Workplace Mediation
Resolve workplace disputes quickly and confidentially, rebuild working relationships and avoid costly formal proceedings with professional conflict resolution from Rebox HR.
Resolve Disputes Before They Escalate
Workplace conflict is inevitable, but it does not have to result in formal grievance procedures, Employment Tribunal claims or the loss of valued employees. Mediation is a voluntary, confidential process that brings disputing parties together with an impartial third party to find a mutually acceptable resolution. ACAS actively recommends this approach as an effective alternative to formal processes, and the ACAS Code of Practice on Disciplinary and Grievance Procedures encourages employers to consider facilitated dispute resolution at all stages of a conflict. At Rebox HR, we provide professional services that help businesses resolve disagreements constructively and cost-effectively.
Under the Equality Act 2010, employers have a legal duty to prevent discrimination, harassment and victimisation in the workplace. When interpersonal disputes involve allegations related to protected characteristics, early neutral intervention can address underlying issues before they escalate into formal complaints or tribunal claims. The Employment Tribunals regularly consider whether parties have attempted early conciliation through ACAS before proceedings are issued, and a demonstrated willingness to engage in facilitated resolution reflects positively on an employer's approach to managing conflict.
Rebox HR's dispute resolution service is designed to complement your existing HR processes. Whether a conflict has arisen between colleagues, within teams or between managers and their reports, our experienced practitioners work with all parties to facilitate open dialogue in a safe and structured environment. We help businesses across Northamptonshire and beyond to preserve working relationships, reduce absence related to workplace stress and maintain a productive, positive culture without resorting to lengthy and adversarial formal procedures.
What We Cover
Practical, expert support across every aspect of mediation for your business.
Impartial and Confidential Process
Our mediators act as neutral third parties with no stake in the outcome, ensuring all participants feel heard and respected throughout the process. Confidentiality is a cornerstone of effective dispute resolution. Nothing disclosed during sessions is shared with management or placed on personnel files unless all parties agree. This protected space encourages honest, open communication that would not be possible within a formal grievance framework. ACAS guidance reinforces that confidentiality is essential to building trust in the process.
Early Intervention to Prevent Escalation
Many workplace disputes that end up at Employment Tribunals could have been resolved far earlier with the right intervention. We work with businesses to identify conflicts at the earliest possible stage, before positions become entrenched and relationships break down irreparably. Early facilitated discussion can prevent grievances from being raised formally, reduce the risk of constructive dismissal claims and avoid the significant costs associated with tribunal proceedings. Our approach aligns with the ACAS early conciliation framework, which encourages resolution before formal legal action.
Tailored Dispute Resolution Process
Every workplace dispute is unique, and a one-size-fits-all approach rarely delivers lasting results. We tailor each engagement to the specific circumstances, whether the conflict involves two individuals, multiple team members or a breakdown in the manager-employee relationship. Our practitioners conduct individual preliminary meetings with each party to understand their perspective and concerns before bringing everyone together for a joint session. This structured approach maximises the chances of reaching a genuine, sustainable agreement that all parties are committed to.
Rebuilding Working Relationships
Unlike formal grievance outcomes, which often leave one or both parties feeling dissatisfied, this process focuses on rebuilding the working relationship for the future. Our facilitators help participants move beyond blame and positional arguments to identify shared interests and practical solutions. We support parties in developing clear agreements about how they will work together going forward, including communication expectations, behavioural commitments and review mechanisms. This forward-looking approach significantly reduces the likelihood of recurring conflict and helps restore team cohesion.
Equality Act and Discrimination Disputes
When workplace conflicts involve allegations of discrimination, harassment or victimisation under the Equality Act 2010, the stakes are particularly high for employers. Facilitated discussion can provide a constructive route to resolution that addresses the complainant's concerns while helping the organisation identify and rectify any systemic issues. Our practitioners are experienced in handling sensitive cases involving protected characteristics and understand the legal context in which these disputes arise. Where appropriate, agreed outcomes can include changes to workplace policies, additional training or reasonable adjustments that benefit the wider organisation.
Post-Session Support and Follow-Up
A successful resolution does not end when the joint session concludes. We provide structured follow-up support to ensure that agreements reached during the process are implemented effectively and that the improved working relationship is sustained over time. This includes scheduled review meetings with participants, guidance for managers on supporting the ongoing resolution and recommendations for any broader organisational changes that may help prevent similar disputes. Our follow-up support gives businesses confidence that the investment delivers lasting results rather than a temporary fix.
How We Help
A clear, structured approach from start to finish.
Initial Assessment and Preparation
We begin with a confidential conversation with all parties involved to understand the nature of the dispute, assess whether facilitated resolution is appropriate and explain how the process works. Each participant meets individually with the practitioner to share their perspective in a safe setting before any joint session takes place.
Facilitated Joint Session
Our mediator brings the parties together in a structured session where each person has the opportunity to speak and be heard. Through guided discussion, we help participants identify the core issues, explore possible solutions and work towards a mutually acceptable agreement that both sides are genuinely committed to.
