Guide to Managing an employee suspension

This guide outlines best practices to ensure a fair, lawful, and professional approach to employee suspensions. By following these steps, you can manage an employee suspension effectively, ensuring fairness, compliance, and professionalism.

1. Understand the Purpose of Suspension

Suspension is not a disciplinary action but a neutral act intended to:

• Protect the investigation process.

• Safeguard individuals involved (e.g., the employee, colleagues, customers).

• Protect the integrity of the business or workplace.

2. Consider Alternatives to Suspension

Before deciding to suspend, explore alternatives such as:

• Temporary changes to working patterns.

• Reassignment to a different role or location.

• Enhanced supervision.

3. Follow Organisational Policy

Ensure you comply with:

• Your organisation’s disciplinary and suspension policy.

• Employment contracts and any collective agreements.

4. Assess the Situation

Suspend only when necessary, such as when:

• The allegations are serious (e.g., gross misconduct).

• There is a risk of interference with evidence or witnesses.

• The employee’s presence may escalate tensions or harm.

5. Consider the Severity of the Allegation

The nature and severity of the allegation may