As your HR consultant in Raleigh, we’ll help you understand when to use administrative leave during a workplace investigation and how to handle it correctly.
What happens when a serious workplace issue crops up? You need to act, but you also need to be fair. Placing an employee on administrative leave might seem like the quickest solution. However, it’s a significant step that should only be taken when other options aren’t viable.
Before you hit pause, consider these alternatives
Administrative leave can be unsettling for everyone involved, and it can disrupt your business operations. Before taking this step, we always encourage clients to explore less impactful ways to keep things running smoothly while maintaining fairness.
- Could they work different hours or in another department?
- Could someone else temporarily oversee their work?
- Could their access to systems, company vehicles, or clients be restricted?
If these alternatives allow your investigation to proceed fairly and without risk, they’re often a better choice, keeping your team member engaged and minimizing disruption to your day-to-day.
When administrative leave is necessary
Sometimes, administrative leave is the right—and necessary—choice. This is typically the case if there are serious safety concerns, confidentiality risks, or the potential for the employee to influence witnesses or tamper with evidence.
If administrative leave is needed, here’s how to handle it correctly:
- Be clear: This isn’t a punishment. It’s a neutral step to protect the integrity of the investigation.
- Document everything: Provide a written notice explaining the reason, expected duration, and who they should contact during their leave.
- Maintain privacy: Share details only with those who absolutely need to know to conduct the investigation.
- Keep them paid: Continue their regular pay and benefits during the leave. This reinforces that it’s not disciplinary action.
- Check in: Regularly update them on the investigation’s progress, so they don’t feel forgotten or in limbo.
Keep communication lines open
Being placed on leave can be isolating and stressful for an employee. A lack of communication can lead to increased anxiety and erode trust, not just with the employee on leave but across your entire team.
Regular check-ins, a designated point of contact, and clear updates on next steps can make a big difference. This proactive communication protects trust, reduces anxiety for the employee, and helps maintain a positive perception across your team.
Move the investigation forward quickly
Once an employee is on leave, every day that passes without progress adds to the stress for everyone involved and can prolong uncertainty.
Prioritize the investigation and move it forward promptly. Avoiding unnecessary delays helps you reach a fair resolution faster, minimizing disruption to your business and the individual.
Get expert advice
Workplace investigations, especially those involving administrative leave, can be complex and carry significant legal risks. It’s easy to make mistakes that could lead to legal challenges or employee relations problems down the road.
For sensitive or intricate cases, consulting an HR consultant or an employment attorney early on is a smart move. This proactive support helps you avoid costly errors and provides peace of mind. It’s all about getting the foundations right.
Book a confidential call today, and let’s discuss how we can provide the proactive support you need to protect your business and your team.
