Generally, an employer is within his rights to suspend an employee without pay, depending on the reason for the suspension. But employers may not make improper deductions from the salary of an exempt employee. For exempt employees, an unpaid suspension must be imposed in good faith for serious workplace violations.If this alternative job is reasonable, you cannot choose to be suspended instead. Length of suspension: You can be suspended for medical or health and safety reasons for up to 26 weeks on full pay as long as you have been employed for at least one month.An employee suspended due to a serious allegation of misconduct must receive their full pay unless they are not willing or able to attend work (for example because they are ill) or there is a clear contractual right for an employer to suspend without pay or benefits. This will be outlined in the employment contract.An employer can suspend an employee without pay only if it has a contractual right to do so, and even then it must be careful to act reasonably and avoid a breach of contract entitling the employee to claim constructive dismissal.
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Generally, an employer is within his rights to suspend an employee without pay, depending on the reason for the suspension. But employers may not make improper deductions from the salary of an exempt employee. For exempt employees, an unpaid suspension must be imposed in good faith for serious workplace violations.If this alternative job is reasonable, you cannot choose to be suspended instead. Length of suspension: You can be suspended for medical or health and safety reasons for up to 26 weeks on full pay as long as you have been employed for at least one month.An employee suspended due to a serious allegation of misconduct must receive their full pay unless they are not willing or able to attend work (for example because they are ill) or there is a clear contractual right for an employer to suspend without pay or benefits. This will be outlined in the employment contract.An employer can suspend an employee without pay only if it has a contractual right to do so, and even then it must be careful to act reasonably and avoid a breach of contract entitling the employee to claim constructive dismissal.
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