An employee has been suspended on full pay due to concerns regarding treatment of patients in a care home. The only proof is three statements from fellow employees that witnessed ill treatment. If the employee is determined she did not do this or act in such manner and it is really the other employees’ word against hers. We are investigating further but what length of time is it appropriate to keep her suspended for and is there an appropriate time scale to make a decision whether to dismiss or not?

There is no set timeframe in terms of how long a suspension should last. Employers should, as a starting point, refer to the principles set out in the Labour Relations Agency Code of Practice on Disciplinary & Grievance Procedures on this matter. In sum, this guidance provides that if a suspension with pay is considered necessary, it should be as brief as possible. It is also important that the suspension is kept under review to ensure that it is not unnecessarily protracted. Each case is likely to turn on its own facts and the periods of suspension will therefore vary; however, employers should still be mindful of the key principles set out above when determining the relevant period of