Your first conversation with us

You might be an HR professional, business owner, manager, legal adviser or someone directly involved in a dispute. You can begin with the problem rather than a request for a particular service.

It helps to tell us, in broad terms, who is involved, what has happened, what has already been tried, whether any formal process is underway and where participants are based. We can then explore possible approaches and the information needed to take matters forward.

Explore the problems we help to resolve →

Agreeing a suitable approach

We consider the relationships, issues, number of participants and stage of the dispute. A two-person meeting may be appropriate, but a team or multi-party dispute may need a series of individual, smaller-group and joint discussions.

For workplace relationship conflict, an early conversation or mediation should ordinarily be considered before automatically defaulting to a grievance procedure. Mediation is not a substitute for necessary investigation, safeguarding, regulatory requirements or an authoritative determination of facts. Suitability and participants’ willingness to take part need careful consideration.

The mediator helps people explore the issues and possible outcomes. The mediator does not decide who is right, make findings or impose a resolution.

Mediation or Grievance: choosing an appropriate process

Choosing the mediator or mediation team

We compose the team around the conflict and the people involved, drawing on our directors and, where appropriate, experienced associate mediators. Co-Mediation is a central part of our approach across both workplace and commercial disputes.

Two mediators bring two pairs of eyes and ears, different perspectives and complementary styles. Co-Mediation is not necessary in every case; we will discuss the appropriate arrangement.

Our normal proposition is two mediators for one mediation fee. There may be cases requiring a different fee arrangement because of their scale, duration, travel or other unusual requirements. Any fee would be agreed in advance.

Meet our mediators · Read about Co-Mediation

Preparing for the discussions

Preparation gives people an opportunity to explain their concerns, ask questions about the process and consider what they want to achieve.

In a two-party workplace process, we normally hold separate pre-mediation meetings with each participant, often by Zoom or Teams. We also discuss the organisation’s needs and the arrangements for any joint meeting.

In Commercial Mediation, preparation will normally include concise information about the dispute and conversations with the parties or their advisers. We agree what information is useful rather than assuming that every case requires the same bundle of documents.

Before proceeding, we agree the scope, fees, format, participants and confidentiality arrangements.

What happens during mediation?

The process may include direct discussion together, private meetings with the mediator, or a combination. Meaningful conversation between participants is often valuable. Separate discussions can also help people explore concerns, consider proposals or take advice.

For team and multi-party work, the structure can combine different groups and stages. Facilitated conversations or individual conflict coaching may be useful alongside mediation or when another approach is more appropriate.

Participants retain control over their decisions and any agreement. In commercial cases, legal advisers can help clients consider proposals and document a settlement.

Workplace Mediation · Commercial Mediation

Confidentiality and reporting to the organisation

Confidentiality arrangements, including what may be reported to the organisation, are agreed beforehand and kept under review. Commissioning a mediation does not mean that the organisation receives an account of everything said in private discussions.

We discuss what may be shared, with whom and for what purpose, including any agreed outcomes or advised next steps. Any necessary limits or exceptions to confidentiality should be addressed as part of the arrangements.

Outcomes and follow-up

The outcome depends on the dispute and what participants agree. It might concern future communication, practical working arrangements or the terms on which a commercial dispute is settled.

We clarify the next steps and any follow-up within the agreed scope. In the two-party workplace process described in our indicative fee, this includes a follow-up meeting with the organisation to report agreed outcomes or advised next steps, within the agreed confidentiality arrangements.

If agreement is not reached, the mediator does not impose one. Other options and any existing procedures will need to be considered in light of the situation.

In person, online or a combination

Mediation costs and practical arrangements →

We work across the UK and internationally. Participants can join from different sites or countries, and hybrid arrangements can be considered where appropriate. We discuss the format alongside privacy, access, location and the nature of the conversations needed.

Where we work →