Suspension Letter

Sometimes employees need to be suspended whilst disciplinary investigations take place.

Typically suspension occurs in cases of Gross Misconduct, but might also be necessary when a discipline offence is of a serious nature and warrants an employee being suspended from the workplace.

This standard letter will help managers lawfully* suspend employees and avoid the common pitfalls by communicating:

• reason(s) for suspension
• appropriate contact with fellow employees and company contacts
  
• suspension timeframe and extensions
• investigation meeting details
  
• disciplinary hearing information and the right to be accompanied
• pay entitlement during a period of suspension
• company property and passwords during suspension

Suspension from work should not imply guilt of a discipline offence (and suspension may not necessarily result in formal disciplinary action being taken). However, in order to avoid a possible unfair dismissal claim an employer does need to ensure they confirm all suspension details and also comply with the Discipline Code of Practice Arrangements 2009.

(* company specific contractual rights may also apply)