Suspension

Suspension can be enacted while an investigation into a serious disciplinary offence takes place.

Suspension should only be used however if:

There is a real risk of recurrence of the alleged misconduct
It would prejudice the investigation if the employee remains in the workplace
If the alleged misconduct is so serious that the employee’s continued presence in the workplace cannot be tolerated until the matter has been cleared up

Employers should make it clear to their employees that suspension is not a disciplinary action and will not be taken into account by management in making its decision. On this basis, suspension should be on full pay.

Reasons for the suspension should be discussed with the employee at the point of suspension and confirmed in writing.

An employee who is suspended in this regard should be available for work as normal within their usual working hours and employers should inform employees that annual leave requests, or sickness reporting procedures should be followed by the employee as normal.

In the event an employee is suspended, it is good practice to ensure that the employee is allocated an appropriate contact within the organisation, usually a manager more senior than themselves, who they can contact with any work related queries or questions relating to the disciplinary process.