Suspended from school

  • Contents

    • Overview

    You may be suspended from your school if you are being investigated for a disciplinary issue.

    You should normally be paid during this period and you should be told why you have been suspended.

    However, in some rare cases you may be suspended without pay if your employment contract says that this can happen.

    ACAS explains that suspension does not mean an employee has done anything wrong.

    Being suspended can be stressful for an employee, so it’s important that employers:

    What can I expect if I am suspended from school?

    During the disciplinary process you may be suspended from school for a set period of time. You should receive a letter outlining the period of time you will be suspended and the reason why you are suspended.

    The letter might explain that you will not be allowed to access the school site or make contact with other members of staff or pupils. If talking to other members of staff prevents you from defending yourself at a disciplinary hearing, it may form grounds for appeal.

    You should keep your employment rights, outlined in your contract, during the suspension period. If you do not receive the correct amount of pay you may be able to make a claim to an employment tribunal for ‘unlawful deduction from wages’.

    We have also produced another article which outlines how the disciplinary process can work in schools.

    Is there anything practical I can do in this situation?

    Being suspended from work will not be a pleasant experience for anyone. In most cases, when suspension occurs, it is normally in circumstances involving potential gross misconduct.

    You could use it as a period of time to collect the facts and obtain advice as soon as possible as it could affect your future career prospects.

    We strongly recommend getting in touch with us as soon as possible, if you are an existing subscriber, if you have been suspended from school.

    GOV.UK and ACAS also have additional information.

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    The information contained within this article is not a complete or final statement of the law.
    While Edapt has sought to ensure that the information is accurate and up-to-date, it is not responsible and will not be held liable for any inaccuracies and their consequences, including any loss arising from relying on this information. This article may contain information sourced from public sector bodies and licensed under the Open Government Licence. If you are an Edapt subscriber with an employment-related issue, please contact us and we will be able to refer you to one of our caseworkers.