Has Anyone Returned to Work After Suspension?

Yes—across industries, many people do return to work after a suspension, typically once an investigation is concluded, disciplinary terms are served, or conditions for reinstatement are met. High-profile examples range from BBC presenter Gary Lineker’s swift reinstatement in 2023 to athletes such as the NBA’s Ja Morant and MLB’s Alex Rodriguez resuming play after serving suspensions. The outcome usually hinges on policy, evidence, legal factors, and the employer’s confidence in a safe, compliant return.

What a Suspension Usually Means

Suspension is a temporary removal from duties while facts are reviewed or discipline is applied. In many workplaces, it’s either an investigatory pause—often with pay—so claims can be examined, or a disciplinary sanction for policy breaches. Whether someone returns depends on the results of that process, the terms of any agreement, and legal or regulatory requirements.

Notable Returns After Suspension

The following examples illustrate how, in practice, workers in media, sports, and other sectors have returned to their roles after serving suspensions or following reviews that led to reinstatement.

• Gary Lineker (BBC, 2023): Temporarily taken off air in March 2023 amid an impartiality dispute, the Match of the Day host returned days later after talks and a commitment to review social media guidelines.
• Whoopi Goldberg (ABC, 2022): Suspended for two weeks from “The View” and then returned to the program following the disciplinary period.
• Ja Morant (NBA, 2023): Served a 25-game suspension and returned to play for the Memphis Grizzlies in December 2023.
• Draymond Green (NBA, 2023–24): Suspended indefinitely in December 2023; reinstated in January 2024 and returned to the Golden State Warriors lineup.
• Deshaun Watson (NFL, 2022): Returned to the Cleveland Browns after serving an 11-game suspension.
• Alex Rodriguez (MLB, 2015): Returned to the New York Yankees in 2015 after serving a season-long suspension in 2014.
• Steve Smith and David Warner (Cricket Australia, 2019): Returned to international cricket after 12-month bans following the 2018 ball-tampering scandal.
• Luis Suárez (Football, multiple years): Returned to club and international football after serving several bans over his career.

These cases show that return is common when the individual complies with suspension terms, an investigation supports reinstatement, or the employer weighs remediation and risk management favorably.

What Determines Whether Someone Comes Back

The decision to reinstate typically turns on a blend of policy, evidence, and risk. Here are the recurring factors employers and regulators consider when deciding whether a suspended worker returns.

• Outcome of the investigation: Substantiated vs. unsubstantiated allegations and the severity of any breach.
• Terms served: Completion of a defined suspension period or remedial steps (training, counseling, community service).
• Policy and contracts: Company rules, collective bargaining agreements, or sport-specific disciplinary codes.
• Legal and regulatory constraints: Compliance with labor law, league rules, licensing bodies, or court orders.
• Role criticality and risk: Business needs, safety considerations, and brand/reputation risk.
• Mitigation measures: Ability to adjust duties, supervision, or workplace conditions to reduce risk.
• Time and conduct since incident: Evidence of improvement, contrition, or a clean record post-incident.

In combination, these elements guide whether a return is feasible, under what conditions it happens, and how it is communicated to colleagues and the public.

How Employees Can Navigate a Return

When reinstatement is on the table, employees can take practical steps to smooth the transition and demonstrate readiness to re-engage constructively.

1. Confirm the terms in writing: Understand any conditions, timelines, or restrictions on duties.
2. Complete all requirements: Training, counseling, certifications, or restitution as stipulated.
3. Request a return-to-work meeting: Align on expectations, support, and success metrics with HR/management.
4. Prepare a professional communication plan: Keep messaging factual and avoid discussing confidential investigation details.
5. Focus on performance and compliance: Document work, meet milestones, and follow policies closely.
6. Seek support if needed: Use employee assistance programs or mentoring to manage stress and rebuild confidence.

These steps help reestablish trust, reduce misunderstandings, and keep the return centered on documented performance and policy compliance.

What Employers Should Put in Place

Employers aiming for a safe, fair reinstatement can adopt structured practices that address risk, clarity, and culture.

1. Follow a documented process: Consistent investigations and decisions aligned with policy and law.
2. Define conditions for return: Role scope, supervision, training, or probationary periods as appropriate.
3. Communicate need-to-know information: Protect privacy while ensuring the team understands operational changes.
4. Provide training and support: Policy refreshers, coaching, or EAP access to facilitate reintegration.
5. Monitor and review: Set check-ins and measurable criteria; record progress and any issues.
6. Guard against retaliation: Protect all parties involved in the process from reprisal.

Handled consistently, these measures help organizations balance accountability with second-chance opportunities, while limiting legal and operational risk.

Legal and Policy Context (Overview)

Legal frameworks vary by jurisdiction. In the United States, private-sector employment is generally at-will, but anti-discrimination and anti-retaliation laws (e.g., Title VII) apply, and unionized or public-sector roles may guarantee due process. In the UK, ACAS guidance treats investigatory suspension as a neutral act and stresses proportionality and pay continuity; unfair dismissal risks arise if processes are mishandled. Across the EU, employers must respect proportionality, due process, and data protection (GDPR) when handling investigations and communications. Industry regulators, professional licenses, and league bylaws add further layers in fields like healthcare, finance, and sports.

Summary

People do return to work after suspensions—routinely and across sectors—once investigations conclude, disciplinary terms are served, and risk controls are in place. Well-known reinstatements in media and sports underscore that outcome. Whether a return happens, and on what terms, depends on policy, evidence, legal requirements, and clear plans for reintegration and oversight.

How do I return to work after suspension?

6 Ways to Come Back from a Suspension Like a Boss

1. Communicate professionally and responsibly with your employer throughout your suspension.
2. Clearly define expectations with your employer before your return to work.
3. Avoid even a suggestion of misconduct.
4. Know your rights.
5. Be apologetic where appropriate.

Does suspension always lead to dismissal?

Suspension does not automatically lead to termination. The outcome of the investigation following the suspension will determine whether disciplinary action, including termination, is warranted.

Can you come back after being suspended?

If the organisation has a policy on what someone cannot do during suspension, the employee and employer should follow this. The employee should make sure they’re available to return to work. This is because the employer can end the suspension at any time.

How long should a suspension from work last?

There is no specific legal limit on the duration of a suspension; however, it should be as short as possible and regularly reviewed. The suspension period should only last as long as necessary to complete the investigation or address the issue at hand.