When CAN you place an employee on administrative leave?
When a serious issue comes up at work, it can be hard to know what to do next.
You want to protect your team and your business, but you also want to be fair.
Putting someone on administrative leave might feel like the right move, but it should only be used when there’s no other way to keep things safe and unbiased.
We’ve written an article that explains what to consider before deciding to place an employee on leave.
Read it below.
Can I place an employee on administrative leave during a workplace investigation?
When something serious happens at work, it can be hard to know what to do next.
You want to protect your team and your business, but you also want to be fair.
Putting someone on administrative leave might feel like the simplest option, but it should only be used when there’s no other way to keep things safe and unbiased.
Think about alternatives first
Before moving to administrative leave, look for practical ways to keep things running:
- Could they work different hours or in another department?
- Could someone else temporarily oversee their work?
- Could you limit access to systems, company vehicles or clients?
If those options allow you to conduct a fair investigation, use them instead.
If you really do need to place them on leave
Sometimes it’s unavoidable, especially if there are safety concerns, confidentiality issues or a risk they could influence others involved.
If that’s the case:
- Be clear on why: Administrative leave should never be a punishment. It’s simply to protect the process.
- Document it in writing: Explain what it means day to day, how long it’s likely to last and who they can speak to.
- Keep it private: Only share it with people who genuinely need to know.
- Consider keeping them on paid status: If appropriate, keep regular pay and benefits in place while you gather the facts.
- Check in regularly: Don’t leave someone in limbo. Review the situation as things move forward.
Stay in touch
Being placed on leave can feel isolating. Keep communication open, make sure they have a point of contact and let them know what happens next.
Handled with care, it helps to protect morale and trust across your team.
Move the investigation forward quickly
Once someone is on leave, move the investigation forward without unnecessary delay. The longer it drags on, the harder it is for everyone involved.
Get the right advice
If the issue is sensitive or complex, speak to an HR consultant or employment attorney early. A quick chat could save you time, stress and potential legal claims later.
In short
Yes, you can place an employee on administrative leave during an investigation, but only when it’s fair, reasonable and truly necessary.
Do it right, and you’ll protect both your people and your business while you get to the truth.
If you’d like to make sure your disciplinary and investigation procedures are set up properly, get in touch for a quick review of your policies and procedures.
