Mediation in the Workplace​​​​

Proactive Conflict Resolution for Organisational Wellbeing​

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Mediation doesn’t just resolve issues—it prevents them from growing. By introducing mediation early, HR teams can protect employee wellbeing, support managers, and reduce the long-term costs of conflict. For employees, it offers a constructive path forward—one that empowers them to take ownership of workplace relationships and focus on what matters most: doing their best work in a healthy, respectful environment.

 

​FAQS​​​

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What is workplace mediation?

Workplace mediation is a structured, voluntary process in which a neutral third party (the mediator) supports two or more employees to have a respectful and solution-focused conversation about an issue that’s causing tension or disruption.

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It is not part of a formal grievance or disciplinary process, and it focuses on future working relationships rather than past fault.

 

How can mediation support my workplace?

Areas I Can Help With

• Interpersonal Conflicts: Supporting colleagues in rebuilding trust, improving communication, and moving past misunderstandings that affect collaboration.

• Manager–Employee Disputes: Facilitating open, respectful dialogue to address concerns around performance, leadership style, or team dynamics—before they lead to disengagement or formal action.

• Grievance Prevention: Helping to resolve issues informally and at an early stage, preventing the need for formal grievances and reducing the risk of long-term conflict..​

• Communication Breakdowns: Providing a neutral, supportive space where all voices can be heard—helping individuals reconnect, clarify intentions, and rebuild mutual understanding.

 

How does the mediation process work?

The process typically involves:​

1. Referral or Enquiry: A confidential initial consultation to understand the issue and assess suitability.

2. Pre-Mediation Meetings: ndividual confidential conversations with each participant to understand their perspective and readiness

3. Joint Mediation Session: A face-to-face or virtual meeting where the parties are guided through structured dialogue

4. Follow-up (if needed) – In some cases, a review session or agreed-upon support plan is arranged

 

Is mediation confidential?

Yes. Confidentiality is central to effective mediation. All discussions are private and not shared outside the process without agreement. No formal reports are produced unless explicitly requested and agreed in advance.

 

Who should attend a workplace mediation?

Typically, the mediation involves only the parties directly affected. HR or line managers are informed of the process but do not participate unless specifically agreed upon. The goal is to empower individuals to resolve the issue collaboratively and confidentially.

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What are the key benefits of mediation in an organisation?

• Preserves working relationships and team cohesion

• Reduces formal grievance and disciplinary procedures

• Saves time, legal costs, and lost productivity

• Encourages accountability and personal responsibility

• Supports a culture of psychological safety and open communication

Mediation also aligns with modern HR strategies focused on early resolution, wellbeing, and retention.​

 

Is mediation voluntary?

Yes. All parties must be willing to engage in the process. While HR or management can recommend mediation, it cannot be imposed. Participants need to feel safe, respected, and in control for the process to be effective.

 

Is it legally binding?

Workplace mediation is not a legal process and does not produce a legally binding outcome. 

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What role does HR play in the mediation process?

HR typically initiates the process, arranges logistics, and supports any necessary follow-up. However, the mediation session itself remains confidential and independent. I provide updates only as agreed, and the content of discussions is not disclosed.

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What does it cost?

I offer day rates and package options tailored to organisational needs — whether for one-off mediations or as part of an ongoing conflict resolution offering. Please get in touch to discuss availability, rates, or a preferred supplier arrangement.

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