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Workplace Mediation
Workplace conflict can be difficult for everyone involved. When communication has broken down or working relationships have become strained, mediation can provide a constructive way forward before issues become more damaging or escalate into formal processes.I provide **independent workplace mediation** to help employees, managers and colleagues have difficult conversations in a structured, confidential and impartial setting.
When can mediation help?
Workplace mediation may be helpful where there is:
* Conflict or tension between colleagues
* A breakdown in communication
* Difficult working relationships
* Ongoing misunderstandings or disagreements
* Conflict between a manager and employee
* Issues following a grievance or other workplace process
* A need to rebuild trust and find a practical way of working together
How does workplace mediation work?
Mediation gives each person the opportunity to explain their perspective, understand the other person's point of view and explore what needs to change for the working relationship to move forward.The process normally includes **individual confidential conversations with each participant**, followed by a **joint mediation meeting** where appropriate.As the mediator, I remain neutral and do not decide who is right or wrong.
My role is to facilitate a constructive conversation and help the participants identify their own practical solutions and agreements.
The aim
Not every workplace disagreement needs to become a formal grievance or disciplinary matter.Handled at the right stage, mediation can help organisations resolve issues earlier, restore communication and give people a way forward while maintaining working relationships.
Independent Workplace Mediator
I am a qualified workplace mediator, having completed the Workplace Mediation Practitioner’s Certificate (WMPC) with UK Mediation, with training recognised by the International Mediation Institute and registered with the Civil Mediation Council.
My mediation practice is supported by over a decade of experience in HR and employee relations, working with managers, employees and organisations through a wide range of challenging workplace situations.
Throughout my HR career, I have supported people through conflict, difficult working relationships, grievances, disciplinary matters, performance concerns and communication breakdowns. This experience has given me a strong understanding of not only how workplace conflict develops, but also the impact it can have on the individuals involved, their wider teams and the organisation when it is left unresolved.
My employee relations background also means I understand the wider workplace context surrounding a dispute. I recognise where formal HR processes may sit in the background, while keeping the mediation itself separate, impartial and focused on helping the people involved find their own way forward.
As a mediator, I don't decide who is right or wrong or impose a solution. I create a confidential and structured space where each person can speak openly, feel heard and better understand the other person's perspective. From there, I help participants move away from positions and towards practical conversations about what needs to change for the working relationship to improve.
Bringing together HR expertise, extensive employee relations experience and specialist mediation training allows me to approach workplace conflict with both a practical understanding of organisations and a strong focus on the people behind the disagreement.
My aim is not simply to help people resolve the issue in front of them, but, wherever possible, to help them establish a healthier and more constructive way of working together afterwards.
How the Mediation Process Works
Every workplace situation is different, but the mediation process will usually begin with an initial conversation with the organisation or referring manager to understand the background to the conflict, review the key issues and establish whether mediation is appropriate.
If mediation goes ahead, I will then meet each participant individually and confidentially. These conversations give each person the opportunity to explain the situation from their perspective, discuss their concerns and consider what they would like to achieve from mediation.
Where both participants are willing to proceed, we will move to a joint mediation session. I will facilitate the conversation, helping both parties explore the issues, understand each other's perspectives and identify practical ways of moving forward.
My role throughout is to remain impartial, manage the conversation constructively and support the participants in finding their own solutions rather than imposing an outcome.
Where agreement is reached, the mediation can conclude with a written agreement or action plan, created and agreed by the participants, setting out what they have committed to doing differently going forward.
Following the mediation, I will confirm to the referring organisation that the process has concluded, while maintaining the confidentiality of the discussions in line with the agreed boundaries of the mediation.
Workplace Mediation Costs
Workplace mediation starts from £595 for a standard two-person mediation.
This includes the full mediation process:
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Initial consultation with the organisation or referring manager
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Review of the background and relevant information
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Confidential individual meeting with each participant
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Preparation for the joint mediation
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Facilitated joint mediation session
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Written mediation agreement or action plan, where an agreement is reached
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Confirmation to the referring organisation that the mediation process has concluded