Resolve · Workplace mediation

A broken working relationship rarely fixes itself.

Two senior people who can't be in a room together. A grievance that has hardened into sides. A team splitting around a conflict nobody will name. Left alone, these become a resignation, a tribunal claim or a culture problem. We run structured, confidential mediation with an accredited workplace mediator, usually resolved within four to six weeks.

Talk through your situation How it works

When mediation is the right step

Mediation works best when both people are willing to take part and the aim is to repair a working relationship, or end it constructively, rather than to decide who was to blame. It is most effective before a formal grievance has run its course, though it can help afterwards too.

  1. Conflict between colleagues

    Communication has broken down, the relationship is getting worse, and management hasn't been able to fix it.

  2. A manager and team member at odds

    Trust has gone, and a formal process would escalate things rather than resolve them.

  3. A grievance informal steps haven't settled

    Both people would rather have a structured, facilitated conversation than a formal investigation.

  4. Team conflict spreading wider

    A dispute between two or more people is affecting performance, morale or the rest of the organisation.

  5. You want to keep both people

    The organisation values both employees and needs a clear route back to a working relationship.

How mediation works.

Every mediation follows a clear structure, usually from first contact to agreement within four to six weeks.

  1. Free first conversation

    We understand the situation, confirm mediation is the right route, and explain the process to you.

  2. Private meetings

    A confidential 60 to 90 minute session with each person, to understand their view and what they want to come out of it.

  3. Joint session

    A facilitated conversation between both people, usually half a day or a full day, led throughout by a neutral, accredited mediator.

  4. Agreement

    If both people choose, a written record of what they have agreed. Not legally binding, but clear and documented.

  5. Follow-up

    An optional check-in after four weeks to make sure the agreement is holding.

Mediation is voluntary and confidential. Nobody can be made to take part, and what is said stays confidential unless both people agree otherwise. The mediator does not take sides, make decisions or advise either person.

What mediation is, and what it isn't.

Mediation is often confused with investigation, arbitration or counselling. Knowing the difference sets the right expectations from the start.

The mediator is a neutral facilitator, not an investigator, adviser or judge. Their job is to create the conditions for both people to reach their own agreement.

If your situation needs an investigation rather than mediation, we will tell you at the outset.

Mediation isn'tMediation is
An investigation into what happenedA forward-looking conversation about what can change
A decision about who is right or wrongA way for both people to reach their own agreement
A replacement for a disciplinary processAn alternative to formal proceedings, where appropriate
Therapy or counsellingStructured, professional facilitation
Legally bindingDocumented and clearly agreed by both people

Common questions.

If your question isn't here, ask it on the free first call.

Do both people have to agree to take part?

Yes. Mediation is voluntary. We can talk with you about how to approach the invitation, but nobody can be made to take part. If one person declines, we will advise on other routes.

How long does it take?

From the first conversation to the joint session usually takes four to six weeks, depending on diaries and how complex the situation is. Private meetings are normally booked within ten working days.

Is everything confidential?

Yes. All sessions are held in strict confidence. Notes taken during the process are destroyed when the work ends, and any written agreement is shared only with the people involved and whoever they choose.

Can we mediate after a formal grievance has been raised?

Often, yes. Mediation can run alongside or after a formal process if both people prefer it. We will advise on whether it is appropriate in your circumstances.

Who pays, and how much does it cost?

Usually the employer, though costs are sometimes shared. The fee depends on the number of people and how long the joint session needs to be. We confirm it on the free first call, and it is fixed before any work begins.

What if mediation doesn't reach an agreement?

Not every mediation ends in a formal agreement, but most produce real movement. If it doesn't, everyone returns to where they were, with confidentiality intact. If we think mediation is unlikely to work, we will say so before you commit.

What this often leads to

Mediation is usually one part of a wider picture.

Depending on what sits behind the conflict, clients often continue with one of these.

Understand

Workplace needs assessment

When it's unclear whether the problem is a genuine conflict or an unmet need, an assessment diagnoses it first, so mediation deals with the right thing.

Explore needs assessment Resolve

Negotiation consulting

When the relationship isn't broken but a specific settlement or agreement needs structured support, negotiation is the lighter-touch route.

Explore negotiation Change

Organisational effectiveness

When the conflict is a symptom of a wider culture or leadership problem, consultancy deals with the cause so it doesn't come back.

Explore consultancy

Talk it through before it hardens.

The first conversation is free. Tell us what's happened and we'll tell you honestly whether mediation is the right route.

Tell us what's happened