Few employers enjoy having to suspend a member of their staff but is something that may be necessary to ensure that grievances or complaints can be dealt with effectively.
Any disciplinary procedures can be difficult to navigate, so taking the right approach is vital so as not to further damage employer-employee relationships or create further legal issues.
What is the process for suspending an employee?
If you do wish to carry out a suspension process, you must:
By law, you do not need to give written notice for suspension, but it is best to do so to prevent any confusion.
Do suspended employees still get paid?
If an employee is suspended, they should still receive their regular pay. If you halt or reduce someone’s wages during a suspension, this could lead to unwanted legal action.
Additionally, if an employee becomes unwell while suspended, you should check your policies on sick pay during this time as well.
Similarly, if the employee had annual leave booked at the time they are suspended you will need to review their entitlement to this leave and the impact on their pay.
How long should a suspension last?
A suspension can result in the employee feeling like they have done something wrong, even when they haven’t.
Therefore, the suspension should be as brief as possible, and should only take place if necessary to safeguard the business, other employees, or the person being suspended.
If you require assistance dealing with a workplace dispute and would benefit from employment law advice, please speak to us.