Workplace Mediation

I bring to my workplace mediation practice the same personal experience that I bring to my commercial mediation practice, having worked for a large company for many years, in an open plan office with hundreds of employees.

Our colleagues are strangers to us – we know them only through the bond of a common employer or working environment. We spend much of our lives at work but even when we are not physically present at our workplace, we remain connected with it through the medium of emails and messaging services. It is not surprising that problems can arise in our working relationships with our colleagues.

Where there is a problem in the employer/employee relationship, invoking the disciplinary or grievance procedures, whatever the outcome, will not restore a harmonious working relationship.

Gossip can cause reputational damage to both the employer and the employee. So disputes within the workplace such as disciplinary issues, harassment, bullying, discrimination, stress and termination of employment will benefit from the non-confrontational approach of a mediation, preferably well before either party contemplates tribunal proceedings, thus preserving the reputation of both the employer and the employee.