ComplyDossier ZA

Aligned with the Sept 2025 Code of Good Practice: DismissalECTA Sec 13 Compliant Digital SignaturesInstant PayFast Checkout (Capitec Pay & Instant EFT)

South Africa · Labour document template

Precautionary Suspension Notice on Full Pay Template — LRA s186(2)(b)

Prepare an optional full-pay precautionary suspension notice within a hearing dossier, with neutral investigation wording and South African fairness guidance.

UNPAID DRAFT PREVIEW — Please unlock your dossier at ComplyDossier.com to generate the official printable A4 documents and ECTA audit certificate.
9%

Step 1A · Describe the Incident & Instant 2025 Code Triage

Q1 — Conduct type
Q2 — Prior record
Q3 — Severity / impact

Step 1B · 2025 Code Recommendation & Formal Charge

  1. 1. Serve notice & charge sheet

    Docs 1 & 2 · Notice and receipt, ≥48h before hearing

  2. 2. Run hearing & record minutes

    Doc 3 · Chairperson script & investigation checklist

  3. 3. Record verdict & issue outcome

    Docs 4 & 5 · Outcome & certificate on termination

Step 1C · People & Logistics

Where are you in the process?

Legal rules for Precautionary Suspension on Full Pay

  • Precautionary suspension is a temporary protective measure, not a finding of guilt or a disciplinary penalty.
  • Identify a legitimate investigation-related reason, such as a substantiated risk to evidence, witnesses or workplace safety; consider alternatives.
  • This optional notice provides suspension on full pay. Apply the contract, disciplinary code and any collective agreement.
  • Review the duration and progress the investigation without avoidable delay. LRA section 186(2)(b) addresses unfair suspension as an unfair labour practice.

Frequently asked questions

Does suspension mean the employee is guilty?

No. Precautionary suspension is neutral and should not prejudge the investigation or disciplinary outcome.

Is this notice for unpaid suspension?

No. This generator supplies a full-pay precautionary notice; disciplinary unpaid suspension requires separate legal assessment.

Can every allegation justify suspension?

No. Assess the actual risk and reasons, proportionate alternatives and applicable workplace procedures.

How long can suspension last?

There is no universal duration for every case. Investigate promptly, review the need for suspension and comply with applicable agreements and fairness requirements.

Related document generators

Disciplinary & Warning Wizard

Statutory sources & scope

Reviewed 18 October 2026. The September 2025 Code replaced the former Schedule 8 dismissal code. Sanctions are contextual, not an automatic three-strike ladder. Under LRA section 192, once dismissal is established the employer must prove fairness. These guides are general information, not legal advice, verified case precedent or a guarantee of CCMA protection.