Suspending an employee pending a disciplinary meeting may not be seen as a neutral act, but causing unfair detriment to the employee. Suspension may also be required on medical, pregnancy, or health and safety grounds.
Acas has recently published a helpful guide on suspension:
https://www.acas.org.uk/suspension
Suspension in disciplinary matters should not be automatic. It should be kept under review and kept as short as possible. In most cases, the employee should continue to be paid.
Suspension can also occur where there are health and safety issues due to working with dangerous chemicals, lead, and radiation. When suspended on these grounds, employees must continue to be paid for up to 26 weeks.
Paid suspension can also occur where there is a workplace health and safety risk posed to a pregnant employee or new mother, and there is no reasonable way of avoiding the risk nor any suitable alternative work.
On average 55 vulnerabilities are identified daily.
What can I do?
Review your organisations priorities and ask ‘can we afford a breach?’. What do I do during an incident? Who do I involve? When do I involve the ICO?
If you’re unable to answers these questions, you need help from the experts.
