EMPLOYMENT LAW — WORKPLACE RELATIONSHIPS
Workplace Mediation for Employers, Employees and Teams
Workplace mediation is a voluntary and confidential process in which an impartial mediator helps people at work discuss a relationship problem and agree practical steps forward. It is designed to restore communication and working relationships; it is not a hearing, an investigation or a decision about who is legally right.
NA Law Solicitors provides workplace mediation in Brentford, across London and online. We support SMEs, HR teams, managers, senior employees and colleagues whose conflict is affecting wellbeing, performance or the wider organisation.
Discuss workplace mediation: 0203 524 5439
Is workplace mediation the right route?
| Mediation may help with | A formal or urgent process may be needed where |
|---|---|
| communication breakdowns, personality clashes, damaged working relationships, manager–employee conflict, team tensions, or rebuilding relationships after a grievance or disciplinary process | a finding of fact is required, alleged discrimination or harassment must be investigated, there is possible criminal conduct, a person cannot participate freely or safely, urgent safeguarding is needed, or the parties lack authority to agree an outcome |
Suitability is assessed case by case. Mediation should not be used to avoid an employer’s management, investigation or legal responsibilities. Pay, dismissal and conduct disputes will often need legal or formal procedural advice even where mediation may help with the continuing relationship.
Common workplace issues we mediate
- poor communication and recurring misunderstandings;
- personality clashes and loss of trust;
- conflict between a manager and an employee;
- team or departmental tensions affecting performance;
- difficulties following restructuring, changes in duties or new management;
- relationship issues connected with bullying or harassment concerns, where mediation is safe and appropriate; and
- rebuilding a working relationship after a formal grievance or disciplinary process.
Our four-step workplace mediation process
- Initial suitability discussion: we speak with the employer or commissioning person about the background, urgency, participants and any adjustments or safety concerns.
- Separate pre-mediation meetings: each participant can explain the problem, the impact and what they would need from a constructive conversation.
- Joint mediation: the mediator facilitates a structured discussion, helps clarify misunderstandings and supports the parties in developing workable options. Sessions can take place in person, online or at a neutral venue.
- Outcome and follow-up: agreed actions can be recorded, including communication arrangements, behavioural commitments, allocation of work or review dates. Information is shared outside the mediation only on the agreed basis.
What can an agreement include?
The participants decide the outcome. It may include an acknowledgement of each person’s perspective, commitments about future behaviour or communication, a review meeting, clarification of responsibilities, or changes to practical working arrangements. The mediator does not impose terms.
Confidentiality and legal advice
The mediator agrees with the participants what may be shared, with whom and in what form. If mediation does not resolve the issue, confidential discussions are not ordinarily used in later internal procedures. Any limits to confidentiality, including safeguarding or legal obligations, should be explained before the process begins.
A mediator is neutral and does not advise either participant. An employer or employee who needs advice on legal rights, tribunal time limits, a grievance, dismissal, discrimination or settlement terms should obtain separate employment-law advice.
Workplace mediation versus commercial mediation
This page concerns internal workplace relationships. For a contract, shareholder, partnership, debt, professional negligence, property or other civil dispute, use our separate civil and commercial mediation service. To compare both routes, visit our mediation services hub.
Frequently asked questions
Is workplace mediation compulsory?
No. Workplace mediation is voluntary. All participants need to be willing and able to take part in a meaningful way.
When should mediation start?
It is often most useful before positions harden, after reasonable informal efforts have not resolved the problem. It can also help rebuild relationships after a grievance or disciplinary process.
Can mediation replace a grievance investigation?
Not automatically. If an allegation requires a finding of fact, or the person raising discrimination or harassment concerns wants a formal investigation, a proper grievance or investigation process may be needed.
Can mediation be online?
Yes. Separate and joint meetings may take place online, at the workplace or at a neutral venue, depending on confidentiality, accessibility and the participants’ needs.
How much does workplace mediation cost?
The fee depends on the number of participants, preparation, format, location and expected session length. We confirm the proposed scope and cost before the mediation is booked.
Need to resolve workplace conflict? Call 0203 524 5439 to discuss suitability, timing and next steps confidentially.
Authoritative guidance
Last reviewed: August 2026. General information only; suitability and any employment-law deadlines depend on the facts.