If an employee is charged with a criminal offence, it presents a complex challenge for employers. Balancing the legal, ethical, and operational aspects is crucial. Here are key steps employers should consider:

Immediate Response

• Confidentiality: Maintain confidentiality to protect the employee’s privacy and the company’s reputation.
• Gather Information: Obtain accurate details about the charges without making assumptions or judgments.

Legal Consultation

• Seek Legal Advice: Consult with legal professionals to understand the implications of the charges and ensure compliance with employment laws.
• Review Policies: Check company policies and employment contracts for clauses related to criminal conduct.

Internal Investigation

• Conduct a Fair Investigation: If the offence is work-related, initiate an internal investigation to assess the impact on the workplace.
• Suspend if Necessary: Depending on the severity of the charges, consider suspending the employee with pay while the investigation is ongoing.

Communication

• Transparent Communication: Keep communication clear and transparent with the employee, ensuring they understand the process and their rights.
• Inform Stakeholders: Notify relevant stakeholders within the organisation, maintaining discretion.

Support and Resources

• Employee Assistance Programs (EAP): Offer support through EAPs, providing counselling and legal resources to the employee.
• Rehabilitation Opportunities: If applicable, provide opportunities for rehabilitation and reintegration into the workplace.

Decision Making

• Assess Impact: Evaluate the impact of the charges on the employee’s role, the team, and the organisation.
• Fair Treatment: Ensure any disciplinary actions are fair, consistent, and based on the findings of the investigation.

Post-Resolution

• Reintegration: If the employee is cleared of charges, facilitate their smooth reintegration into the workplace.
• Policy Review: Review and update company policies to address any gaps identified during the process.

By following these steps, employers can navigate the situation with sensitivity and fairness, ensuring the best outcome for both the employee and the organisation. For further support, contact The HR Team.