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

Short answer

Get the suspension terms in writing (pay status, rules, benefits, and next steps), then stop reacting and start documenting—your first goal is to avoid accidental policy violations and preserve a clear record.

Do not do these things

Do not quit impulsively, threaten lawsuits in your first email, or send a long emotional “explanation.”
Do not access company systems, files, or the worksite unless you’re explicitly allowed to.
Do not contact witnesses or people involved if you’ve been told not to (and if it’s vague, ask for a clear written boundary).
Do not delete, alter, or “clean up” potentially relevant messages or files; avoid changing settings that auto-purge chats or emails.
Do not sign anything “just to move it along” (release, resignation, last-chance agreement) without time to read it.
Do not take proprietary files, customer data, or confidential documents to “prove your side.”
Do not post about it on social media, even anonymously.

What to do now

Ask for a written suspension notice (today). Request confirmation of:
- whether this is paid or unpaid (often called administrative leave)
- what you are prohibited from doing (contacting coworkers/clients, entering the workplace, using systems)
- who your single point of contact is (HR or manager)
- what the next step is (interview, written questions) and how updates will be communicated
Confirm pay, benefits, and payroll mechanics right away. Ask (in writing):
- whether health insurance continues and whether you must pay premiums differently while suspended
- whether PTO accrues and whether you can use PTO to stay paid (if unpaid)
- your next pay date and what will appear on your pay stub (hours/salary deductions)
If you’re salaried/exempt and they say the suspension is unpaid, ask how they’re applying wage-and-hour rules. Under federal salary-basis rules, unpaid disciplinary suspensions for exempt employees are generally limited to one or more full days and must be imposed in good faith for certain written workplace conduct rules (and details can vary by situation and state). Ask HR to point you to the policy and explain how they’re handling it.
Check your handbook, offer letter, and any contract. Look for policies on investigations, administrative leave/suspension, confidentiality, device access, and discipline. Save a copy for your records.
If you’re union-represented, invoke your Weingarten rights for investigatory interviews. Tell HR/your manager (in writing) that you are requesting a union representative for any investigatory interview you reasonably believe could lead to discipline, and do not proceed without representation unless you choose to.
Start a private “facts log.” Write down: dates, who told you what, the exact restrictions you were given, and where objective records might exist (schedules, tickets, emails, badge logs). Keep it factual and time-stamped.
Preserve your own non-confidential records safely. Keep copies of the suspension notice, policy excerpts, schedules you already have, and relevant messages on your personal devices. If you think you need company-held documents, request them rather than copying confidential data.
If you suspect discrimination or retaliation, document it neutrally and consider the right channel. Write down what protected activity might be involved (for example, reporting harassment or requesting an accommodation), the timeline, and who knew what. If you decide to seek guidance, common routes include HR, your union, the EEOC (or a state fair-employment agency), or other agencies depending on the issue.

What can wait

You do not need to give a full narrative statement immediately—often it’s better to wait until you know the precise allegation and the process.
You do not need to decide today whether to file an agency charge/complaint or hire an attorney—first get the rules in writing and preserve records.
You do not need to “fix your reputation” with coworkers (and you may be told not to contact them).
You do not need to plan your exit while you’re still stabilizing.

Important reassurance

Suspension pending an investigation is often an administrative step, not proof of wrongdoing. Feeling panicked is normal—your safest early move is to slow down, get clear written boundaries, and avoid actions that could be framed as interference.

Scope note

This is first-steps guidance for the initial shock and early days. Outcomes and rights vary by state, by contract, and by whether you’re covered by a union or specific workplace policies—later decisions may need individualized help.

Important note

This is general information, not legal advice. Employment rules differ by state and situation. If pay is stopped, benefits are threatened, or you believe the suspension is connected to protected activity, consider getting advice from a qualified professional or relevant agency.

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