Agreement and Follow-Up
Once an agreement is reached, we help the parties document the key commitments in a clear, practical format. We then schedule follow-up check-ins to ensure the agreement is working in practice, that relationships continue to improve and that any adjustments needed are addressed promptly.
Frequently Asked Questions
What is workplace mediation and how does it differ from a formal grievance?
Workplace mediation is a voluntary, confidential process where an impartial facilitator helps disputing parties reach their own resolution. Unlike a formal grievance, which follows a structured investigation and results in a management decision, this approach empowers the participants to shape the outcome themselves. The ACAS Code of Practice encourages employers to consider this route as an alternative to formal procedures, and it can be offered at any stage of a dispute, including alongside or after a grievance has been raised.
When is this approach appropriate for a workplace dispute?
Facilitated resolution is most effective when there is an ongoing working relationship that both parties want to preserve, such as conflicts between colleagues, personality clashes, communication breakdowns or relationship difficulties following organisational change. It is generally not suitable where there are allegations of serious misconduct requiring formal investigation, where there is a significant power imbalance that cannot be managed, or where one party is entirely unwilling to participate. Our initial assessment helps determine whether this approach is the right fit for each situation.
Is workplace mediation legally binding?
Agreements reached through this process are not typically legally binding contracts, but they represent a genuine commitment between the parties. However, if a dispute has progressed to the point where ACAS early conciliation is involved, a settlement reached through ACAS conciliation (a COT3 agreement) is legally binding. Similarly, if the process results in a settlement agreement drawn up with independent legal advice, that document carries legal force. Our practitioners will explain the status of any agreement and advise if further legal steps are appropriate.
How long does the process take?
Most cases can be completed within one to two days, including individual preliminary meetings and the joint session. Simple two-party disputes may be resolved in a single day, while more complex cases involving multiple participants or deeply entrenched positions may require additional sessions. This is significantly faster than a formal grievance process, which can take weeks or months, and far quicker than Employment Tribunal proceedings, which typically take 12 to 18 months from claim to hearing.
What happens if the dispute is not resolved?
If the process does not result in a full agreement, the parties retain all their existing rights to pursue formal processes. Nothing said during sessions can be used in subsequent grievance investigations or tribunal proceedings, as discussions are conducted on a without prejudice basis. In many cases, even an unsuccessful outcome helps clarify the issues and narrow the areas of disagreement, which can make any subsequent formal process more focused and efficient. We can advise on appropriate next steps if a complete resolution is not achieved.
Can this process be used for disputes involving discrimination or harassment?
Yes, facilitated resolution can be used in cases involving allegations of discrimination or harassment under the Equality Act 2010, provided both parties are willing to participate and the organisation has fulfilled its duty to investigate any formal complaint. These cases require particular sensitivity and expertise, as the power dynamics and emotional impact can be significant. The process should complement rather than replace any necessary investigation, and our practitioners ensure that it respects the rights of all parties while working towards a constructive outcome.
Do both parties have to agree to participate?
Yes, this is a voluntary process and requires the genuine willingness of all parties to participate. An employer can suggest and encourage it, but compelling an employee to attend is likely to undermine the process and could be challenged. However, unreasonable refusal to engage may be taken into account by an Employment Tribunal when assessing whether parties have complied with the ACAS Code of Practice, which could affect any tribunal award by up to 25 percent.
How does the cost compare to formal proceedings?
This approach typically costs a fraction of the expense associated with formal grievance procedures or Employment Tribunal claims. Formal processes involve management time for investigations, potential legal fees, the cost of employee absence and the risk of compensation awards at tribunal. ACAS estimates that workplace conflict costs UK employers approximately 28.5 billion pounds per year. Facilitated dispute resolution offers a cost-effective alternative that resolves disagreements quickly and preserves working relationships. Contact us for a tailored quote based on your specific circumstances.
“I cannot emphasise enough how fortunate I feel to have such an incredible HR team supporting us every step of the way. Knowing they are just on the end of the phone has given us complete peace of mind.”
Related Services
Disciplinary and Grievances
When facilitated resolution is not appropriate or a formal process is required, our team can guide you through disciplinary and grievance procedures that comply with the ACAS Code of Practice.
Disciplinary and Grievances →Retained HR Support
Ongoing HR support that includes access to dispute resolution services, conflict management advice and proactive strategies to prevent workplace disputes from arising.
Retained HR Support →Settlement Agreements
When facilitated discussion does not resolve a dispute, a settlement agreement can provide a clean break. We advise on when this route is appropriate and manage the negotiation.
Settlement Agreements →Resolve Workplace Disputes with Confidence
Do not let unresolved conflict damage your team's productivity and morale. Get in touch with Rebox HR today to discuss how our professional dispute resolution services can help you find a constructive way forward.
Book Your Free ConsultationOr call us directly on 01327 640070