Mediation at work

When mediation can help

Mediation can help colleagues rebuild communication, clarify misunderstandings or agree how they will work together. An impartial mediator manages the process but does not decide who is right or impose an outcome. Acas describes workplace mediation as voluntary and normally confidential.

It may be unsuitable where urgent protection is needed, a serious allegation requires investigation, one person cannot participate safely or the employer must make a formal decision. Screen the issue before offering it and keep another reporting route open.

How it fits with a grievance

Mediation can be offered before, during or after a grievance, but it does not erase a formal complaint unless the employee chooses to withdraw it. Pause or coordinate deadlines explicitly so nobody loses track of the employer's procedure.

The mediator will usually speak with people separately and then bring them together if appropriate. An agreement can cover practical behaviour, communication and review points. Acas says workplace mediation is usually not legally binding, although the parties may choose to formalise relevant changes separately.

Mediation, conciliation and settlement are different routes

Workplace mediation is not Acas early conciliation, which concerns a possible Employment Tribunal claim, and it is not a settlement agreement. Northern Ireland guidance similarly distinguishes voluntary mediation from conciliation through the Labour Relations Agency.

Explain what information the mediator will keep, what may be shared and any safety exceptions. Store only the employment record the organisation needs. If mediation ends without agreement, tell both people what happens next without treating participation, refusal or an unsuccessful outcome as misconduct. The measure of a fair offer is not that it produces peace at any cost, but that it gives the parties a safe, informed chance to find a workable resolution.