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

Short answer

Treat suspension as a holding step, not a verdict: ask for the suspension terms in writing (pay, rules, and who to contact), then pause and start a simple facts log so you don’t make things worse by accident.

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, or group chats.
  • Do not access work systems, files, or premises unless you’re clearly told you can.
  • Do not contact witnesses or people involved if you’ve been told not to (if unclear, ask for clarity in writing).
  • Do not forward confidential work documents to your personal email or download company/client 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/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)
    • what you must not do (contacting colleagues/clients, attending the workplace, system access)
    • 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’ll be updated, and who can change the restrictions (for example, if you’re later allowed limited contact for handover).
  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/benefits)
  4. Check your contract and policies now (not your memory). Look for clauses on suspension, pay during suspension, confidentiality, contacting colleagues/clients, and your disciplinary/investigation procedure. Save copies (PDF) to a personal folder.
  5. Write a clean, factual timeline while it’s fresh. Note dates/times, who said what, what you were told not to do, and where objective records might exist (work emails, rota, meeting invites, CCTV, system logs). Keep it factual—no speculation.
  6. Preserve your own safe documents—without taking company data. Keep copies of what you already have legitimately and personally (contract, handbook, HR emails/letters, meeting invites). If you think you need work-held documents, request them through HR or your union rep rather than copying confidential material yourself.
  7. If you’re in a union, contact your rep now. Tell them you’re suspended pending investigation and ask for help preparing 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—ask.
  8. Keep communications brief and calm. A safe default message is: “Please confirm the suspension terms, restrictions, and next steps in writing. I’m 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—first stabilise, get the rules in writing, and log facts.
  • 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 (and everyone involved), not to declare guilt. Feeling shocked or panicky is common—your best move is to slow down, get clarity in writing, and avoid irreversible decisions.

Scope note

This is first-steps guidance for the initial hours/days after suspension. If the situation escalates toward a disciplinary hearing, dismissal, or police involvement, get tailored help from a union representative, ACAS, or an employment specialist.

Important note

This is general information, not legal advice. Workplace processes vary by employer and contract. If you’re unsure about pay, restrictions, or what you’re allowed to do while suspended, get clarification in writing and consider independent advice.

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