How should you handle suspending an employee?
Suspension is when you tell an employee to temporarily stop carrying out work for you, a process that many employers seek to avoid.
The matter can be a tough one to handle, resulting in a potential strain on working relationships and mental health.
Nevertheless, suspension cannot always be avoided, and it is crucial that it is handled swiftly and correctly.
Why does employee suspension occur?
There are many reasons why an employee might be suspended, including medical and health and safety reasons.
However, you may also suspend a member of staff due to a disciplinary or grievance investigation, or if a significant issue has arisen.
What is the course of action for suspension?
As an employer, if you do decide to suspend an employee, you must:
- Follow the Acas Code of Practice on discipline and grievance to conduct a fair suspension
- Talk to your employee and reassure them that the decision does not automatically mean they have done something wrong
- Make sure the suspension is brief.
It is not a legal requirement to provide written notice for suspension, but it is good practice to do so to prevent any misunderstanding.
Do suspended employees receive pay?
Yes, if an employee is suspended, they should still be given their usual wages.
Stopping or decreasing someone’s pay whilst they are suspended could lead to unwanted legal action.
Furthermore, if a worker becomes ill while suspended, you should ensure your policies on sick pay are clearly laid out.
What are the implications?
Although it should never be introduced as a disciplinary measure, a suspension can still make an employee feel as though they are being reprimanded.
Consequently, suspension should be as short as possible, and should only occur if necessary.
This may be to protect other staff, the person being suspended, or your business as a whole.
For help and advice on matters relating to employment, contact our team at AGS HR Solutions today.
