Leeanne has extensive experience advising a range of regional, national, and international employer clients on various contentious and non-contentious employment law issues. She is dual qualified and practises in both Northern Ireland and England & Wales.
She assists HR, management, and in-house legal teams with a range of day-to-day employee relations issues, such as poor performance, ill health, disciplinary matters, and grievances. She also provides advice and guidance to clients on redundancy exercises, contract and policy reviews, senior employee exits, and the transfer of employees under TUPE.
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 lightly or as ‘knee jerk’ response.
On 8 September 2022, Acas published guidance for employers
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