In cases involving potential risks to children, the decision to suspend an employee will follow this process:
Grounds for suspension
Suspension will only be considered when there is a reasonable cause to believe that a child or children at your workplace may be at risk of harm, or if the allegation is so serious that it could lead to dismissal.
Careful consideration
Your employer will carefully evaluate whether suspension is necessary. This will include consulting with their human resources advisor and the Local Authority Designated Officer (LADO) to ensure the decision is proportionate and appropriate.
Alternatives to suspension
Instead of suspension, an employer may consider redeployment as an alternative. This involves moving you to a different role or setting to prevent direct contact with the child or children concerned. Whether redeployment is suitable depends on the nature and seriousness of the allegation.
Proportional response
The goal is to ensure the safety of children while also acting fairly towards the employee. Suspension is not automatic and will only be used if absolutely necessary. This approach ensures that the decision to suspend is measured and guided by safeguarding priorities, with alternatives considered whenever possible.