Can I suspend an employee during an investigation in the UK?

When something serious happens at work, it can be hard to know what to do next.

You want to protect your team and your business, but you also want to be fair.

Suspending someone might feel like the simplest option, but it should only be used when there’s no other way to keep things safe and impartial.

Think about alternatives first

Before jumping to suspension, look for practical ways to keep things running:

• Could they work different hours or in another area?

• Could someone else oversee their work for a while?

• Could you limit access to systems, vehicles or customers?

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If those options let you investigate properly, use them instead.

If you really do need to suspend

Sometimes it’s unavoidable, especially if there are safety concerns, confidentiality issues or a risk they could influence others involved.

If that’s the case:

• Be clear on why: Suspension should never be a punishment. It’s simply to protect the process.

• Confirm it in writing: Explain what it means day to day, how long it’s likely to last and who they can speak to.

• Keep it private: Only share it with people who genuinely need to know.

• Keep pay and benefits going: It’s a neutral step, not disciplinary action.

• Check in regularly: Don’t leave someone in limbo. Review it as things move forward.

  
  

Stay in touch

Being suspended can feel like being shut out.

Keep communication open, make sure that they have a point of contact and let them know what happens next.

Handled with care, it helps to protect morale and trust across your team.

Don’t delay the investigation

Once someone is suspended, get on with the investigation quickly.

The longer it drags on, the harder it is for everyone involved.

Get the right advice

If the issue is sensitive or complex, speak to an HR consultant or employment lawyer early.

A quick chat could save you time, stress and potential claims later on.

In short

Yes, you can suspend an employee suspend employee during investigation UK, but only when it’s fair, reasonable and truly necessary.

Do it right, and you’ll protect both your people and your business while you get to the truth.

If you’d like to make sure your disciplinary and investigation processes are set up properly, get in touch for a quick review.