Workplace Mediation
Mediation party:
"You handled a very difficult situation with sensitivity, and I learnt so much about myself through going through the process."
Party legal representative:
“Your efforts as a mediator to try and bring the parties together were superb and I will have no hesitation in recommending you to clients in the future.”
Mediation party:
“I thank you so much for creating a safe and supportive space in which I felt very able to speak… I would be very willing to recommend you and Mosaic Mediation.”
What is Mediation?
Mediation is a speedy form of dispute resolution, which aims to prevent the need for using more formal, costly methods of resolving an issues - such as bringing a case to a court or tribunal.
Disputes between colleagues or team members happen.
Mediation is a great way to resolve the issues peacefully.
Workplace mediation uses a 'win-win' approach to resolving issues between colleagues, teams, managers or directors - in comparison to most disciplinary, grievance, dismissal procedures, or a potential Employment Tribunal case.
The Workplace Mediation process enables 2 or more people (including teams) who are struggling with their working relationship to work through issues effectively and confidentially, through joint or separate conversations, which are facilitated by an experienced and neutral workplace mediator.
Workplace mediation is often used to resolve colleague disputes involving communication issues, grievances or complaints about conduct, return-to-work discussions, performance-related concerns or bullying claims. (Watch our 'Mediation: The Alternative to Dismissal' video)
(If you are a small business looking to resolve co-owner disputes or request a one-off facilitated conversation, check out our 'Small Business Mediation' page.)
How does Mediation resolve workplace disputes?
What to expect from mediation
Individuals get the opportunity to explore the main issues, have a chance to feel heard, and to understand the other person - all of which leads to a better relationship between parties, clarity on potential solutions, and resolution of issues.
Additional optional complementary services are also available to tackle complex issues effectively, such as using DISC profiles, conflict coaching or training. (See below for Common Questions about Mediation.)
Workplace mediation can be used to resolve situations including:
- Personality clashes
- Performance-related issues
- Bullying claims
- Discrimination or Harassment claims
- Grievance-related concerns
- Return-to-work transition disputes
Price = from £1,500 for a 2-party workplace mediation process.
Get in touch to discuss mediations involving several colleagues.
A workplace mediation process includes:
- An explanation of the mediation process
- Calls (before and after the mediation) to each individual
- A facilitated conversation by the mediator between the individuals
- Any relevant additional service requested, such as DISC, training or coaching
- Confidentiality and impartiality throughout
- Communication with the organisation before, during and after the mediation
"From the outset it was explained fully how and when, managing my expectations. I appreciated the time spent before 1:1 which helped to feel as though I had been heard... I was able to feel safe enough to be open about my experiences." - Workplace Mediation Party
What happens in a Workplace Mediation?
Enquiry
The organisation's representative makes an enquiry via the Contact page or books a no-obligation consultation call.
The mediator will explore explore the key issues requiring resolution and propose next steps.
If individuals would benefit from speaking with the mediator before confirming their agreement to mediate, that is encouraged.
Some mediation processes benefit from additional conflict coaching or DISC profiling. This is done before the mediation session.
Preparation for Mediation
Following confirmation from the organisation and the willingness of the parties, the mediator will contact the parties.
The mediator will arrange pre-mediation calls with each individual. This provides the opportunity for parties to learn about the process, disclose their perspective, and begin preparing for the joint mediation session.
The mediation is booked for a mutually agreed date and time, either in-person or online.
Joint Mediation Session
Following pre-mediation conversations, the mediator will determine how to facilitate a productive conversation and ensure all parties feel comfortable.
The mediator uses conflict resolution skills to encourage parties to understand alternative perspectives, listen to the other individuals and explore solutions.
In the vast majority of cases, parties are able to come to an agreement and this is formalised in writing. 
After the Mediation
The mediator sends the parties the Mediation Agreement document and provides the pre-agreed summary to the organisation, advising on next steps.
Four to six weeks later, the mediator has a follow-up call with the organisation and each party to check on the progress and any developments.
If required, the mediator will advise as to whether any other services (such as coaching or training) would be beneficial.
Common Questions about Mediation
What are some benefits to using mediation?
Button- Effective conflict resolution helps employees feel supported and heard
- Facilitating confidential and 'without prejudice' conversations between colleagues helps them to problem-solve and take accountability
- Mediation ensures that the real issues are discovered and discussed without affecting any legal or employment rights
- Mediation can take place quickly and it may only take one day to resolve the issues - which saves the business a huge amount of time dealing with the conflict
- Workplace mediation is often more effective, less stressful and costs much less than legal proceedings
What happens if one person does not agree to mediation?
ButtonWorkplace mediation is a voluntary process.
Conflict coaching is a great way to manage conflict and support individually when one party does not agree to mediate.
The conflict coach will help the party who is open to mediate to talk through the issues and feel empowered to manage the conflict.
What are potential consequences of not resolving disputes effectively?
ButtonYou may find that issues continue to grow between individuals - leading to frustration, making errors, communication breakdown, and damage to the company's reputation.
The situation may only be partially resolved - therefore, some issues remain and continue to have a negative impact on the workplace and interactions.
The unresolved issues and communication difficulties could negatively affect the rest of the team and the culture of the organisation.
Unresolved or partially-resolved issues potentially result in: dismissal, an individual resigning, a case being brought to the employment tribunal.
And, of course, there is a great likelihood for further breakdown in professional relationships.
Why use Mosaic Mediation?
ButtonOur lead mediator and founder, Emma Jenkings, is passionate about the individuals and the organisation thoroughly resolving issues and finding peace.
We aim to help individuals work towards a positive outcome that provides greater understanding and a long-term solution. Emma is an experienced, accredited workplace and employment mediator, registered with the Civil Mediation Council. Find out more about Mosaic Mediation.
Does the mediator influence the decision or make a judgement?
ButtonNo. A workplace mediator is neutral, does not offer legal advice and will not make suggestions.
A mediation agreement is drawn up with the support of the mediator, but everything contained in the document is suggested and mutually agreed to by the parties.
Who pays for a workplace mediation?
ButtonWorkplace mediation is funded by the employer.
If you are an ex-employee and would like to use Employment mediation to resolve a dispute, Mosaic Mediation can provide this service and the fee would be split between the parties - unless otherwise agreed.
How long does a workplace mediation process take?
ButtonThe workplace mediation process usually takes a working day, plus conversations with participants before and after the day session.
The mediator will be able to give you an estimation of the time when you enquire.
It may take additional time, depending on the complexity of the issues or the number of people taking part in the process.
How many people can you have in a Mediation?
ButtonAside from the mediator, the main individuals involved in a dispute should be present at the mediation. Usually, workplace mediation is either ‘2-party’ or ‘multi-party’ – the latter may involve a team dispute, or the issues involved may affect several individuals.
Each party may bring someone to support or represent them (including a legal or union representative) if all other parties agree to them being present.
Some mediations may include an assistant mediator as part of our mentoring initiative.
What other tools can be used in Mediation?
ButtonMosaic Mediation also provides the option of conflict coaching or DISC profiles as beneficial additional options within the mediation process, when appropriate.
Neutral Evaluation incorporates individual confidential calls with every person relevant to the situation and a report with a summary of the core issues and recommendations for next steps to resolve the issues is presented to the organisation.
