Twitter | Search | |
Acas
Workplace experts providing free impartial info & advice to employers & employees. Acas Helpline Online:
13,136
Tweets
888
Following
72,375
Followers
Tweets
Acas Jun 22
We're so sad to see you go. 😔 Director of Digital Innovation
Reply Retweet Like
Acas Jun 22
Reply Retweet Like
Acas Jun 22
If a suspended employee tells you that they are ill and would not be able to attend work if required, they should receive their usual sick pay. More info for employers here:
Reply Retweet Like
Acas Jun 22
Employers must consider workplace risks to new or expectant mothers. For more information, please read our new guidance on suspension via
Reply Retweet Like
Acas Jun 22
Replying to @dandroidjones84
Anyone who is an employee or a worker is entitled to holiday pay. Find out more here or contact our helpline
Reply Retweet Like
Acas Jun 22
Replying to @sarahwill40
The Working Time Regulations govern the hours most workers can work and, for young workers (under 18), these include: at least two consecutive days off per week a limit of 8 hours of work per day and 40 hours of work per week. Find out more here
Reply Retweet Like
Acas Jun 22
Replying to @sarahwill40
Hi Alice, we don't have an email address. You can contact us on the Helpline or send us a private message on our Facebook page If there is an accessibility issue with these please DM us via the link.
Reply Retweet Like
Acas Jun 22
"Do I have to pay a suspended employee sick pay?"
Reply Retweet Like
Acas Jun 22
Suspension on medical grounds: An employer has a duty to ensure the health and safety of its employees.
Reply Retweet Like
Acas Jun 22
When an employee's suspension period comes to an end, the employer should arrange a return-to-work meeting. This gives both people a chance to discuss any outstanding concerns. More on suspension in our guide:
Reply Retweet Like
Acas Jun 22
Acas expert, David Webb: What can employers do to support fans at work?
Reply Retweet Like
Acas Jun 22
Most disciplinary procedures will not require suspension. For more info please visit:
Reply Retweet Like
Acas retweeted
John Palmer Jun 22
Suspension should always be used as a last resort - if it’s needed, be sure to do it the right way
Reply Retweet Like
Acas Jun 22
Communication should be maintained between the employer and employee during a period of suspension, this means that any concerns can be addressed quickly. Find out more:
Reply Retweet Like
Acas Jun 22
New blog: An employee's experience of suspension.
Reply Retweet Like
Acas Jun 22
An employer should usually only consider suspension from work if there is: - a serious allegation of misconduct - medical grounds to suspend - a workplace risk to an employee who is a new or expectant mother.
Reply Retweet Like
Acas Jun 22
The reason behind a suspension should be confidential, but if this must be shared with other people in the organisation then the employer and employee should discuss the best way to handle the matter. Learn more:
Reply Retweet Like
Acas Jun 22
"How long can I be on suspension?"
Reply Retweet Like
Acas Jun 22
Check out our latest blog from Employment law expert, Tracey Moss: 'An employee's experience of suspension'.
Reply Retweet Like
Acas Jun 22
A health professional might advise that an employee is unfit to work for health and safety reasons. Learn more about suspension on medical grounds in our guide for employers:
Reply Retweet Like