How to deal with suspension pending the result of a disciplinary investigation
Author: Lavina Daryanani
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- Consider whether or not the circumstances of the disciplinary issue justify a short period of suspension of the employee from work.
- Take into account the provisions in the "Acas code of practice on disciplinary and grievance procedures" that relate to disciplinary suspension.
- Comply with any contractual procedures that apply to the suspension of an employee.
- Ensure that the employee is advised that suspension is a neutral act and does not imply guilt.
- Treat the matter as confidential, as far as possible, so as not to cause unjustified harm to the employee's reputation.
- Keep the period of suspension under review and ensure that the circumstances of the case require its continuance. Do not allow it to become unnecessarily protracted.
- Keep the employee updated in relation to the progress of the disciplinary investigation and any delays that may arise.
- Pay the employee in full during the suspension, unless the contract of employment clearly allows for the suspension to be unpaid.
- Be aware that, if the power to suspend is exercised without reasonable and proper cause, it may give an employee grounds to resign and claim constructive unfair dismissal.
- Note that in certain cases a court may grant an employee an injunction to prevent his or her suspension from work.
- Consider what action to take following the conclusion of the disciplinary investigation.
- Hold a return-to-work meeting with the employee, if the investigation results in no disciplinary action, and address any concerns that he or she raises.