. If there is a disciplinary case to answer, you will receive a separate invitation to a disciplinary hearing.
Please handle information about the investigation sensitively and avoid discussing it with potential witnesses in a way that could affect their evidence. This does not prevent you seeking confidential advice or support, speaking with your representative, or making a protected disclosure.
You should continue attending work as usual. Please contact [name] if you need support or adjustments during the process.
Yours sincerely, [Sender name] [Job title and organisation]
What we adapted
Shortened and clarified the source wording; added a neutral opening, support contact and explicit confidentiality exceptions. The letter assumes no suspension.
Source and permissions
Read the original Acas template ↗
Source last updated 2025-06-10.
Acas source material is Crown copyright. Contains public sector information licensed under the Open Government Licence v3.0. ADM HR branding and editorial additions are independent. This is not an official Acas document and is not endorsed by Acas.