Can i be suspended from work over the phone

If you are suspended from work due to alleged disciplinary matters, it is naturally a concerning time for you. You will not usually be permitted to work or attend work premises, nor have contact with colleagues or customers which may make you feel isolated.

You will probably not know, at least at the outset, the precise duration of the suspension. Furthermore, your employer will still usually require you to be available to attend any investigation meeting or answer work queries during your suspension. There is not any legislation about suspension but there is ACAS guidance [ click here to read this ] on this area for employers.

In addition, employers have a duty not to act in a way that would breach the implied contractual duty of trust and confidence with employees, nor to discriminate on the grounds of Protected Characteristics sex, race, disability etc. People are usually suspended from work by their employer in the context of a disciplinary investigation.

However, it is also possible, although less common, for a worker to be suspended on medical grounds or, where a risk to a new or expectant mother has been identified in the workplace. This article focuses on disciplinary suspension. Very simply, it is where an employee continues to be employed and so is generally entitled to continue receiving pay and benefits ,but does not have to attend their place of work or do any work.

Suspension should always be used as a neutral response by an employer and never as a disciplinary sanction. An employer must not suspend purely because they assume an individual is guilty of wrongdoing.

Suspension might be beneficial to an individual, to remove them from a stressful situation for example, but it must not be an automatic, knee jerk reaction by an employer to every potential disciplinary matter. Acas has published guidance which states that suspension must only be considered by an employer if there is a serious allegation of misconduct and :. If the disciplinary allegation is of a less serious nature, or none of these issues are relevant then your employer should not be considering suspension.

Obviously, your employer needs to let you know that they intend to suspend you. However, the suspension and its terms should always be confirmed in writing afterwards. There is no set amount of notice that an employer must give an employee to warn them that they are being suspended, but they must always act in accordance with any relevant disciplinary policy.

However, it is rare for standard policies to require employees be given a warning before suspension. Any written notice confirming suspension should include the following information:. Acas recommends that employers carefully consider all other options before suspending an employee. These options could include, on a temporary basis:. Acas therefore recommends that, where possible, the suspension and the reason behind it should be kept confidential. It is also recommended that the employer discusses with the suspended employee how they would like it to be explained to colleagues and customers.

No, not unless there is an unambiguous contractual right for the employer to suspend without pay and benefits i.

Please do not include any personal details, for example email address or phone number. If you have a question about your individual circumstances, call our helpline on We cannot respond to questions sent through this form. Breadcrumbs Home Advice Dealing with problems at work Disciplinary and grievance procedures.

This content is on an archive website This advice is for employers and employees on suspension. Related content on this website Disciplinary and grievance procedures.