Until now, it’s been fairly safe for employers to suspend an employee on full pay where gross misconduct is suspected. However, following a recent Court of Appeal ruling, it’s no longer so
straightforward. So what’s changed?
Published 09.10.2012
The employee at Red Bull who accused its Formula 1 team principal, Christian Horner, of inappropriate behaviour has now been suspended for alleged dishonesty. Is it lawful to suspend an employee
where there are gross misconduct allegations?
Published 08.04.2024
A subscriber sent home two employees who had been fighting at work. However, they didn’t pay them for the period of suspension. Is this always the right thing to do, and if not, how should you deal
with a similar situation?
Published 24.08.2006
In Agoreyo v London Borough of Lambeth 2017 the High Court handed down some useful guidance on suspension where an employee is suspected of serious wrongdoing. What do you need to know?
Published 12.09.2017
Acas recommends that an employee should only be suspended during an investigation when it’s a “reasonable way” of dealing with a situation and there are “no appropriate alternatives”. What options
could you consider?
Published 06.10.2022
Where you believe that an employee may have committed an act of gross or very serious misconduct, you can suspend them. If you take this decision, what rights do they have during the period of
suspension?
Published 23.03.2017
Where you have grounds, you can suspend an employee pending the outcome of disciplinary proceedings. If this is the case, why has one employee been awarded £236,000 following his suspension?
Published 10.01.2018
An incident has occurred between two employees and you’re now faced with a disciplinary investigation. Under what circumstances is it acceptable to suspend one, or both, of them, and how does this
work?
Published 20.06.2011
A subscriber has been tipped-off that an employee “may be involved in shoplifting”. So they want to know whether or not this is grounds for disciplinary action, or even dismissal. How should they
deal with this tricky problem?
Published 27.01.2011
What can you do if you have a genuine reason to distrust a key employee, but it’s not bad enough to dismiss on the grounds of gross misconduct? Must you accept the situation, or are there any other
options available to you?
Published 05.02.2009