Guidance on suspensions at work

The Acas employment rights advisory service has published new guidance on how employers should handle suspensions at work.

Suspension during an investigation at work reminds employers that suspension can be stressful for everyone and employees should only be suspended if it’s appropriate, such as to carry out an investigation in a serious situation where there is no alternative.

The guidance suggests alternative options to suspension, including that employers might arrange for staff to change shifts temporarily; work from home or a different site; stop doing part of their job (for example, stock handling, if the investigation is into missing stock); work away from customers; or stop using a specific system (for example, removing access to the finance system if there is an investigation into missing money).

Employers should keep the reason for such a temporary change confidential, where possible, and discuss with the employee what they will tell colleagues about the change.

Suspension should be kept as short as possible and, in most cases, the employee should continue to be paid. The guidance reminds employers about the importance of supporting employees’ mental health and keeping in touch during suspension.

Other situations in which suspension might be appropriate are in cases of medical suspension or pregnancy, to protect an employee’s health and safety. When suspended on these grounds, employees must continue to be paid for up to 26 weeks.