Suspension 101

Suspension can feel like the obvious next step when you think someone may have engaged in misconduct. But it’s rarely as simple as sending someone home. 💭

In New Zealand, employers have an obligation to consult before suspending an employee. That means you can’t make the decision on your own. Suspending someone without consultation can create serious risk, including an unjustified disadvantage or an unlawful suspension.

So what does good practice look like? It starts with setting out, in writing, why a suspension is being considered. That might relate to health and safety concerns, risk to the business, or the integrity of a process. The employee must be given the opportunity to meet with you, bring a support person, and provide feedback before any decision is made. That’s natural justice.

Only after you’ve genuinely considered their feedback should a decision be finalised and confirmed in writing. It’s a careful, structured process, especially in situations like non negative drug test results or serious allegations.

If you’re thinking about suspending someone and want to make sure you get the process right, DM me anytime. I’m happy to help talk it through before you make the call. 😊

✉️ lisa@peopleassociates.nz

📞 027 573 5483

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