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What to do if…
you are suspended from work pending an investigation

Produced and maintained by PanicStation.org Published: Last reviewed: Editorial policy UK guide

Short answer

Treat suspension as a holding step, not a verdict. Ask for the suspension terms in writing, including pay, restrictions, and who to contact, then pause and keep a simple factual log.

Do not do these things

  • Do not resign “to get it over with” or send an angry message you cannot take back.
  • Do not guess what the allegation is and start defending yourself to colleagues, clients, customers, suppliers, or group chats.
  • Do not access work systems, files, or premises unless you have been clearly told you can.
  • Do not contact witnesses or people involved if you have been told not to; if it is unclear, ask for clarity in writing.
  • Do not forward confidential work documents to your personal email or download company, client, customer, or supplier data “for safekeeping.”
  • Do not hand over your personal phone, laptop, or personal accounts “for a quick look” without written scope and advice.
  • Do not post about it on social media, even indirectly.

What to do now

  1. Ask for written confirmation of your suspension terms today. Your employer may not be legally required to give a suspension letter, but written confirmation helps prevent misunderstandings. Ask HR or your manager to confirm:
    • that this is suspension pending investigation, not a disciplinary sanction
    • whether it is on full pay, and what happens to benefits, commission, or contractual extras
    • what you must not do, including contacting colleagues, clients, customers, or suppliers, attending the workplace, or using work systems
    • who your single point of contact is
  2. Ask how the suspension will be reviewed. Request, in writing, how often it will be reviewed, how you will be updated, and who can change any restrictions.
  3. Confirm practical rules that people commonly trip over. Ask:
    • whether you must remain available during working hours
    • how to report sickness while suspended
    • whether you can take annual leave during suspension, and how it affects pay or benefits
  4. Check your contract and workplace policies. Look for clauses on suspension, pay during suspension, confidentiality, contacting colleagues, clients, customers, or suppliers, and the investigation or disciplinary procedure.
  5. Write a clean, factual timeline while it is fresh. Note dates, times, who said what, what you were told not to do, and where objective records may exist, such as work emails, rotas, meeting invites, CCTV, or system logs. Keep it factual and avoid speculation.
  6. Preserve only safe documents. Keep copies of personal employment documents and messages already given to you, such as your contract, handbook, HR emails, suspension letter, and meeting invites. If you think you need work-held documents, request them through HR or your union representative rather than copying confidential material yourself.
  7. If you are in a union, contact your rep now. Tell them you are suspended pending investigation and ask for help with communications and representation. You have a legal right to be accompanied at a formal disciplinary hearing; investigation meetings are not usually covered by that legal right, but employers may allow a companion, so ask.
  8. Keep communications brief and calm. A safe default message is: “Please confirm the suspension terms, restrictions, and next steps in writing. I am available and will cooperate with the process.”

What can wait

  • You do not need to write a full defence statement immediately.
  • You do not need to decide today whether to raise a grievance or seek legal advice.
  • You do not need to chase colleagues for support statements, and you may be told not to contact them.
  • You do not need to plan your next job today.

Important reassurance

Suspension pending an investigation is often used to protect the process, not to declare guilt. Feeling shocked or panicky is common; your best move is to slow down, get the rules in writing, and avoid irreversible decisions.

Scope note

These are first steps for the initial hours or days after suspension. Later decisions may need specialist help from a union representative, Acas, or an employment specialist, especially if the situation moves toward a disciplinary hearing, dismissal, or police involvement.

Important note

This is general information, not legal, financial, therapeutic, or other professional advice. Workplace processes vary by employer and contract, so get clarification in writing and consider independent advice if you are unsure about pay, restrictions, or what you are allowed to do while suspended.

Additional Resources

Closely connected guides that may be useful during the same situation or its immediate aftermath.

About this guide

This guide was produced and is maintained by PanicStation.org using its published editorial process. Official and specialist sources are checked where relevant, and AI-assisted tools may be used for drafting, organisation, and consistency checks. The site operator remains responsible for publication, revision, and removal decisions.

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