Understanding your right to be accompanied at an informal meeting

There can be a genuine feeling of fear in being summoned to what is said to be an ‘informal meeting’  with management or HR at work – but do you have to attend alone?

If you are involved in something that goes wrong at work, that gives you or your employer cause for concern, or there is a situation that can affect your job role, then the likelihood is you will be invited to discuss it.

The invite to the meeting may make it clear it is informal, but the idea of attending, and doing so alone, can feel daunting, unsettling and extremely uncomfortable.

The fact the meeting is referred to as ‘informal’ gives the impression, and certainly the feel, that it will be nothing more than a fairly relaxed chat.

Despite this, you are likely to feel a degree of trepidation and it is understandable if you feel concerned.

However, if conducted properly and fairly this type of meeting should not result in any type of punishment, and you should certainly not walk away from it feeling as if you have been put at any type of disadvantage.

The prospect of attending an informal meeting alone can leave you feeling vulnerable, so knowing and understanding if you can take someone with you, as you can do for a formal disciplinary or grievance hearing, is essential. Here we take a look at if you really have to go it alone.

The informal meeting explained

It should typically be a casual meeting that amounts to nothing more than a chat with management.

Although it is described as ‘informal’ do not let your guard down too much or be lulled into a false sense of security in believing you do not have to take it too seriously.

What you say and do and how you act and behave in the meeting could still have ramifications for your job, despite the nature of the meeting.

The discussion may be to make you aware of a work-related concern, or to give you constructive feedback about an aspect of your performance in order to address the issue early and stop it from escalating.

Failing to take note of what is said or to suitably address any issues raised could be used against you later if the situation does not improve.

So, take the meeting seriously as it will usually be an opportunity to give your side of a matter, explain what has happened or request any help or support that may be needed.

There are many different work-related scenarios, which can lead to you being invited to an informal meeting, such as:

• There is an initial concern about your performance, punctuality or attendance.
• You have reported a problem or disagreement with another employee.
• Or a general chat and catch-up about how things are going.

There are other types of informal meetings, which can actually feel very formal:

• A fact-finding or disciplinary investigation meeting is generally considered an informal stage in the disciplinary process (1)  (cited 30.6.25)
• If you raise a grievance you can opt to, or may be asked to, attend an informal meeting at first to discuss the complaint (2) (cited 30.6.25)

Do I have a right to be accompanied at an informal meeting?

No, you do not have a right to be accompanied at an informal meeting.

It is different to a formal disciplinary and grievance hearing at which you do have a statutory right to be accompanied, which is covered by the Employment Relations Act 1999 (3) ( cited 30.6.25)

However, many employers policies may allow you to be accompanied at some informal meetings. If asked to attend one, check the company policy that relates to the type of meeting  e.g. performance management or disciplinary procedure.

Even if your employer’s policies do not allow you to take a companion to the meeting, you can still make a reasonable request to be allowed to do so.

The support can be helpful, especially if the matter to be discussed is sensitive or emotional, you feel nervous or vulnerable or just need help to understand the issue.

If you are ever unfortunate enough to be invited to a disciplinary investigation/fact-finding meeting, it is always a good idea to request to be accompanied. Your companion can provide essential moral support in what can be a stressful situation.

An initial redundancy consultation meeting can have an informal feel about it (4) (cited 30.6.25)

If facing the threat of redundancy, one of the key questions an employee will ask is ‘can I take someone with me to a redundancy consultation meeting?’

Despite the fact the consultation is the start of a process which can lead to dismissal, you do not have a legal right to take a companion to a redundancy consultation meeting.

However, many employers will allow it as it is good practice – and even if you are not informed you can be accompanied, you should still ask if you can be.

Who can I take with me to an informal meeting?

If your employer does allow you to be accompanied, it will typically be by either:

• A colleague who is not involved in the particular matter
• A trade union representative who is certified to act as a companion (5)  (cited 30.6.25)

There are situations in which you can be asked to be accompanied by someone other than a colleague or trade union representative.

If you have a disability you can ask to be accompanied by a family member or friend. It can be considered a reasonable adjustment (6) (cited 30.6.25)

Or if English is not your first language, you can request to be accompanied by someone who can act as an interpreter to help to ensure you fully understand what is being discussed.

How can my companion support me?

They can act as a witness to what is discussed and how the meeting is conducted, take notes and assist in ensuring you have your say.

The support your companion can provide should not be too dissimilar to that at a formal meeting, in that they can help you to prepare for a meeting, should be able to help you to stay calm, are able to ask questions and help to make sure what you have to say is clearly explained.

Prior to the meeting you are unlikely to be given full details or evidence of what will be discussed.

A knowledgeable companion can help you in attempting to get as much information as you can prior to an informal meeting to enable you to best prepare for it.

It is not unheard of for an employer to propose an informal meeting but attempt to use it as something more formal. Your companion can also help to ensure you are treated fairly and the meeting is conducted appropriately.

What if my employer refuses my request to be accompanied?

Your employer is  within its rights to refuse the request, but you can reasonably challenge such a decision.

You can make a respectful request that your employer reconsiders the decision.

The important thing to do is to clearly explain why being able to have someone with you would benefit you.

If the request is again refused and you believe it is unfair, you can raise a concern. It  would be best to do so informally in the first instance, if possible.

Finally

While informal meetings give the impression you may not have too much to worry about, being invited to one with management can still be unnerving.

Although there is no legal right to be accompanied at such a meeting – know your rights and check your employer’s policies which will sometimes allow you to be accompanied at such meetings.

Even if you do not have the right to be accompanied at an informal meeting, you can still ask to be allowed to be.

A good employer should not object because it should want you to feel comfortable, safe and heard.

So if you are ever invited to an informal meeting at work and do not want to go it alone, you want to ensure you have the best possible companion to support you.

We can help, in providing you with the support of one of our experienced and skilled trade union representatives, who are experts in supporting employees, in all sectors, at both informal and formal meetings with an employer. Contact our Employee Support Centre  or call us today for a free initial consultation on 0333 772 0611.