Security for Employment Tribunals and Contentious HR Meetings

Short answer: Most dismissals and tribunals pass without incident. Where an employee has made threats, behaved aggressively or there are wider safety concerns, a business can arrange discreet security for the meeting, the tribunal day or the managers involved, alongside its HR and legal advice.

Signs that a risk assessment is needed

• Threats made in person, by message or online.
• Previous aggressive incidents at work.
• Disciplinary matters involving violence.
• Managers being contacted at home.

Proportionate options

Options range from a security officer on site during a meeting, to accompanying a manager to and from a tribunal hearing, to short-term residential checks if threats extend to the home. The aim is to keep everyone safe, including the employee, and to avoid anything that looks intimidating.

Keeping it lawful and fair

Security should not be present to pressure an employee. HR and legal advisers should agree the arrangement, and the employee's rights, including being accompanied, must be respected.

Duty of care

Employers have health and safety duties to staff. Documenting threats and the steps taken helps show a reasonable response.

Checking a provider

Check any officer on the SIA public register before appointing them. Ask for a written risk assessment, clear confidentiality terms and the names of the officers who will attend.

Next step

VIP Protection Services provides discreet, SIA-licensed close protection across London, the UK and internationally, with every arrangement subject to risk assessment and officer availability. See our close protection services, corporate security or executive protection across the UK. You can call 020 3488 5714, WhatsApp us or send your requirements. Written quotations are usually provided the same working day.

Where anyone is in immediate danger, call 999. Private security never replaces the police or legal advice.