All organisations experience workplace conflict, which is extremely costly and resource-intensive. Our mediation service offers an effective process to manage destructive workplace disputes.

Who is this service for?

Smaller organisations

For small and medium sized businesses contracting with us is a cost-effective, ad hoc solution.

Larger organisations

Large businesses might still use our service in some situations. For example, when the internal mediator has a conflict of interest.

What this service offers?

We provide workplace mediation, a form of alternative dispute resolution. Workplace conflict can build up over months or even years. The longer conflict continues, the more disruptive it becomes.

Our service can take the heat out of disputes quickly and effectively. We help restore a positive working relationship by "building bridges" and minimising the need to pursue conflict issues through more formal routes.

What could be addressed?

  • Communication problems
  • Personality clashes
  • Performance-related issues
  • Bullying or harassment claims
  • Return-to-work disputes
  • Mental health absence

When it can be used?

Mediation can be used when managers aren’t well placed to deal with a dispute, for example, because they’re implicated in it. We can help to resolve disagreements in conflicts involving colleagues of a similar grade, or between those with different levels of seniority.

Our service can be used at any stage in the conflict. However, if it is used in the early stages, it has the benefit of stopping disputes from escalating.

How does it work?

  • The mediator holds the first meeting with each participant separately. This will allow each participant to discuss the issues as they see them. The mediator will listen to each participant and ask relevant questions. Whilst the mediator will not disclose what the other person has said, he will clearly identify areas of commonality and consensus.

  • The mediator will meet each participant again separately to help construct what they want to say to one another. The second meeting will be used to "reframe" any challenging language by making sure that things that are important to each participant are said in an objective and non-blaming way.

  • The purpose of this meeting is to establish a structured environment where parties involved in the conflict can discuss their concerns and find a mutually acceptable solution. At the end of mediation, parties will reach some agreed action points. Оnce an agreement has been reached, the mediator will put this in writing for the parties to keep and follow.

  • After the conclusion of the mediation meetings, the mediator is available to the parties remotely for a short time, to provide support for any agreements made. After an agreed period (usually one month) the mediator will contact participants to establish how the case has progressed.

When it's not appropriate?

When mediation works, it is invaluable. But workplace mediation is not suitable for some situations. For example, where the parties involved have no control over the issue in dispute or are not willing for the process to remain confidential.

Workplace mediation also should not be used where there is an allegation of serious bullying or harassment, which must be investigated. Workplace mediation has many benefits, but it does not provide a real alternative to litigation.

Lines of service

  • Mental health in the workplace is a growing concern. Conditions such as stress, anxiety and depression are increasing, leading to long-term staff absence. Employees are being removed from their job rather than supported, and employers paying a high price to replace their workers. Our mediation for mental health absence cases can help employers more productively resolve this issue.

  • When conflict arises between larger groups of staff, the complexity of working tensions is multiplied. The cost of conflict is also greater. We can build up an overview of the group dynamics and get to the heart of what’s wrong. We work with teams to help them manage workplace conflict more effectively through our online team mediation and facilitation services.

  • In some cases, we can be involved in Employment Mediation, which is different to Workplace Mediation. It usually involves the ending of a working relationship between an employee and employer. Our role is to assist the parties to find a negotiated agreement, where there is a financial component or claim at stake.


Confidentiality is central to the success of the mediation process. Any information received or developed during the mediation process will not be used for any purpose other than that for which it was intended i.e. resolving a particular conflict. All information received by us remains confidential.

Remote mediation

Where meetings in person aren't possible or desired, we are happy to offer remote mediation. We prefer to use Google Meet for our online remote mediations but we are happy to use whichever platform you prefer. In our experience, remote mediation is a satisfactory alternative to face-to-face mediation.

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