Mediation
Workplace mediation and conflict resolution
A structured, confidential process for people who need to move past a conflict and work together again. Mediation gives the people involved a chance to be heard, clarify what happened, and agree on how to move forward.
Who it is for
This is useful when…
- Two colleagues who can no longer work together
- A manager and a team member in an unresolved conflict
- Two departments or teams that have stopped cooperating
- A team dealing with the aftermath of a restructuring
- A return-to-work situation where trust has broken down
- A conflict that is draining time, energy, and good people
What we work on
The goal is an agreement, not an apology.
Start with the real issue
Separate conversations help each person describe what happened, what matters to them, and what they need next — without an audience or a debate.
Make the conversation safe
Clear ground rules, voluntary participation, and confidentiality create the conditions for an honest conversation instead of another argument.
Build a workable agreement
The goal is not to make everyone agree. It is to produce specific commitments, a communication protocol, and a practical way to handle future friction.
Follow through
A follow-up session and manager support help the agreement hold when normal pressure returns.
How it works
Six weeks, then a written agreement.
Intake
A short call with the person who initiates the process to understand the situation, the people involved, and whether mediation is appropriate.
Separate conversations
Confidential conversations with each participant to clarify facts, concerns, and what a workable outcome could look like.
Joint mediation
A facilitated session — or a series of sessions — where the participants speak directly, test assumptions, and build an agreement.
Follow-up
A review after four to six weeks to check what is working, adjust the agreement, and close the process.
If no agreement is reached
What happens when mediation does not settle it.
Mediation is voluntary, and honesty about its limits is part of the process. If the parties cannot reach an agreement, we say so in writing and set out the options that remain.
- A written summary of what was agreed and what remains open
- A recommendation on whether a formal HR process is the right route
- Referral options where legal or clinical support is needed
- No pressure to continue a process that is not working
Formats
What it can look like
- Half-day, full-day, or multi-session mediation
- Two individuals, a manager and team member, or two small teams
- On-site across Europe, or online
- Confidential and voluntary participation
Outcomes
What changes on Monday
- A clear written agreement with specific commitments
- A practical way to handle future disagreements
- Less escalation, avoidance, and informal conflict
- A working relationship that can continue
Related services
FAQ
Practical questions
Is workplace mediation confidential?
Yes. What is discussed in mediation stays within the process, subject to the limits agreed at the start and any legal or safeguarding obligations. The outcome is usually a written agreement shared with the participants and, where appropriate, the commissioning manager.
Is mediation voluntary?
Mediation works best when people participate willingly. In some workplace situations an employer may require attendance, but the mediation itself is most effective when participants choose to engage. We will discuss this during the intake.
How long does mediation take?
It depends on the situation. A focused two-person mediation can be resolved in a half-day or two sessions. More complex team or departmental conflicts may need a longer process over several weeks.
Does mediation replace a formal HR or disciplinary process?
No. Mediation is not a formal investigation, legal process, or disciplinary procedure. It can run alongside formal processes where appropriate, but it does not replace them.
Can mediation be online?
Yes. Online mediation works well for many situations and is useful for teams across countries. On-site mediation is available across Europe.
Next step
Start with the two people.
A short conversation is enough to decide whether mediation is the right fit, who needs to be involved, and what a sensible next step looks like.