Suspension Protocol - June 2026
In this section
- 1. Introduction
- 2. Scope
- 3. Grounds for suspension
- 4. Implementing the suspension
- 5. Confirmation in writing
- 6. Liaison Officer
- 7. Timetable for suspension
- 8. Suspension with pay
- 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
4. Implementing the suspension
The following procedure must be followed when a decision to suspend has been agreed, the line manager must:
Meet the employee and inform them of the reason for suspension.
Clearly explain the allegation, but not enter into any other conversations.
Explain what happens next (refer to the relevant policy and procedure).
Advise the employee that:
They are not permitted to enter the workplace or any of the Authority’s premises specified by the line manager during the period of the suspension (the line manager will need to decide at the time of the suspension whether entering Authority premises other than the place of work will impact on the investigation and name these in the terms of the suspension) or service users homes without prior arrangement with the Investigating Officer;
If they wish to contact work colleagues, they must first obtain permission of the Investigating Officer. The Investigating Officer will need to be satisfied that there are reasonable grounds for the request and that the contact will not interfere with any related investigation. Failure to comply with this process could result in further disciplinary action being taken;
The suspension is a neutral act and the purpose is to remove them from the workplace, either for his/her own protection or in the interests of service users/members of the public and other staff, in order that an investigation can be carried out;
They must be available during their normal working hours for the Investigating Officer to interview them. Therefore, the employee should not leave the area or go abroad on holiday whilst they are suspended from duty without prior authorisation from the Investigating Officer;
A Liaison Officer (usually a work colleague) will be asked to be the employee’s main point of contact during the suspension (see para 15)
Finally, but most importantly the employee should be advised that should they wish to seek support from occupational health a referral can be arranged via the Liaison Officer who will be identified shortly or the line Manager.
Once the suspension meeting has been concluded the line manager will assist him/her to gather personal belongings and accompany the employee from the premises.