Suspension Protocol - June 2026
In this section
- 9. Sickness absence during suspension
- 10. Maternity leave during suspension
- 11. Annual leave
- 12. Medical suspension
- 13. Ensuring Equality of Opportunity
- 14.1. APPENDIX 1 - Suspension Checklist for Managers
- 14.2. APPENDIX 2 - Employee Conduct - Guidance for Employees Who Have Been Suspended
- 14.3. APPENDIX 3 - Liaison Officer/Contact Officer
1. Introduction
There may be instances where suspension from work with pay is necessary while investigations are carried out. For example, in potential gross misconduct cases, health and safety concerns or where there are risks to an employee’s or the Authority’s property, service users or responsibilities to other parties.
Suspension may also be considered where there are reasonable grounds for believing that evidence has been tampered with, destroyed or witnesses pressurised during the investigation process or prior to the disciplinary hearing.
Suspended employees should be advised that this is not considered as a disciplinary action.
It is in the interests of all parties to progress the investigation and disciplinary hearing (if appropriate) as quickly as possible.
Any suspension must be kept under review. (NB: in some cases, account will have to be taken of the requirements of professional codes and standards governing child and vulnerable adults). You must consult with your HR Business Partner before a decision to suspend is made.