Many thanks for your patience, I am pleased to be able to continue assisting with your query now. First of all, I am sorry to hear about the issues you have experienced in your situation.
Being placed on suspension is not an automatic indication of guilt and does not amount to formal disciplinary action. Whilst it can be the start of a disciplinary process, it is certainly not a given that it will end up that way.
Suspension is primarily used as a precautionary measure in more serious cases, whilst the employer investigates any allegations against an employee. Reasons for suspending could be in the case of gross misconduct; breakdown of working relationship; risk to an employer's property, their clients or other employees; to preserve evidence or ensure it is not tampered with; avoid potential witnesses being pressured or intimidated, etc.
As suspension can still have a damaging effect on the employee’s reputation, its existence and reasons for it should be kept confidential, where possible. If it is necessary to explain the employee's absence, an employer should discuss with the employee how they would like it to be explained to colleagues and/or customers before it is communicated.
The period of suspension should be as short as possible and kept under regular review. During that period the employer should conduct a reasonable investigation into the allegations against the employee, without unreasonable delay.
On suspension, the employer could potentially provide the bare minimum of details. They could simply provide a basic reason for it, without going into any further detail, like the specific allegations or provide any evidence. As this stage, the employee is not formally expected to defend themselves and any investigation will simply ask them to provide details from recollection without the need to officially prepare any sort of defence.
As far as the investigation goes, you would usually be expected to be involved in this although that is not mandatory and it depends on what the allegations are and if the employer can investigate without your direct involvement. It is going to be case-specific.
If the investigation provides enough evidence to justify disciplinary action, the employee has the right to be informed in advance of the allegations and provided with the evidence to be used against them. That will give them the opportunity to prepare a defence for the forthcoming disciplinary hearing. They also have a right to be accompanied by a colleague or trade union representative.
On the other hand, if the investigation does not find enough evidence to justify a disciplinary, the employer should terminate the suspension immediately and allow the employee to return to work as normal, without further action.
Hopefully, I have answered your query in a way that is simple and easy to understand. If anything remains unclear, I will be more than happy to clarify it for you. In the meantime, thank you once again for using our services.