Alistair FinchScottish football club Elgin City confirmed on 7 May 2026 that first-team manager Allan Hale has been "suspended from his duties with immediate effect, pending an ongoing investigation." The club, which plays in SPFL League Two, offered no further details, stating it would make no comment until the investigation concluded. Hale, 38, had been in charge since December 2023 after joining from Highland League club Huntly.
The story resonated far beyond Moray. Workplace suspension — whether at a football club, an office, or a factory floor — is one of the most disorienting experiences an employee can face. Yet most workers have little idea what rights they hold during this period.
What "Suspended Pending Investigation" Actually Means
When an employer suspends an employee pending an investigation, they are temporarily removing them from the workplace while gathering facts about an alleged issue. In most cases, the suspension is described as a neutral act — meaning it is not, in itself, a disciplinary sanction or an admission of wrongdoing.
In the UK, the right to suspend an employee is usually set out in the employment contract or in a staff handbook. An employer cannot lawfully suspend a worker indefinitely or without reasonable grounds. According to GOV.UK guidance on disciplinary procedures, any suspension should be kept as brief as possible and reviewed regularly.
For Allan Hale, the situation illustrates how sudden and opaque these situations can be. One day he was team manager; the next, he was suspended "with immediate effect" while the club said nothing further. That kind of silence, while sometimes legally necessary, can be deeply unsettling for the individual concerned.
Are You Entitled to Pay During Suspension?
In most cases in the UK, yes. Unless a contract specifically states otherwise, an employee is generally entitled to receive full pay during a period of suspension. Unpaid suspension would typically be considered a breach of contract and could give rise to a claim for unlawful deduction from wages.
There are exceptions. If an employment contract explicitly allows for unpaid suspension in specific circumstances — for example, during a gross misconduct investigation — those terms may apply. However, such clauses must be clearly written and form part of the agreed contract; employers cannot introduce them retrospectively.
How Long Can a Suspension Last?
This is one of the most common questions employment lawyers field. There is no statutory time limit on suspension in the UK, but it should not be open-ended. Guidance from the Advisory, Conciliation and Arbitration Service (ACAS) recommends that suspensions be as short as reasonably possible. Where an investigation drags on for months, a suspended employee may have grounds to challenge the process.
Courts and employment tribunals have found that excessively long suspensions — particularly where the employer fails to communicate progress or conduct the investigation diligently — can amount to a breach of the implied term of trust and confidence. That is a serious finding: it can entitle an employee to resign and claim constructive dismissal.
Your Rights While Suspended
Being suspended does not remove your employment rights. During a suspension, UK employees retain:
The right to full pay: Unless contractually excluded, your salary continues as normal.
The right to be kept informed: Your employer should communicate the reason for suspension and provide updates on the investigation timeline.
The right to be accompanied: If your suspension is followed by a disciplinary hearing, you have a statutory right to be accompanied by a colleague or trade union representative.
The right to respond: Before any disciplinary action is taken, you must be given the opportunity to present your case and respond to any allegations.
Protection from victimisation: If you are a whistleblower and your suspension follows a protected disclosure, you may have additional protections under the Public Interest Disclosure Act 1998.
Warning Signs That Something Has Gone Wrong
Not every suspension follows a fair process. Watch out for:
- Being suspended without any explanation of the alleged conduct
- The investigation taking many weeks or months with no communication
- Being told you cannot speak to colleagues or clients in ways that go beyond what is reasonably necessary
- Suspension being used as a form of pressure rather than a neutral investigative tool
- Receiving no written confirmation of the terms of your suspension
If any of these apply to your situation, it is worth seeking legal advice promptly. Delays can weaken your position, particularly if you need to claim constructive dismissal, which requires you to resign within a reasonable time of the employer's breach.
When to Consult an Employment Lawyer
The moment you receive notice of suspension is the right moment to seek legal advice — not after the investigation concludes, not after a disciplinary hearing is arranged, but now. An employment solicitor can:
- Review your contract to clarify what your employer is entitled to do
- Advise on whether the terms of your suspension are lawful
- Help you respond formally to any allegations in a way that protects your position
- Advise on whether a settlement agreement might be appropriate if the situation cannot be resolved
In Scotland, employment law is largely governed by the same UK-wide legislation as England and Wales, though Scottish courts and tribunals handle cases locally. An employment solicitor practising in Scotland can navigate both the legal framework and the procedural specifics relevant to your location.
Whether you are a football manager at a League Two club in Moray or a warehouse supervisor in Glasgow, the principles are the same: suspension is not a verdict, and you have rights. Exercise them.
Expert Zoom connects you with qualified employment solicitors across the UK who can assess your suspension situation, clarify your rights, and help you decide on next steps. A short initial consultation could make a significant difference to how your case unfolds.
This article is for general informational purposes only and does not constitute legal advice. If you have been suspended from work, consult a qualified employment solicitor for advice specific to your circumstances.
