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Alternatives to employee suspension
Employee suspension: Choose temporary arrangements that address the actual risk, with support and regular review.
Anonymised practice examples drawn from cases handled by our team.
Employee suspension: practical approach
A useful decision record should start with the risk to people, evidence or operations and then assess which arrangement addresses it. A restriction should have an explanation, an owner and a review trigger. Selecting a narrower option is not automatically the better outcome: it must actually manage the risk identified. The assessment should also consider the effect of any arrangement on both parties.
What to check and record
If suspension is used, explain its purpose, identify a contact for the employee and keep the arrangement under review. Check contact restrictions carefully so they do not obstruct support or a fair opportunity to participate.
Learning for managers
This example illustrates the importance of reviewing an interim arrangement as circumstances change. A measure that was justified at the outset may need amendment after evidence is secured or working arrangements alter. The meaningful test is whether the remaining restriction still has a clear purpose, not whether it has become administratively convenient.
Manager checklist
- Identify the actual risk
- Consider targeted alternatives
- Explain arrangements and support
- Set review triggers and an owner
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Further reading
Acas: disciplinary and grievance procedures
General guidance for Great Britain. Use the relevant policy and advice for a live case.
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