Suspending an employee during a disciplinary investigation should only be done if truly necessary in the context of the investigation. It may be necessary: to prevent the employee interfering with evidence, witnesses, or the investigation, where there are reasonable grounds for believing this could happen because working relationships have significantly broken down to remove the risk that the employee’s presence poses to health and safety, the business’ or others’ property, or the business’ interests if there are criminal proceedings related to the investigation, which mean that the employee can’t do their job Before suspending somebody, you should always check whether the employee’s employment contract and your business’ disciplinary, dismissal, and other policies and procedures set out any other rules you need to follow.