The following Employment Q&A provides comprehensive and up to date legal information covering:
Where an employee is suspended from work, eg during an investigation into alleged misconduct, he will usually be entitled to receive his full pay during the suspension period. In circumstances where the employee is not having to do any work, the employer may resent having to pay the employee and may seek to require him to take some of his paid holiday entitlement instead. This Q&A examines the extent to which this is possible.
An employer may require a worker to take his statutory holiday entitlement on particular days by giving him notice. The employer's notice must be given twice as many days in advance of the start of the leave's duration.
The employer does not have give this notice in writing, although it is preferable to do so for evidential reasons.
For further information, see Practice Note: Holiday—When statutory holiday may be taken and the notice requirements.
It is common for the employment contract to include the right to suspend the employee on full pay for the purpose of investigating allegations of misconduct (see clause 9.2 of Precedent: Employment contract basic version).
Suspension is used as a protective measure while the employer investigates allegations of serious misconduct against an employee, and the employer has reason to believe that the employee's continued presence
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