The short answer is it’s a way to resolve conflict at work.

It isn’t the same as having a conversation through HR. It involves bringing in a trained, impartial mediator who provides a safe, secure environment for all parties to work through the issue and reach a resolution.

The aim is to get to a win-win which is acceptable to all the people involved.

Mediation is voluntary, confidential, and flexible to meet the needs of the participants.

People can opt in and out at any time, and the focus is on helping them to be open about the situation. This then allows them to identify possible resolutions to discuss with the other party/parties.

The reason it’s so successful is because a mediator is impartial and trained to ask questions to establish what’s really going on – an option which often isn’t appropriate for internal colleagues.

Mediation can resolve an issue incredibly quickly (often within a day), allowing you to focus on what really matters – productivity and people. The process can:

• help keep great people and reduce the number of leavers

• improve the working environment by removing stress and angst

• save you time and money by increasing productivity and reducing unnecessary distractions

• make your business somewhere people feel supported and valued

You can use mediation for all sorts of workplace conflict issues, including:

• issues in working relationships with a manager, a colleague or within a team

• allegations of bullying and harassment

• issues around pay or performance

• concerns about discrimination

• conflict which comes from poor (or a breakdown in) communication.

Often, it’s the mediator and the individuals involved in the dispute. In many cases, that will be two people, but it can be more if, for example, there’s a team issue to resolve.

In some situations, it may also be possible for individuals to bring someone to support them, such as a trade union or legal representative (if the other parties agree).

The mediator is there to put everyone at ease and reach a resolution that’s acceptable to all the parties involved in the dispute.

They’re there as a neutral facilitator, creating a safe space to encourage individuals to share their true feelings and concerns.

The mediator will also review any reasonable adjustments needed to support participants and ensure sessions are respectful, inclusive and non-discriminatory.

No. A business can suggest using mediation to resolve an issue, but individuals cannot be forced to participate. Mediation is an entirely voluntary process and an individual can also start and then opt out part way through.

When mediation isn’t an option, there may still be other ways we can support you to improve the situation, for example through conflict coaching.

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It’s very rare for mediation to happen in the workplace as this can impact both the confidentiality and comfort of the process. Typically, mediation takes place at a neutral venue and may be face-to-face or online.

The right way, and place, gets agreed before the start of the process.

Your mediator will advise on the best location when they first review the details of the dispute. This helps them ensure the process has the best chance of success.

Ideally mediation is the first option you consider. The earlier you mediate, the higher the chance of reaching a successful resolution. Getting people talking earlier helps you get to the heart of the conflict and seek options to move forward before either party’s view becomes entrenched.

Mediation is an effective solution at any stage, however, as it helps everyone to recognise different perspectives from their own and be open to finding a way forward.

When you don’t fully resolve conflict situations in the workplace, you’re likely to experience:

• a negative impact on your workplace culture, with higher levels of disruptive or unhelpful behaviour

• a breakdown in communication between multiple parties as individuals take sides

• higher absenteeism, lower employee morale, and people who feel less committed to the company

• an increase in poor performance and/or more people leaving the business

• damage to the employer brand and reputation

• greater risk of receiving an Employment Tribunal claim

All of these cost the business, whether financially, culturally, or both. Mediation can help avoid these potentially long-term impacts

Prior to mediation: Astraea completes a full assessment of the situation to ensure all parties understand the process, what’s involved, and what to expect on the day. These discussions may take place at a neutral venue, in the workplace, or online.

The day of mediation:

• Individual meetings: the mediator meets with each party to understand the reason for the dispute, the desired outcome and to answer any questions about the process. 

• The joint meeting: this is where the mediator brings both parties together for a facilitated conversation. The aim is to find a mutually agreeable resolution which allows everyone to move forward.

Follow up: some mediation cases benefit from a follow up session to see how to the agreed actions are working. This will be agreed during the mediation meetings and often take place 4-6 weeks later.

*This describes the process for a two-party mediation.

No details of the discussions are shared with the employer unless the mediated parties agree otherwise.

There will be no records placed on file and participating in mediation (or choosing not to) does not impact an individual’s legal or employment rights.

In most cases, the employer pays for workplace mediation.

The mediator uses a number of tools and techniques to encourage each party to share their issues, concerns and proposed resolutions during the individual meetings.

They then use the joint meeting to discuss the situation together and find ways for everyone to reach agreement on the next steps.

Not all mediation ends in agreement, however. In some cases, it isn’t possible to reach a resolution.

When someone agrees to participate in mediation, they are expected to be honest, open and respectful. The mediator creates a confidential and safe space which allows them to focus on the future and, wherever possible, find a positive outcome.

Individuals must be willing to listen to the other party’s point of view and be honest about how they’re feeling.

The mediator will talk the individual through these expectations before mediation to ensure they understand them, and to check they are committed to the mediation process.

Astraea Mediation follows the Civil Mediation Council’s Fixed Fee Scheme and provides quotes based on an assessment of the conflict. Prices start from £900 + VAT for a two party full day mediation.

Contact us for a no-obligation consultation.