On occasion, it may be necessary for an employer to suspend an employee (with full pay) while carrying out a workplace investigation.
Suspension could be appropriate where, for example: the employee has been accused of; harassment, bullying, or, where the employer has grounds to believe that the employee might deliberately cause damage, or, a health and safety risk to the business (or its employees), should they be allowed to remain at the workplace. However, suspension should only be undertaken after careful consideration, and the suspension should be kept under review to keep the amount of time of suspension to a minimum. Employers should make clear that the suspension is a neutral act and is neither a disciplinary sanction nor an assumption of guilt. Suspensions should be kept confidential at all time and should only be entered into taking into account the guidelines within the ACAS code of practice – Click here to see more detail.
If you have any further questions on the subject matter then please contact Karen Scott on 07762 629 448 or get in touch by clicking here.
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