Investigating Allegations of Serious Misconduct – to Suspend or Not to SuspendPosted in : The Essential Elements of the Employee Handbook on 12 January 2023 Issues covered: Suspension from employment; Investigations
Suspension in the context of an investigation into serious misconduct is a well-trodden path for many HR professionals. Most employer disciplinary procedures will include suspension provisions that permit the employer to place an employee on suspension pending the investigation of allegations into allegations of gross misconduct.
However, employers should always pause before seeking to suspend because there are a number of legal obligations and risks which arise.
Why would a business suspend an employee?
Broadly, suspension should only be used if there is a reasonable and pressing need to quickly remove an individual from an organisation on a temporary basis. It should not be undertaken
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.
Help understand the ramifications of each important case from NI, GB and Europe
24/7 access to all the content in the Legal Island Vault for research case law and HR issues
Ensure your organisation’s policies and procedures are fully compliant with NI law
Receive free preliminary advice on workplace issues from the employment team at Worthingtons Solicitors
This article is correct at 12/01/2023
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.