Suspending an employee should never be an automatic action for every disciplinary investigation, the impact of any suspension can have a serious effect on an employees reputation.  The decision of whether or not to suspend an employee suspected of misconduct can be a difficult matter for employers.

Suspension should only be considered in cases where:

The allegation is considered gross misconduct and if upheld may result in dismissal.

A breakdown in the employee and employer relationship and all levels of trust have ceased.

There is a risk to the impact of the investigation if the employee remains in the workplace

Where there is a risk to another employee or Company property.

Suspension should be avoided if the employer has failed to consider other options or if it is being used for unfair, spiteful or vindictive reasons.

If you have questions or concerns about the suspension process and the procedures that must be followed please contact us for advice and support.

Atoll HR – Outsourced HR Consultancy

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