Suspension at work
22 January 2020
Suspension is often seen as a punishment or disciplinary sanction – this isn’t the case. You should only consider suspending an employee under certain circumstances such as:
- when there’s been a serious allegation of misconduct against the employee
- there are legitimate medical grounds to suspend them
- there’s a workplace risk to the employee who is a new or expectant mother
Employer’s considering suspending an employee should think carefully and consider all other options. In most situations, a temporary adjustment to the employee's working arrangements can remove the need to suspend. Alternatives to suspension could include the employee temporarily:
- being moved to a different area of the workplace
- working from home
- changing working hours
- being placed on restricted duties
- working under supervision
- being transferred to a different role within the organisation
Only if all other options are not practical, may suspension become necessary.
EVH have developed a new information note regarding the topic of suspension.
For further information and to view the suspension note, please click on the link here