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Acas has published new guidance to help employers who are considering suspending a staff member during an investigation.

The guidance covers deciding whether to suspend someone, the suspension process, supporting an employee's mental health, and pay and holiday rules during the suspension.
The guidance recommends that suspension should only be used when there is no reasonable alternative. This is because of the stress caused to employees and their colleagues and the risk that suspending an employee could breach their employment contract.
Suggested alternatives to suspension include:

  • Changing shifts, site, or working from home
  • Collaborating with different customers or away from customers
  • Stopping working with certain systems, tools, or on specific tasks

Employers should make clear to a suspended worker that the suspension does not mean that a conclusion has been reached concerning any allegations of wrongdoing. It is also vital to ensure the suspension is kept as short as possible, and that the employee receives full pay and benefits.

If you have an employment law matter you would like to discuss with our highly experienced solicitors including employee suspensions, please contact us today by completing the form below.

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Debbie Coyne

Debbie Coyne

Employment Law Senior Associate Solicitor


Debbie is a Senior Associate in the Employment team who regularly attends our offices in Altrincham, Warrington and Chester.  She is recommended in The Legal 500 and has been named as a Rising Star.

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