Medical suspension

Medical suspension has a narrow meaning

Statutory medical suspension protects an employee when specified workplace exposure makes continued work unsafe. The current rule covers work involving dangerous chemicals, lead or radiation. It is not a general name for sickness absence, capability action or every precautionary instruction to stay home, as the Acas medical-suspension guidance makes clear.

Start by identifying the workplace hazard and the health-and-safety rule that applies. Record the risk assessment and any occupational-health or medical advice without sharing more health information than the decision needs.

Look for safe work before stopping work

Review the risk assessment, try suitable safety changes and consider suitable alternative work on the same pay and terms. Suspend only if those steps cannot make the work safe. An employee with at least one month's service is normally entitled to their usual pay for up to 26 weeks, although the statutory exceptions still matter. The GOV.UK medical-suspension guidance explains that pay protection and when it can be lost.

Do not merge three different absence routes

Medical suspension is not sick leave and does not require the employee to be signed off as unfit for work. Maternity suspension has a separate sequence for pregnancy, recent birth and breastfeeding risks. Using the correct route matters because the risk controls, pay protection and return trigger differ.

Northern Ireland provides parallel protection under separate legislation. Check the nidirect medical and safety suspension guidance, and keep any Industrial Tribunal route distinct from the Great Britain process.