You can either place them on “Garden Leave”, provided that you have a Garden Leave clause in the contract of employment, or you can “Pay in Lieu of Notice” (PILON), provided there is a PILON clause in the contract of employment.
Many businesses choose to have PILON and/or Garden Leave clauses so that when someone leaves, or is dismissed, the employer is not required to keep them in the business for the duration of their notice period. PILON clauses allow notice to be paid, and the termination date to be, for example, on the day notice is given, whereas Garden Leave clauses mean someone is still employed by the business until the end of their notice period but not required to work or attend premises.
Garden Leave clauses can be particularly useful for staff members who are in a position of influence with clients, who are in creative roles or if the business is concerned that they might become aware of important sensitive information before they leave. Garden Leave clauses also mean that person cannot start other employment until the period of Garden Leave is over. Care and legal advice should be sought to ensure any PILON or Garden Leave clause is correct, fit for purpose and achieves what the business wants it to.