Workplace mediation
Helping organisations rebuild working relationships before conflict becomes litigation
Workplace mediation is a confidential, voluntary and practical process designed to restore communication and enable people to work together effectively again. It deals with the relationship, not just the paperwork — and it works best long before a grievance, disciplinary process or Employment Tribunal claim.
Conflict at work is expensive long before it reaches a tribunal
Sickness absence, lost productivity, management time, recruitment costs and the quiet loss of good people all begin well before anyone consults a solicitor. Formal procedures can establish whether a complaint is upheld, but they rarely repair the relationship that caused it.
Mediation takes a different route. An independent mediator meets each participant privately, helps them understand what is really driving the conflict, and then supports a carefully managed conversation about how things will work in future. The emphasis is on rebuilding working relationships rather than determining who is right or wrong.
The process is entirely confidential and without prejudice. It can be used before a grievance is raised, alongside a paused formal procedure, or after an outcome where people still have to work together.
Who we help
Organisations we work with
We are instructed by organisations of every size and sector throughout England and Wales — directly by employers and HR teams, and through solicitors, consultants and trade unions.
Employers
In-house HR, people teams and managers dealing with conflict between colleagues.
SMEs
Smaller businesses where one difficult relationship affects the whole team.
Large organisations
Multi-site employers needing a consistent, independent conflict resolution route.
Charities
Trustee, staff and volunteer disputes handled sensitively and proportionately.
Schools & colleges
Staff, leadership and governor conflict resolved discreetly in term time.
Universities
Departmental, research team and academic-professional service disputes.
Public bodies
Local authorities, NHS bodies and agencies working within governance requirements.
Partnerships
Professional partnerships and LLPs facing profit share, workload or governance conflict.
Family businesses
Where family relationships and business roles have become entangled.
Typical issues
Workplace situations we are asked to help with
- Relationship breakdown
- Communication problems
- Personality clashes
- Bullying allegations
- Harassment concerns
- Grievance situations
- Disciplinary disputes
- Management and employee conflict
- Team conflict
- Partnership disputes
- Boardroom disputes
- Return-to-work issues
- Organisational change
If your situation is not listed, please ask. We will tell you honestly whether mediation is likely to help and, if it is not, what might work better.
Our approach
Every workplace is different
Accordingly, every mediation is tailored to the organisation, its culture and the people involved. Our typical approach follows five stages.
- 01
Initial discussion
We begin with a confidential discussion with the organisation, at no cost and without obligation, to understand:
- the background to the situation
- the individuals involved
- the objectives of the mediation
- whether mediation is appropriate at this stage
- 02
Preparation
The mediator prepares thoroughly, reviewing the available information and agreeing practical arrangements for the day — timings, rooms, who attends and what support each participant may need. Where appropriate, discussions take place with HR or management before the mediation day.
- 03
Mediation day
Unlike many commercial mediations, workplace mediation often takes place at the organisation's own premises. A typical day may involve:
- individual confidential meetings with each participant
- identifying the underlying causes of the conflict
- exploring concerns and expectations
- carefully facilitated joint discussions where appropriate
- helping the participants develop practical solutions
- 04
Action plan
Where appropriate, the mediator assists the participants in developing a practical action plan, which may include:
- agreed behavioural changes
- communication arrangements
- future meetings
- management support
- practical steps to rebuild trust
- 05
Follow-up
Where appropriate, ProMediate can return to the organisation after an agreed period to review progress and help ensure the agreed arrangements are working effectively. This follow-up service is particularly valuable where relationships have been difficult for some time.
Why mediate
Why choose workplace mediation?
Confidential
Nothing said in the mediation is reported back or used in later proceedings, which allows people to speak openly.
Voluntary
Participation is a choice. Solutions that people choose for themselves are the ones that hold.
Quicker than formal procedures
Most workplace mediations are arranged within days and completed in a single day.
Preserves working relationships
The focus is on how colleagues will work together tomorrow, not on who was right yesterday.
Reduces management time
A grievance and appeal can absorb weeks of management and HR time. Mediation rarely takes more than a day.
Avoids unnecessary litigation
Early resolution keeps matters away from grievance escalation and the Employment Tribunal.
Improves morale
Unresolved conflict spreads. Resolving it visibly and fairly restores confidence across a team.
Encourages practical solutions
Outcomes are workable, specific and owned by the participants themselves.
Why ProMediate
Why choose ProMediate?
Experienced workplace mediators
A panel of senior mediators who work regularly with HR teams, boards, partnerships and trade unions.
Nationwide service
We mediate throughout England and Wales, at your premises or a neutral venue.
Online and on-site
Full video mediation where participants are dispersed, or in person where being in the room matters.
Practical commercial approach
Solution-focused rather than legalistic — we look for what will actually work on Monday morning.
Flexible appointments
Short-notice, evening and out-of-term arrangements where an organisation needs discretion.
CMC Registered Provider
ProMediate is a Civil Mediation Council Registered Mediation Provider.
Frequently asked questions
- Is workplace mediation confidential?
- Yes. The process is confidential and without prejudice. The mediator does not report back on what individuals say, and only the agreed outcome — if the participants wish — is shared with the organisation. The mediator will not give evidence in any later grievance, disciplinary or tribunal proceedings.
- Does everyone have to agree?
- Yes. Mediation is voluntary and every participant must freely consent to take part. An employer can offer and encourage mediation, but it cannot be imposed. In practice, once the process is explained, most people are willing to try it.
- Where does the mediation take place?
- Often at the organisation's own premises, provided suitable private rooms are available. We can also use a neutral venue nearby, or mediate entirely online where participants are in different locations or would prefer not to be on site.
- How long does it last?
- Most workplace mediations between two people are completed in a single day, with private meetings in the morning and joint discussion in the afternoon. Team and multi-party interventions may need a short series of sessions.
- Can mediation avoid formal grievances?
- Frequently, yes. Mediation can be offered as an informal first step before a grievance is lodged, alongside a paused formal procedure, or after an outcome has been given where the working relationship still needs repair.
- What happens if agreement is reached?
- The participants normally record what they have each agreed to do differently in a short written action plan. It is not a disciplinary finding and does not determine who was right. Where the matter involves terms of employment, any settlement can be documented separately by the parties' advisers.
- Can ProMediate provide follow-up support?
- Yes. We can return after an agreed period — typically one to three months — to review progress with the participants and help ensure the arrangements are working. We also offer conflict coaching for managers where that would help.
Next step
Arrange a confidential discussion about workplace mediation
Tell us briefly about the situation. We will suggest a suitable mediator, a format and a fixed fee — usually within one working day.
Request a callback
Prefer to talk it through first? Leave your number and a convenient time and we will call you in confidence.
Request a callback →Request a quotation
A fixed fee covering preparation, private meetings, the mediation day and a written action plan.
Request a quotation →Make an enquiry
Send us the background in confidence and we will suggest suitable mediators and dates.
Make an enquiry →Or contact us directly on 0203 621 3908 or enquiries@promediate.co.uk.
“You will never quite understand how much your kindness and support has meant to me – it’s made a very difficult situation just a little less traumatic.”
Consumer complaint?
Complaints against a trader, insurer or service provider under an approved Consumer Alternative Dispute Resolution (ADR) scheme are handled by our separate Consumer ADR service.
Visit Consumer ADRArrange a workplace mediation
Tell us about the situation in confidence. We will suggest a suitable mediator, a format and a fixed fee — usually within one working day.