--- title: How to Handle Employee Suspension and Temporarily Suspend HR Access? --- [Skip to content](https://guide.sprout.ph/how-to-handle-employee-suspension-and-temporarily-suspend-hr-access#main-content) [![Sprout Logo-3](https://guide.sprout.ph/hs-fs/hubfs/Sprout%20Logo-3.png?width=200&height=78&name=Sprout%20Logo-3.png)](https://guide.sprout.ph/?hsLang=en) Open main navigation Close main navigation How can we help you? - There are no suggestions because the search field is empty. 1. [Sprout](https://guide.sprout.ph/?hsLang=en) 2. [Sprout HR](https://guide.sprout.ph/sprout-hr?hsLang=en) 3. [Add/Edit/Delete Employees](https://guide.sprout.ph/sprout-hr?hsLang=en#add-edit-delete-employees) # How to Handle Employee Suspension and Temporarily Suspend HR Access? ### **Overview** When an employee is suspended from work for a specific period (e.g., 30 days) due to a **no-work, no-pay** arrangement, companies may need to reflect the suspension in the employee's HR profile and ensure that the employee's compensation is excluded from payroll during the suspension period. Currently, Sprout HR does not have a dedicated employment status or tagging option specifically for **Suspended Employees**, nor is there a feature to temporarily disable an employee’s access while retaining their active employment status. ### **Available Workaround** As an alternative, you may use the **Sabbatical** employment status to temporarily exclude the employee from payroll. By tagging the employee as **Sabbatical**: - The employee will remain visible in Sprout HR. - The employee will be excluded from payroll processing. - The employee will not be considered active for payroll purposes during the suspension period. ##### **Example:** | **Employment Status** | **On HR** | **On Payroll** | | --- | --- | --- | | Sabbatical | Active | Inactive | | | Employee can still access their account | Excluded from payroll | --- ### **Alternative Employment Status Options** Currently, employees will lose access to Sprout HR if their employment status is changed to any of the following: - Resigned - Terminated - AWOL - End of Contract - OJT-Ended Employees under these statuses will no longer be able to: - Clock in/out - File COA requests - Submit other applications --- ### **Important Considerations Before Using Sabbatical Status** Changing an employee's employment status may affect their leave plans and credits. Once the employee is returned to their previous employment status (such as **Probationary** or **Regular**), leave credits may need to be manually restored/added. Before changing the employment status, we highly recommend the following: 1. Take note of the employee's existing leave balances. 2. Generate the necessary leave reports for reference. 3. Save a copy of the employee's remaining leave credits before applying the status change. You may refer to these guides: - [**How to Manually Add or Deduct Leave Credits**](https://guide.sprout.ph/how-to-manually-add-or-deduct-leave-credits?hsLang=en) - [**How to Generate Leave Report**](https://guide.sprout.ph/how-to-generate-leave-report?hsLang=en) - [**How to Generate Remaining Leave Credits**](https://guide.sprout.ph/how-to-generate-remaining-leave-credits-?hsLang=en) --- ### **Preventing Employee Account Access During Suspension** If the employee should not access their Sprout HR account while suspended, you may temporarily update their: - Primary Email Address - Password This prevents the employee from resetting their password and accessing their account during the suspension period. Once the suspension period ends, you may restore the employee's original account details and employment status. --- ### **Additional Note** If the employee is still active for part of the payroll period, you may first process the payroll run so the employee will be paid for the days they were active and present before the suspension. Once the payroll has been processed, you may then tag the employee as Sabbatical for the succeeding period. --- ### **Summary** While Sprout HR currently does not have a dedicated **Suspended** employment status, the recommended workaround is to use **Sabbatical** for employees under a **no work, no pay** suspension arrangement. Before applying this workaround, ensure that leave balances are properly documented and that necessary account access restrictions are applied to avoid unintended access during the suspension period. *Want real-time responses? 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