Who is a support person in a HR Meeting? What is the purpose?

• Support people should be present at investigation, performance, disciplinary and termination meetings.

• They are a (semi) silent observer – there to offer moral and emotional support, and advice to the employee.

• Support people should be told what their role is at the beginning of a meeting. This is the employee’s responsibility, but it’s helpful for HR to offer a reminder.

• HR should be informed who the employee intends to bring as a support person before a meeting.

• Support people cannot have a conflict of interest relating to the matter being discussed. If they do, it’s reasonable for the employer to veto them.

• Allow the employee and the support person time to talk in private as often needed.

• A support person is bound by the same confidentiality rules as an internal employee.

• HR are able to bring a support person, a valuable support mechanism taking notes and debriefing post the meeting.