Blogs

As the nation look for alternative entertainment at 9pm every evening,  the new celebrities continue to engage in headline grabbing attention.

Michael Griffiths was booted out of the love island camp days before the finale and was a firm favourite with the public, given his alter ego as a fire fighter. Just days ago, it was reported that Michael fears suspension from his job after taking part in the love it or hate it ITV2 reality show.

The news has come as a surprise to fans, as well as Michael himself as he was vocal about his intention to return to work and monopolise on his new found status by raising money for the fire service. Why he was suspended is still unknown.

Suspension from work

Suspension is where an employee continues to be employed but does not have to attend work or do any work.  Employers usually consider suspension if there is one of the following:

1. Serious allegation(s) of misconduct
2. Medical grounds to suspend
3. Workplace risk to an employee who is a new or expectant mother

Employers are reminded that suspension should not be used as a disciplinary sanction or to punish an employee for any alleged wrong doing. Suspension of an employee is not indicative of the fact that they have done something wrong nor should it be an assumption they have done something wrong; but unfortunately it is often perceived that way.

Why would Michael have been suspended?

Suspension is often used as part of a disciplinary procedure, usually where there is a serious allegation of misconduct and if:

• Working relationships have severely broken down;
• There is risk that the employee could tamper with evidence, influence witnesses; and/or sway investigation into allegations;
• Risk to other employees, property or customers;
• The employee is subject to criminal proceedings which may affect whether or not they can do their job.
• Unauthorised absence from work;
• Risk of reputational damage to the employer.

Alternatives to suspension

Before suspending an employee, employers are advised to think carefully and consider all options, alternatives may be the following:

• Transferring the employee to a different area of workplace;
• Changing working hours,
• Restricted duties,
• Working under supervision,
• Transfer to a different role.

Fair procedure

If suspension becomes necessary, employers are advised to issue  the employee with a letter setting out the reasons for the suspension and the likely timeframe.

For further advice on suspension and disciplinary action in the workplace, please contact Kaajal Nathwani of the Employment Team  on 020 8363 4444 or This email address is being protected from spambots. You need JavaScript enabled to view it..