Can I bring a support person to a disciplinary meeting?
In most Australian workplaces, yes. The Fair Work Act lists the things the Fair Work Commission weighs up when an employee says a dismissal was unfair. One of them is "any unreasonable refusal by the employer to allow the person to have a support person present to assist at any discussions relating to dismissal".
That gives most employers a strong reason to agree. There's no rule that your employer has to offer you one, though, so it's best to ask. Many workplace policies and enterprise agreements also allow a support person at disciplinary, performance and grievance meetings. Check yours, or ask HR.
If you work for the Queensland Government or a Queensland council, a different industrial relations system may apply. Your union or an employment lawyer can tell you where you stand.
What does a support person do in the meeting?
The Fair Work Commission is clear that a support person isn't an advocate. That boundary is exactly why a support person is welcome in the room. Here's what I do:
- Sit beside you, so you're not facing the room on your own
- Take careful notes of who said what, typed up and sent to you within 24 hours
- Ask for a short break when you need one, or for a question to be repeated
- Help you get your own thoughts and questions in order beforehand
- Debrief with you straight afterwards, while it's fresh
What I don't do: answer for you, argue your case, negotiate or give legal or HR advice. The conversation stays yours.
Why hire someone instead of bringing a friend?
A friend or colleague is a good choice if you have one who can take time off and stay calm. Many people don't, or would rather nobody they know heard the details. A colleague may also be worried about their own job.
I bring 20 years in corporate businesses, from the front line to executive level, so I know how these meetings are usually run. I'm independent, I stay composed under pressure, and I keep everything confidential.
Show cause letters and performance meetings
A show cause letter asks you to explain why you shouldn't face disciplinary action, often including dismissal. It usually comes with a deadline and sometimes a meeting. I can sit with you while you organise your own response and attend the meeting with you. The words stay yours.
Performance improvement meetings often run over several weeks. My ongoing support option means the same person attends each meeting, with a running record of what was said and agreed.
How booking works
- Send a short request with the date, place and type of meeting. Share only what you're comfortable with.
- Free 15-minute call. You ask anything, I check I'm the right fit, and you get a written quote.
- Tell the organiser you're bringing a support person. Copy the wording I provide if it helps.
- On the day, we meet beforehand, go in together and debrief afterwards.
Short notice happens with disciplinary meetings. Get in touch even if it's tomorrow.
Last reviewed November 2026 by Dalia Croxton. General information only, not legal advice. For advice about your situation, speak to a union, Legal Aid Queensland, a community legal centre or a lawyer.