Meetings & HR
Can I bring a colleague to my HR meeting?
If you have been asked to attend a meeting with HR, you may want someone with you for support. Whether you can bring a colleague depends on the type of meeting and the rules that apply to it.
Quick Answer
Whether you can bring a colleague to an HR meeting depends on the type of meeting you're attending.  If you're invited to a formal disciplinary hearing that could result in formal action, or to a grievance meeting where the statutory right applies, you may have a legal right to be accompanied. The statutory companion will usually be a workplace colleague, a trade union representative or a trade union official.
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For other meetings, such as an informal discussion, investigation meeting or general review, there may not be an automatic legal right to bring someone with you. However, your employer's policies or the person arranging the meeting may still allow it.
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If you're unsure, before the meeting takes place ask in writing what type of meeting it is, what it will cover and whether you can bring someone with you.
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Understanding this before the meeting can help you prepare and feel more confident.
What This Usually Means
The phrase ‘HR review’ can describe several different types of meeting and the rules may be different depending on what the meeting is for. A meeting may be an informal discussion about a workplace issue, an investigation meeting, a formal disciplinary hearing, a grievance hearing, an appeal or a general review of your work or employment.
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The legal right to be accompanied generally applies to certain formal disciplinary and grievance hearings. Where the statutory right applies, you can normally choose a workplace colleague, a certified workplace trade union representative, or an official employed by a trade union. Other than these two, you will not normally be allowed to have anyone from outside of work accompany you to the meeting, such as a friend or a lawyer.
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Other HR meetings may not automatically carry the same legal right to be accompanied. Your employer's policies may provide additional rights, and your employer may also agree to let someone accompany you even where there is no automatic legal entitlement.
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The most useful first step is to understand what the meeting is actually about and whether it is formal or informal.
Why This Happens
It's completely normal to feel anxious about an HR meeting, especially if you're unsure what it involves or what the outcome might be. Many people would feel more comfortable having someone with them for support.
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You might want a colleague or trade union representative to:
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Provide support during a difficult conversation.
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Help you take notes or remember what was discussed.
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Offer reassurance if you're worried about the meeting.
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Help you understand the process and ask questions.
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Give you confidence during a formal meeting.
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However, not all HR meetings are the same. The type of meeting you're attending is important because different rules can apply. Some meetings, such as formal disciplinary or grievance hearings, may give you a legal right to be accompanied if certain conditions are met. Other meetings, including investigation meetings, informal discussions or welfare meetings, may not carry the same legal right, although your employer may still allow you to bring someone.
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Understanding what type of meeting you've been invited to is usually the first step in understanding whether you can be accompanied.
Things To Think About
Consider these points when deciding how to proceed:
Before your meeting, it may help to ask yourself:
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What type of meeting have you been invited to?
Is it an informal discussion, an investigation meeting, a disciplinary hearing, a grievance hearing, an appeal, or another type of meeting? Understanding the purpose of the meeting can help you understand what to expect and whether you have a right to be accompanied.
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Could the meeting lead to formal action?
If the meeting could result in disciplinary action or another formal outcome, different rules may apply. Knowing this can help you understand your rights and prepare appropriately.
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Have you been given enough information?
Make sure you know what the meeting is about, why it has been arranged and whether it is part of a formal process. If anything is unclear, it's reasonable to ask before the meeting.
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What does your employer's policy say?
Your employer may have a policy explaining when you can bring a companion and who that companion can be. It's worth checking this before the meeting if you can.
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Would you like someone to accompany you?
If you think having someone with you would help, consider who would be the most appropriate person. Depending on the type of meeting, there may be rules about who can act as your companion.
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What support would help you most?
A companion may be able to provide reassurance, take notes, help you remember what was discussed and, where appropriate, support you in presenting your views during the meeting.
What Usually Happens Next
Once you know what type of HR meeting you've been invited to, you'll be in a much better position to decide whether you can bring someone with you.
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If you're unsure, start by checking your meeting invitation and any information your employer has provided. This should help you understand the purpose of the meeting and whether it forms part of a formal workplace process.
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If you would like someone to accompany you, ask your employer before the meeting whether you can bring a workplace colleague or trade union representative. If you believe the meeting is a formal disciplinary or grievance hearing where a statutory right to be accompanied may apply, make your request as early as possible.
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If your employer refuses your request, ask them to explain the reason and check whether their decision is consistent with any relevant workplace policy. Keeping a record of your request and the response may also be helpful.
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If you're still unsure about your rights or feel the process isn't being followed correctly, you may wish to seek independent guidance before the meeting takes place.
Frequently Asked Questions
Can I bring a friend or family member to an HR meeting?
Not automatically. The statutory right to be accompanied at certain formal disciplinary and grievance hearings generally allows a workplace colleague or an appropriate trade union representative. Your employer may agree to let someone else attend, but you should ask first.
Can my employer refuse to let me bring a colleague to the meeting?
It depends on the type of meeting. If you have a statutory right to be accompanied, such as at certain disciplinary or grievance hearings, your employer must allow an eligible companion if you make a reasonable request. This will normally be a colleague or trade union representative. For some other workplace meetings, there may not be an automatic legal right to be accompanied, although your employer may still allow it under their policy or as good practice. Check what type of meeting you have been invited to and your employer's relevant procedure.
Can I bring a colleague to a disciplinary hearing?
If the meeting is a formal disciplinary hearing that could result in a formal decision or action, you may have a statutory right to be accompanied by a workplace colleague or trade union representative, provided the relevant conditions apply.
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