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Workplace Mediation

Workplace mediation is a voluntary process in which an impartial, experienced mediator works with those in conflict within an organisation to explore ways in which that conflict may be resolved and working relationships restored.

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ASWM is a Registered Mediation Provider recognised by the Civil Mediation Council ("CMC") for Civil & Commercial and Workplace mediation. All members of our Workplace Mediation Panel are accredited through and registered with the CMC.

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Book a workplace mediator.

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To book a workplace mediation check out our workplace mediators and contact us with brief details of the conflict.

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Conflict and the use of mediation

Workplace conflict can take many forms, from trivial irritation with colleagues to a long-term crisis in relationships. It often relates to tasks, processes or relationships, or a combination of these.

 

When workplace conflict starts to get out of hand it becomes increasingly difficult for those involved to speak together to find a better way forward and/or a renewed relationship.  Other colleagues may be impacted, grievance or dismissal procedures may be triggered, hours could be lost to long term sickness or valued staff may choose to resign.

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Mediation provides a way for those in conflict to sit down and talk together to be able to create their own solutions to their conflict. Exploring conflict creates scope for learning and change, whereas suppressing conflict prolongs disharmony and disrupts work.

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Why use mediation in the workplace?

Resolving conflict by mediation can:

  • “Clear the air”

  • Improve working relationships

  • Reduce the desire to take days off work

  • Reduce time lost to sickness

  • Help experienced and valued staff find ways of continuing to work together

  • Improve morale and productivity

  • Result in better outcomes

  •  Provide an alternative to  employment tribunal claims

  • Bring about lasting change

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The mediation process

We use a slightly different process for workplace mediation. We first meet with the parties individually and listen to the issues and concerns they want to bring to mediation. We explain and answer any questions about the mediation process.

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If those in conflict choose to proceed, we will arrange for them to meet together. We work with people to create a safe and confidential setting. We then help them communicate as they explore their differences and seek to develop ways to constructively and realistically manage their conflict. Through this process the parties may transform their working relationship.

Finally, we will support the parties in coming to agreements on the way forward.

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At all times mediators are impartial, non-judgmental and will help parties to explore options confidentially without imposing solutions.

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Arrangements for a mediation

It is usual to provide the mediation referrer and the parties with basic information about the mediation process. Similarly copies of the ‘Agreement to Mediate’ that will be signed by the parties will be shared with the referrer.

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In some cases, two mediators will be required to mediate a dispute as required when working with vulnerable people.

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The range of disputes might include

  • Bullying

  • Conflict management;

  • Discrimination

  • Equality issues,

  • Employment/workplace disputes,

  • Grievances

  • Harassment

  • Heavy workloads

  • HR

  • Mental health at work

  • Personality clashes

  • Senior Management conflict

  • Stress at work

  • Team disputes​

  • Workplace conflict

This list gives examples and is not exhaustive

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