Suspension Under The School’s Disciplinary Procedure - Guidance Notes For Employees Who Have Been Suspended From Duty Under The Disciplinary Procedure

Sep 16, 2026

Guidance notes explain suspension under a school disciplinary procedure, clarifying that suspension is not itself a disciplinary penalty and may be used to facilitate investigation when the alleged breach is serious or the employee’s presence may hinder enquiries. The notes outline available support during suspension, including representation rights, counselling access, and communication arrangements. They set requirements on contact restrictions, returning school property, expected suspension duration and possible extension, correspondence handling, leave reporting, and steps leading to interviews or hearings.

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Suspension Under The School’s Disciplinary Procedure

Purpose and decision-making

Support and representation during suspension

Restrictions and responsibilities

Investigation timeline and suspension length

Correspondence, leave, and address updates

Progression to interviews and hearings

Suspension Under The School’s Disciplinary Procedure Guidance Notes For Employees Who Have Been Suspended From Duty Under The Disciplinary Procedure 1. Suspension under the School’s Disciplinary Procedure is not in itself a disciplinary penalty. Suspension is necessary when the employer feels unable to keep the employee at work during the investigation into the alleged breach of discipline - either because of the seriousness of the allegation, or because the employee’s presence at work may hinder the investigation. In a school, the Headteacher makes the decision as to whether suspension is appropriate. 2. It is recognised that a period of suspension is a stressful experience for any employee and it is important that support is available. • You are entitled to representation during the disciplinary investigation. This would normally be a Trade Union Representative (if you belong toa Trade Union), a Solicitor or a friend. Contact numbers for Trade Union Representatives may be obtained from Education Personnel Services at County Hall. • A suspended employee may also have access to County Council’s independent counselling service. This service will not be able to involve itself in the actual disciplinary process but it can provide general counselling support in order to help you come to terms with and cope with the pressures that a period of suspension can bring. All teachers are covered by the service. Non-teaching staff will be covered if the employing school has made this option. The Headteacher will be able to confirm whether or not an employee is covered by the service. Contact telephone numbers for the service maybe obtained from the Headteacher or Education Personnel Services. • The letter confirming your suspension will give the name and telephone number of a senior member of staff at the school who will keep in touch with you in order to minimise, as far as possible, any sense of isolation. A member of the LEA’s Well Being Team will also contact you to offer general support. • There will also be contact details for a member of Education Personnel Services who can be approached for guidance on procedural matters. 4. During a period of suspension you should not attend work nor make contact with pupils, parents, governors or members of staff without the Headteacher’s authority. This does not include your Trade Union Representative nor members of staff of Education Personnel Services. 5. You should when asked return any school property with which you have been issued. In any event school property must not be used during a period of suspension. 6. As the disciplinary investigation progresses it is very likely that the Investigating Officer (who will probably be the Headteacher) will wish to see you to raise certain questions, and give you an opportunity to respond to the allegation(s) . You have a right of Representation during the interview(s), and the Investigating Officer will ensure a convenient time is arranged for any meeting(s) . This would normally be your workplace although an alternative venue may sometimes be considered appropriate. 7. The suspension from work would normally be for up to 28 days in the first instance on full pay. Every effort will be made to complete the investigation within the timescale, but it could be necessary for the period of suspension tobe extended. If this is the case, you will receive a letter confirming the details and time period of the extension. Any extension will also be with full pay. 8. All correspondence relating to the disciplinary procedure will be sent to you at home. If the Headteacher is aware of your representative’s name, a copy will normally be sent direct to the representative, thereby avoiding the need for you to forward a copy on. If the representative is not known to the Headteacher you will be sent two copies of correspondence, in order that you may pass a copy to your representative if you wish. 9. If you have pre-booked any leave during the

FAQs

Is suspension under the school’s disciplinary procedure itself a disciplinary penalty?

No. Suspension is a supportive measure used to enable the investigation to proceed when it is necessary to remove the employee from work during enquiries.

What support and representation are available while an employee is suspended?

Employees are entitled to representation during the disciplinary investigation, typically via a trade union representative, a solicitor, or a friend. Access to the County Council independent counselling service may also be available, along with a senior staff contact and guidance contacts for procedural matters.

What restrictions apply during a period of suspension?

The employee should not attend work or contact pupils, parents, governors, or staff without the Headteacher’s authority. This excludes their representative and Education Personnel Services staff.

How does the process move from investigation to a disciplinary hearing?

On completion of the investigation, the Headteacher decides whether to convene a disciplinary interview or hearing. If a hearing proceeds, the employee receives a letter requesting attendance, case evidence details, and at least ten working days’ notice, with guidance on what to do if attendance is not possible.

Sep 16, 2026

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