Separate the questions
One event may trigger safeguarding, operational, regulatory and employment considerations. Keep these connected but distinct. A safeguarding referral does not decide disciplinary guilt, and an employment decision does not replace statutory reporting duties.
Control immediate risks
Consider the people involved, seriousness of the allegation, access to people or evidence, the worker’s role and whether temporary safeguards are available. Document what you know, what you do not know and why the chosen control is proportionate.
Do not make suspension automatic
ACAS advises that suspension can be considered during an investigation, but it should not be the default response. Consider alternatives such as changed duties, closer supervision, a different location, restricted access or temporary redeployment where appropriate.
Plan a fair investigation
- Choose an impartial investigator with suitable competence.
- Set the scope and issues to establish.
- Preserve relevant records, messages, rotas and other evidence.
- Speak with people separately and avoid leading questions.
- Keep the investigation meeting separate from any disciplinary hearing.
Review and communicate
Do not allow interim arrangements to drift. Keep any suspension or restriction under review, maintain appropriate contact, protect confidentiality and support wellbeing.