Newsletter February 2026 - What every employer needs to know about suspension

Claire Watt
Feb 3
3 min read

When you have an issue with an employee, suspending them might feel like the right action. However, you need to be 100% sure that this is legally compliant or you could leave yourself wide open to an expensive tribunal claim.

Here are some of the real questions we’re asked about suspension:

“Is suspension the same as disciplinary action?”

“Does suspending someone mean I think they’re guilty?”

“Do I have to suspend people automatically if it’s serious?”

“Is suspension always the safest option?”

“Do I need to keep them on full pay while they’re off?”

“Am I supposed to leave them alone during the suspension?”

“What am I allowed to tell the rest of the team?”

ACAS guidance is clear on how suspension should work in practice:

It is a neutral step while you gather information
It doesn’t imply guilt or wrongdoing
It’s only appropriate when there’s a real risk to the investigation, the business or the people involved
Alternatives, like changing duties or shifts, should always be considered first
Full pay must continue throughout the suspension
You need to stay in touch and support the employee’s wellbeing
Suspensions should be as short as possible and reviewed regularly
Any updates to colleagues should be minimal and confidential

Handled properly, suspension protects everyone involved and gives you the space to carry out a fair investigation in a calm, neutral way.

If you’d like more information, get in touch for our latest educational guide which explains when suspension may be appropriate, the steps ACAS expects and how to handle the process safely and fairly

Absence costs UK employers millions every single year.

That' s why it' s really important to manage absence in your business.

Here' s 3 ways to get started:

1: Track absence properly

Start by recording absence in one place. HR software helps you to see patterns, spot repeat issues and understand the overall impact on your business.

2: Conduct return to work conversations

A short return to work meeting helps you to understand why someone was off and whether they need support or adjustments. These conversations reduce misunderstandings and help to prevent repeated absences.

3: Tackle the root causes

The action you take will depend on the issues you uncover, but most improvements fall into a few areas:

Clear policies and expectations
Early conversations when patterns appear
Reasonable adjustments where needed
Manageable workloads and good communication
Confident managers who know how to handle absence consistently
Businesses that take a proactive approach see fewer short notice call outs and more stable staffing.

If you would like help with reviewing your absence policy, setting up tracking or supporting your managers, we can guide you through it - contact us today

Bridging communication gaps between generations

A new survey shows that Gen Z report the most strained workplace relationships, mostly due to different communication styles. Younger staff lean toward messaging apps and voice notes, while older colleagues prefer quick calls, leading to frustration and mixed messages. Setting clear communication norms and giving managers basic training helps to prevent misunderstandings and keeps day to day work running smoothly

What AI automation means for your people and business

A new outsourcing report claims that up to 90% of back office tasks can now be automated. For small businesses, the opportunity to save costs is real, but so are the risks. As roles change and tasks shift to AI, you need clear job design, training and communication to keep people engaged and protect against confusion or morale issues. Thoughtful planning prevents problems before they start

FREE WEBINAR: MANAGING ABSENCE IN YOUR BUSINESS

We are running a free webinar on managing absence on Thursday 19 February at 12.30.

If you would like to join us then just email us at info@dittonhr.co.uk to reserve your place.

Then grab a coffee, join the chat and walk away feeling calm, confident and ready for anything!

Need a confidential chat?

If you have a problem brewing in your business, you ' re worried about something or you simply need some expert HR support then please get in touch with us for a confidential chat.

A quick conversation could save you from a very costly mistake and we could give you the clarity you need to decide your next steps with confidence.

Whether you're a new or existing client, we offer a free 30 min chat (without any obligation to buy from us in the future).

Contact us here: www.dittonhr.co.uk

Download the February 2026 Newsletter here: