Workplace & Employment Mediation

Mediation can be used in many ways relating to the workplace. For example, where there has been:

• A breakdown in a working relationship
• An accusation of bullying/harassment/discrimination that remains unresolved
• A desire to rebuild a working relationship
• An employment tribunal application raised, whether or not the employment has ended

When might workplace mediation be appropriate?
It can be used when a conflict is in its infancy and no formal complaints have been made, or at any time up to and after a formal Employment Tribunal outcome. Where no formal complaint has been lodged, mediation can help those involved to resolve their differences without the stress and time of a formal procedure. Where a formal procedure has begun, mediation can work within formal timescales and in many instances will help to create a resolution that brings the formal procedure to an early close.

There are different styles or approaches of mediation that may be suitable depending on the context and organisational culture. These range from an informal peer-based mediation to a more formal mediation process with a paid independent mediator.

For a list of workplace mediation frequently asked questions and an example of three workplace mediation case studies, click here.