Suspension terms

An employee who is suspended should receive full pay. Suspended employees continue to accrue holiday and if they fall ill they are entitled to occupational sick pay, provided they meet the normal contractual conditions for payment. While suspended, holiday should be taken during the relevant holiday year, following all the normal rules for taking holiday. Statutory holiday left untaken at the end of the holiday year is likely to be forfeited, even though the employee was suspended during the relevant period.

Access to occupational health support and stress counselling should be sought if available. Many larger employers offer Employee Assistance Programmes. Some unions also provide confidential helplines for workers suffering from stress, bullying or harassment.

Sometimes a worker’s most serious mental health problems begin after a suspension is lifted and they attempt to return to the workplace. Reps can help ensure that practical and psychological support, reskilling and reintegration into the workforce is provided.