It is sometimes necessary to suspend an employee while an investigation is carried out into a disciplinary matter; this might be the case where the employee is suspected of gross misconduct, or where colleagues may feel at risk if the employee remains at work during an investigation.
Suspension will not always be the most appropriate route and employers should always consider alternatives. If they do go ahead with the suspension, employers should take care to carry it out in a fair and reasonable way, which means keeping it under review and making sure it is not unnecessarily lengthy, and paying the employee in full (unless there is contractual provision for unpaid suspension).
A new guide in the XpertHR "how to" section looks at how to carry out a suspension lawfully, pending the outcome of a disciplinary investigation. It also looks at practical considerations such as protecting the employee's reputation as far as possible in light of the fact that the investigation may not result in any disciplinary action, and how to handle the employee's return to work in such circumstances.
How to deal with suspension pending the result of a disciplinary investigation is available in the XpertHR "how to" section.
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