Acas has published new guidance on the circumstances in which employers should consider suspending an employee. Suspension is where an employee continues to be employed but does not have to attend work or do any work. The guidance makes clear that employers should usually only consider suspension from work if there is either a serious allegation of misconduct, medical grounds to suspend or a workplace risk to an employee who is a new or expectant mother. It also emphasises that suspension should not be used as a disciplinary sanction.
The guidance covers:
· Suspension as part of a disciplinary procedure, and the alternatives to a suspension
· Suspension on medical grounds
· Suspension due to a risk to a new or expectant mother
· How an employee should be suspended
· Pay during suspension
· How long a suspension should last
· Communication during a suspension
· Ending a suspension
· Options if an employee believes their suspension has not been handled fairly.
