New advice for dealing with staff suspensions at work

Acas has recently issued new advice on how to consider and handle staff suspensions at work.

A suspension is when an employer tells an employee to temporarily stop carrying out work. An employer should only suspend someone if it's appropriate, such as:

• suspending an employee while they carry out an investigation, if it's a serious situation and there's no alternative

• medical suspension or pregnancy suspension to protect an employee's health and safety

 The advice from Acas is that an employer should consider each situation carefully before deciding whether to suspend someone and it is usually best to only use suspension in serious circumstances where there are no alternatives.

Alternative options to suspension can include arranging staff to temporarily:

• change shifts

• work in a different part of the organisation

• work from home

• work from a different office or site

• stop doing part of their job – for example, stop handling stock if you're investigating stock going missing

• work with different customers or away from customers – for example, if you're investigating a serious complaint from a customer

• stop using a specific system or tool – for example removing access to the organisation's finance system if you're investigating a large amount of missing money

 Employers should keep the reason for any temporary change confidential wherever possible and discuss with the employee what they will tell others at work about the temporary change.

If you would like some help with managing the issue of staff suspension then we can support you through the process. Contact us on 0333 0433239 or email: info@pmp-hr.co.uk. 

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