WHAT'S IT ALL ABOUT?
It’s supposed to be about cooling down heated situations. Or preserving evidence. Or protecting the vulnerable. Not about removing employees – especially not responsible managers and executives – from the workplace on a whim, ahead of an investigation that may have no sense of urgency behind it.
BUT IM TOLD IT'S A NEUTRAL ACT
That doctrine, often relied upon by HR officers, has been forcefully discredited. Have you been told who made the decision to suspend you without hearing your side of the story? Have you even been asked for your side of the story? Was it explained why there were no alternatives to suspension? Or why the investigation could not go ahead without it?
THAT'S INTERESTING. WHAT CAN I DO?
Sometimes it might be sensible just to let the process run. If you know you have done something you should not have done, saying sorry and doing so quickly might bring you the benefit of the doubt. But if that’s not the case, and you fear that closed minds and hidden agendas might be in play at your expense, you may very sensibly want to stand up and fight the process now.
I DON'T THINK I CAN STAY HERE ANY LONGER
An understandable reaction. Maybe there’s scope to negotiate severance terms? We can help with this too. Look at our Settlement Agreements page. If that is where everything is likely to be heading, we can help advise you on the right steps to take.
I'M THE EMPLOYER AND I'M THINKING ABOUT SUSPENDING SOMEONE. CAN YOU HELP ME TOO?
Of course we can. The principles work both ways. Good advice now can help you avoid the potential traps.
Have a question about business law, commercial law or employment law or any of the other services we offer at Cox Cooper? Don’t hesitate! Fill in our quick enquiry form now for a prompt free initial view from one of our expert solicitors.