Hi there, I will reply in writing instead as I won’t have time for a call any more.
Going back to your query, bear in mind that 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.
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.
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.
In terms of the reasons for suspension, the employer is not only able to suspend for work-related matters. In the end, they can also suspend for anything that is not work-related as long as it has an impact to the company, such as reputational damage or your actions placing the company into disrepute.