Some interesting points here regarding actions an employer can take against an employee facing court action including
http://www.thirdsector.co.uk/deal-employees-may-committed-criminal-offences-facing-charges/governance/article/1164751
'Very often employees will either be unwilling or unable to participate in disciplinary proceedings while criminal charges are pending. However, there is no rule that an employer should continue to employ and pay them until the criminal matters are concluded. After all, that could take some time.
Ultimately, will be for the tribunal to consider whether the employer acts reasonably in proceeding with disciplinary action. Factors such as the size and nature of the employer’s business, and whether it could reasonably cope with the employee’s continued absence will be considered, as will any provisions of the employer’s handbook.'
'Tribunals have upheld as fair dismissals of employees facing charges of murder and sexual abuse, even where no case was ever proved against them.'