��������Ƶ

Employment Rights Act 1996: Primary legislation establishing basic employment rights, covering unfair dismissal provisions and requirements for fair procedures in employment matters

Equality Act 2010: Ensures suspension decisions are non-discriminatory, protects against unfair treatment based on protected characteristics, and requires reasonable adjustments for disabilities

ACAS Code of Practice: Provides essential guidance on fair suspension procedures and best practices for handling disciplinary matters. While not law, tribunals consider compliance with this code

Human Rights Act 1998: Ensures fundamental rights including fair treatment, privacy, and the right to defend oneself in employment matters

Data Protection Act 2018 and UK GDPR: Governs the handling of personal information, record keeping requirements, and confidentiality obligations during suspension processes

Full Pay Principle: Legal principle requiring suspension to be on full pay unless contract explicitly states otherwise

Duration Principle: Legal requirement that suspension should be for as short as possible and regularly reviewed

Reasonable Grounds Principle: Legal requirement that there must be reasonable grounds for suspension, using it as a precautionary measure rather than a disciplinary sanction

Right to Respond: Legal principle ensuring employees must be given the right to respond to allegations and suspension decision

Confidentiality Requirement: Legal obligation to maintain confidentiality throughout the suspension process while ensuring clear communication of next steps