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Ambushed at work? You have the right to a support person

  22 April 2026

Have you been blindsided or ambushed in the workplace?

Have you ever been caught off guard by phrases like “Can we have a quick chat?” or “Maybe this job isn’t for you”?

“Can we have a quick chat?” is a phrase sometimes used by managers to draw an employee into an informal sounding meeting without notice. These conversations can quickly shift into discussions about alleged performance concerns or complaints often raised for the first time and sometimes referring to events from many months earlier. Employees may be expected to respond immediately, without preparation, support, or written detail. For many members, these meetings end with comments such as “Maybe this job isn’t for you.”

Know your rights

If you find yourself in this situation, it is important to know that you have workplace rights.

If a discussion with management turns to performance, conduct, or complaints about you, you have the right to pause the meeting. You are not required to continue an impromptu or informal discussion about performance matters.

Before the meeting reconvenes, you are entitled to:

• request clear written information outlining the concerns, issues, or allegations being raised
• ask for an agenda and the purpose of the meeting
• ask who will be attending the meeting on behalf of management
• advise that you will be bringing a support person this can be a ɫ������official, ɫ������workplace Delegate, or another trusted staff member

You do not have to respond on the spot

You are not required to answer performance allegations immediately. You may advise management that you will attend the meeting to hear and understand the concerns only, and that you will provide a response at a later time after you have had an opportunity to consider the issues, gather evidence, and obtain advice or representation.

Taking time to respond is part of procedural fairness. Employees should not be pressured into responding to allegations without proper notice, information, or support.

If you are unsure of your rights or feel that process has not been followed, you should contact your ɫ������delegate or ɫ������Organiser for advice as early as possible.

The role of a Support Person

Having a support person present in a meeting with management to discuss performance concerns is essential. A support person helps ensure that the issues raised are clearly understood and that the meeting is conducted in a fair, respectful, and professional manner.

When you are invited to a meeting by management, they must advise you of your right to have a support person present. You also have the right to choose who that support person will be. This may include:

• a ɫ������workplace Delegate
• a ɫ������Organiser or Industrial Officer
• an independent staff member you trust

The role of the support person is clearly defined and includes providing support, observing the meeting, and bearing witness to the process and conduct of the discussion.

Further details about the role of a support person are available in the ɫ������fact sheet:

Support Person Fact Sheet