Workplace and Employment Mediation Preserve key relationships

By choosing mediation you:

Minimise the human cost

Minimise the financial cost

Minimise the reputational cost


Conflict is an everyday part of work and life in all organisations. It's how you choose to deal with it that's important.

Often, workplace conflicts start small. If left unchecked they can rapidly escalate. Ignoring them is not in the best interest of the individual or the organisation. You need to find a workable, constructive solution to move forward, so you don't have to spend future time dealing with the same problem.

To be technical, workplace mediation is when you use mediation to assist in resolving tension, disputes and challenges in the workplace, with the intention of having an ongoing relationship afterwards. Employment mediation is mediation when the working relationship has totally broken down and is in the process of termination.

Using an external mediator, rather than someone within Human Resources, avoids any perception of bias. The mediator will not be known by the employees, does not have an existing working relationship with them and is not part of the company hierarchy. He won't take sides or sit in judgement. He is clearly independent and neutral.

Open dialogue in a confidential setting

When looking to preserve an important relationship, mediation will facilitate constructive, collaborative conversations. Participants will very often feel that they have been listened to and understood.

Having an adult to adult conversation will provide the opportunity for two valued employees, or an employee and employer, to find a workable solution which will enable them to continue working together successfully.

Avoid formal legal proceedings

What are the options if the initial intervention by management or Human Resources has not worked? A formal grievance process? An employment tribunal?

In our experience, the vast majority of workplace conflicts are not serious enough to need either of these.

Formal proceedings are stressful, time consuming and often expensive. For everyone involved.

The outcome of an employment tribunal will be in the public domain. Mediation ensures that both the individual's and the company's privacy is maintained. Reputations are therefore upheld and adverse publicity is avoided.

Equality Act 2010

Clearly not every workplace conflict is suitable for mediation, but our view is that a great many are. In fact, the guidance for the Equality Act 2010 recommends the use of mediation.

They advise to try and resolve a problem informally. Firstly by complaining directly to the organisation. Then, if this has not been successful, by using mediation.

Only if this approach doesn't work do they recommend taking a claim to an employment tribunal or court.

Benefits come in many guises

The benefits to the company of pro-active conflict management include increased employee well-being. This translates to increased productivity.

Happy employees will lead to greater employee retention, meaning less recruitment costs and reduced employee sickness and absenteeism. It will have the further effects of enhancing the organisation's reputation, which will attract high-quality staff to the company and more widely improve brand identity.

What are your objectives?

The key when dealing with conflict in the workplace is to recognise what your objectives are. If they are to maintain a good working relationship for the benefit of all, then mediation should be considered. Many companies consider mediation to be an important part of a well structured conflict management framework.

Find a balance between inaction and over-reaction

Please contact us to discuss your needs and see how we are able to help you deliver a progressive and proactive approach to workplace conflict. Contact us

City Mediation is formally accredited by:

The Society Of Mediators CMC Registered

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