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Mediation is a valuable approach for resolving workplace disagreements and improving relationships. Here’s when and how it can be effectively used:

People frequently ask us when it is appropriate to hire a workplace mediator:

  1. When to Use Mediation:
    • Workplace Relationships: Mediation is most suitable for resolving conflicts related to workplace relationships, such as:
      • Bullying and Harassment
      • Communication Problems
      • Personality Clashes
      • Relationship Breakdowns
    • Not for Other Disputes: It’s important to note that mediation is not typically used for disputes related to pay, dismissal, or conduct issues.
    • We frequently receive enquiries in cases involving unfair dismissal but by this stage it is too late to use workplace mediation. A mediation is still possible but it would be an employment mediation and ACAS provide this.
  2. Benefits of Mediation:
    • Quick and Informal: Mediation is a less formal, flexible, and voluntary process.
    • Confidential: Discussions during mediation are confidential and cannot be used in future procedures.
    • Empowerment: Mediation allows everyone involved to have control over the final agreement.
    • Cost-Effective: It helps avoid costly processes like employment tribunal claims.
  3. Starting Mediation:
    • Informal Resolution First: Try to resolve the issue informally before considering mediation.
    • Early Intervention: Start mediation as soon as possible to prevent the situation from worsening.
    • Post-Disciplinary or Grievance Process: Mediation can also be used to rebuild relationships after disciplinary or grievance procedures.

Remember, mediation focuses on finding solutions that everyone agrees to, rather than assigning blame. It’s a collaborative process that aims to mend relationships and improve communication in the workplace