# Lifting of Suspension Letter — No Further Action
Date: 19 October 2026
Parties and reference: Employer: Alder Office Services Ltd, 7 Mill Court, Leeds LS1 4PX. Employee: Jordan Wells, Accounts Assistant. HR manager: Nina Grant. Investigation EXAMPLE-INV-1001.
## 1. Investigation outcome and immediate end
Dear Jordan, your paid suspension began on 1 October 2026 while we investigated an apparent duplicate supplier payment. The investigation concluded on 16 October that a system-import fault caused the duplicate and there is no disciplinary case for you to answer. The suspension ends immediately on delivery of this letter on 19 October. It was a precautionary measure, not a disciplinary finding, and no warning or other disciplinary sanction will be placed on your record for this matter.
## 2. Return and access arrangements
Please attend a paid return meeting at 09:00 on 20 October with Nina and your manager, Elliot Shaw, before resuming the normal Accounts Assistant role. Your contractual hours, salary, work location and continuous service are unchanged. IT will restore ordinary access before the meeting and review any temporary restrictions with you. If travel, health or another practical difficulty prevents attendance, contact Nina promptly so we can agree an alternative; the suspension must not be prolonged merely for administrative convenience.
## 3. Pay and record accuracy
Basic salary and contractual benefits continued throughout the suspension. Payroll will check the October record before the 30 October payday and correct any error, giving you a clear breakdown rather than assuming a deduction is authorised. The HR record will show that the investigation ended with no further action. A restricted factual investigation file may be retained under the retention schedule where justified; it is not a live disciplinary warning and will not be presented as proven misconduct.
## 4. Team communication and support
We propose telling the team simply that you are returning and the matter is closed, without circulating allegations or interview records. We will discuss the wording with you first. Ask for a private check-in, refresher training or the optional employee assistance service if helpful. There must be no retaliation, gossip-based disadvantage or pressure to waive rights. Confidentiality expectations do not prevent lawful protected disclosures, speaking to a union or obtaining medical or legal advice.
## 5. Questions and authorised confirmation
Please raise factual corrections or return-to-work concerns with hr@alderoffice.example.com. You may use the grievance procedure if concerns are unresolved; signing receipt does not settle claims or waive statutory rights. We will review the return arrangements together on 27 October and address any continuing impact of the suspension. Signed on 19 October 2026 by Nina Grant, HR Manager, authorised for Alder Office Services Ltd. Receipt acknowledged by Jordan Wells on 19 October; acknowledgement is not an admission of wrongdoing.