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No Disciplinary Action Letter

No Disciplinary Action Letter Template for Saudi Arabia

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Key Requirements PROMPT example:

No Disciplinary Action Letter

"I need a No Disciplinary Action Letter for a Saudi Arabian technology company, confirming that after investigating a reported incident in March 2025 involving a senior software developer's code deployment practices, no disciplinary action is warranted."

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Document background
The No Disciplinary Action Letter is a crucial document in Saudi Arabian employment relations, typically issued when an incident or concern has been investigated and found to warrant no disciplinary measures. This document serves multiple purposes: it provides formal closure to an investigation, maintains transparent communication with the employee, and creates an official record in compliance with Saudi Labor Law and Ministry of Human Resources and Social Development regulations. The letter should be drafted carefully to acknowledge the review process while avoiding any language that might prejudice either party's position. It's particularly important in maintaining clear employment records and protecting both employer and employee rights under Saudi employment law.
Suggested Sections

1. Letter Header: Company letterhead, date, reference number, and formal addressing of the employee

2. Employee Information: Full name, employee ID, position, department, and duration of employment

3. Purpose Statement: Clear statement indicating the purpose of the letter - to confirm no disciplinary action is being taken

4. Incident Reference: Brief, neutral reference to the incident or situation that was reviewed, if applicable

5. Confirmation Statement: Explicit confirmation that no disciplinary action is warranted or will be taken

6. Record Status: Confirmation that no negative entry will be made in the employee's personnel file

7. Closing: Standard professional closing, including signature block for authorized representative

Optional Sections

1. Performance Acknowledgment: Optional positive statement about employee's general performance or conduct, used when wanting to reinforce positive employment relationship

2. Future Expectations: Optional section outlining any general workplace expectations or standards, used when gentle reminder of standards is appropriate

3. Copy Recipients: List of other parties receiving copies of the letter, used when organizational policy requires notification of other departments

4. Arabic Translation: Parallel Arabic text of the letter, used when the employee's primary language is Arabic or when required by company policy

Suggested Schedules

1. Employee Record Extract: Optional attachment showing clean disciplinary record, if requested

2. Relevant Policy Reference: Copy of relevant company policy sections that were considered, if applicable

3. Investigation Summary: Brief summary of any investigation conducted, if applicable and appropriate to include

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Linkedin in social icon imageX social icon image
alex.den.21@genieai.co
Relevant Industries

Banking and Financial Services

Manufacturing

Healthcare

Education

Technology

Retail

Construction

Energy and Utilities

Professional Services

Telecommunications

Hospitality

Government and Public Sector

Transportation and Logistics

Relevant Teams

Human Resources

Legal

Compliance

Employee Relations

Personnel Administration

Corporate Affairs

Management

Operations

Administration

Relevant Roles

HR Manager

HR Director

Legal Counsel

Employee Relations Manager

HR Business Partner

Compliance Officer

Department Manager

Senior Manager

Regional Manager

Chief Human Resources Officer

HR Operations Manager

Employee Relations Specialist

HR Coordinator

Line Manager

Supervisor

Industries
Saudi Labor Law (Royal Decree No. M/51): The primary legislation governing employment relationships in Saudi Arabia, including provisions for disciplinary procedures and documentation requirements
Ministry of Human Resources and Social Development (MHRSD) Implementation Regulations: Detailed regulations that supplement the Labor Law and provide specific requirements for employment documentation and record-keeping
Article 65 of Saudi Labor Law: Specific provisions regarding employee files and documentation requirements, including the maintenance of employment records and disciplinary matters
Saudi Labor Law Chapter 10 (Articles 69-73): Provisions governing disciplinary rules, procedures, and penalties in employment relationships
Ministerial Resolution No. (70273) on Internal Work Regulation: Guidelines on workplace policies and procedures, including requirements for documentation of disciplinary matters and employee records
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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