Workplace Mediation

Workplace disputes can have a significant impact on morale, productivity and staff retention if left unresolved. Workplace mediation offers a confidential, structured and constructive process to address conflict at work, helping individuals and organisations move forward positively.

Mediation can be particularly effective at an early stage, before issues escalate into formal grievances, disciplinary action or employment tribunal claims. It can also be used after formal procedures or legal proceedings have commenced, often helping parties reach a resolution more quickly and with less stress.

Workplace mediation is a voluntary process and both parties must agree to take part. The mediator remains neutral and does not impose a decision, instead facilitating open discussion and practical problem-solving.

The CEDR Audit 2025 reported a 93% success rate for mediation, either resolving disputes on the day or shortly afterwards.

Please contact us to discuss your situation and next steps.

Types of Workplace Disputes Suitable for Mediation

Workplace mediation can assist with a wide range of employment-related disputes, including those involving individuals, managers, teams or entire departments.

Interpersonal Conflict Between Employees

Personality clashes, communication breakdowns and misunderstandings can escalate quickly if not addressed. Mediation provides a safe and confidential space for employees to express concerns, understand differing perspectives and agree on how they will work together going forward.

Breach of Contract Disputes

Disputes may arise where one party alleges a breach of an employment contract, such as failure to pay agreed remuneration, changes to duties or working arrangements. Mediation can help parties explore practical solutions without resorting to formal legal action.

Manager / Employee Relationship Disputes

Breakdowns in trust or communication between managers and employees can lead to formal grievances or resignations. Mediation allows both sides to address concerns constructively, clarify expectations and rebuild effective working relationships.

Performance and Capability Disputes

Disagreements over performance management, targets, appraisals or capability processes can be highly sensitive. Mediation can support open dialogue, clarify expectations and identify steps to improve performance while maintaining dignity and respect.

Team or Departmental Conflicts

Conflicts within or between teams can disrupt operations and reduce productivity. Mediation can be used to address systemic issues, improve communication and agree practical steps to restore effective collaboration.

Disputed Employment Contract Terms

Disputes may arise over the interpretation or application of contract terms, including job roles, hours, pay, bonuses, restrictive covenants or flexible working arrangements. Mediation provides a flexible forum to explore mutually acceptable outcomes.

When Can Workplace Mediation Be Used?

Workplace mediation can be effective:

• Early, before formal grievance or disciplinary procedures are triggered

• Alongside internal HR processes

• After legal advice has been taken

• Once employment tribunal proceedings have commenced

Courts and tribunals increasingly expect parties to consider mediation as part of responsible dispute resolution.

The Benefits of Workplace Mediation

Workplace mediation offers clear advantages for both employers and employees:

• Reduced legal and HR costs

• Faster resolution than formal procedures or tribunal claims

• Confidentiality, protecting reputations and working relationships

• Lower stress, with a non-adversarial approach

• Preservation of employment relationships where possible

• High success rate — 93% (CEDR Audit 2025).

Contact Harbour Mediation

If you are dealing with a workplace dispute and would like to explore whether mediation could help, please contact Harbour Mediation to discuss your circumstances and next steps. Early intervention can often prevent escalation, but mediation remains highly effective even once formal processes or legal proceedings are underway. All consultations are confidential.