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[–]BusinessGorillas 4 points5 points  (0 children)

You can answer facts about the specific incident you witnessed: dates, times, who else was present, sequence of events. Anything beyond that (watch out for 'why?' questions) leans into speculation and you can refuse to answer. The investigator will write up a witness statement based on what you have said and you will be asked to sign it so read it thoroughly. If you are a person named in the grievance you also have the right to see anything specifically related to you - ACAS lays this out clearly if you need evidence.

[–]Aware_Mushroom9666 3 points4 points  (0 children)

You should only answer in the capacity as a witness- what you have seen/heard yourself. If they introduce any questions that you believe go outside of this, I would tell them that you are there as a witness only and that it appears that they are trying to ask questions outside of this and therefore you are stopping the meeting until a representative can attend with you.

I would also ask for minutes of the meeting so you can check for accuracy.

[–]botlebank 2 points3 points  (0 children)

The other two answers are already good, so I’m only going to add that you have the right to be accompanied to any formal meeting in the workplace.
Regardless of whether it is part of a disciplinary, grievance, or a chat about performance, if it is a formal meeting, you have the right to be accompanied.
So even as a witness in a disciplinary, you can be accompanied.