Suspension is where an employee continues to be employed but does not have to attend work or do any work. The three scenarios where you can consider suspension are:
It is really important that suspension is not used as a disciplinary sanction and it is not the automatic approach to take when dealing with disciplinary matters. If an employee is suspended, it does not mean that they have done something wrong and you must not assume they have done something wrong.
What is classed as serious misconduct?
Most disciplinary procedures will not require suspension. An employee will usually be able to continue doing their normal role while the matter is investigated.
Suspension should usually only be considered if there is a serious allegation of misconduct and:
Suspension on medical grounds
You have a duty to ensure the health and safety of your employees.
In certain circumstances, a health professional may recommend that an individual worker is unfit to work with a particular hazard.
If the hazard cannot be immediately removed, you should consider:
If it is not feasible to make such adjustments, you may have to suspend the worker until it is safe for them to return to work.
Suspension due to a risk to new or expectant mothers
You must consider any specific workplace risks in their general risk assessment for an employee who:
Common risks include:
When you are told, in writing, of an employee's pregnancy, you must consider their general risk assessment taking into account any advice the employee has received from their doctor or midwife. If the risk cannot be removed, you must:
The employee must be provided with the outcome of the risk assessment and the reason why the risk could not be removed.
For more information about the protection of new and expectant mothers who work, go to www.hse.gov.uk.
How should an employee be suspended?
If suspension is necessary, an employee should be provided with a suspension letter that includes:
Pay during a suspension
Employees should usually receive their full pay and benefits during a period of suspension.
An employee suspended due to a serious allegation of misconduct must receive their full pay unless:
However, you should seek legal advice if you are considering suspension without pay. Unpaid suspension is more likely to be viewed as a punishment and could lead to accusations that the disciplinary procedure was not fair.
An employee suspended from work on medical grounds must receive their full pay unless they:
An employee suspended on maternity grounds must receive their full pay unless they either:
To download this as a fact sheet click here or you can download our suspension letter here.