Suspension policy template

1   Overview

1.1   This policy sets out when an employee may be suspended from work while an investigation or formal process is carried out.

1.2   Suspension is a neutral precautionary measure. It is not a disciplinary sanction and does not mean that an allegation has been proven.

1.3   The organisation will consider whether the circumstances can reasonably be managed without suspension before making a decision.

2   Scope

2.1   This policy applies to all employees who may be considered for suspension in connection with an investigation, disciplinary matter or other workplace concern.

2.2   It should be read alongside the organisation's disciplinary, grievance and investigation procedures.

3   General principles

3.1   When suspension may be appropriate

3.1.1   Suspension may be considered where there is a genuine concern that the employee remaining at work could:

• interfere with an investigation;
• influence or intimidate witnesses;
• interfere with evidence;
• create a significant risk to other employees or customers;
• create a significant risk to property or the business; or
• make it difficult to conduct a fair investigation.

3.1.2   The decision should be proportionate to the circumstances.

3.2   Alternatives to suspension

3.2.1   Before suspending an employee, the organisation should consider whether the risks can be managed through alternative arrangements.

3.2.2   Depending on the circumstances, these may include:

• temporary changes to duties;
• temporary changes to shifts;
• changing reporting arrangements;
• moving the employee to another work location;
• temporary home working where appropriate; or
• restricting contact with particular employees.

3.3   Authorisation

Managers should discuss proposed suspensions with HR before action is taken