Workplace Consensus provides independent workplace mediation services to help organisations resolve conflict early, restore working relationships, and avoid the cost, time and disruption of formal internal procedures or employment tribunal claims.
Led by an experienced City solicitor and former Employment Judge, our mediation services are trusted by employers, HR professionals and senior leaders seeking a practical, impartial and legally informed approach to workplace dispute resolution.
For further information on our mediation service, please contact us.
Workplace mediation is a confidential and voluntary process in which an independent mediator helps individuals who are having communication difficulties or who are in conflict reach a mutually acceptable resolution. It is particularly effective where working relationships have broken down or where formal grievance or disciplinary procedures risk escalating matters unnecessarily.
Workplace mediation focuses on:
Unlike formal processes, mediation is non-adversarial, flexible and focused on future working arrangements rather than blame.
For further information on our mediation services, please contact us.
Workplace mediation can be used at any stage of a workplace issue and is often most suitable when introduced early. It is particularly helpful where working relationships have become strained or have broken down and there is a willingness to address concerns constructively.
Workplace mediation is suitable in a wide range of situations, including:
Mediation can also be used alongside, or after, formal processes have begun, provided all participants are willing to take part and the process is suitable in the circumstances.
To maximise the benefits of workplace mediation, it is helpful if:
While mediation is suitable in the majority of workplace disputes, it may not be appropriate in rare cases where:
Where mediation is not suitable, we will advise accordingly and can advise organisations about alternative options, including investigations or targeted training.
A more detailed explanation of how workplace mediation works, including what participants can expect at each stage, is available in our Workplace Mediation Guidance Note.
This guidance provides step-by-step information on the process, pre-mediation preparation, private and joint sessions, and follow-up support to help participants achieve positive outcomes.
I want to make the mediation processes as simple and as accessible as possible.
My Guidance Note on Organising a Civil or Commercial Mediation provides information on the following:
Preparation is key to a successful mediation; the better you prepare the more likely you are to reach a settlement.
The Guidance Note on Preparing for a Mediation (Civil) provides information on the following:
Please contact us if you have any further questions on what you need to do to prepare for your mediation.
I want to ensure that the mediation day goes smoothly and does produce any surprises for you.
The Guidance Note on The Mediation Day (Civil) provides information on the following:
Please contact us if you have any further questions on how the mediation day will proceed.
Employment & Civil mediation provide a confidential, efficient, and cost-effective way to resolve disputes without the need for tribunal or court proceedings. It offers a structured process that supports constructive dialogue and enables parties to reach practical, mutually acceptable outcomes.
Mediation is voluntary and non-adversarial. It allows parties to retain control over both the process and the outcome, rather than having decisions imposed by a court or tribunal. As a result, agreements reached through mediation are often more workable and sustainable.
Employment and civil disputes frequently involve more than legal issues alone. They may include damaged working relationships, commercial or financial pressures, reputational concerns or a desire for closure. Mediation provides a confidential and without-prejudice forum in which these issues can be addressed openly.
The process can reduce the time, cost and stress associated with formal proceedings and disputes can often be resolved far more quickly than through litigation.
Employment and civil mediation may be appropriate where:
An employment dispute has arisen and early resolution is preferable to formal grievance, tribunal or court proceedings
A disagreement involves contractual, partnership, shareholder, or other civil matters where a pragmatic outcome is sought
Communication between parties has broken down and direct discussions are no longer productive
There is a desire to manage risk, control costs, and avoid the uncertainty of litigation
The dispute involves sensitive issues where confidentiality and discretion are important
Mediation can be used at any stage of a dispute, including before proceedings are issued or alongside formal processes.
Workplace Consensus offers employment and civil mediation on a focused, personal basis, ensuring continuity and consistency throughout the process. We act impartially and work with all parties to support constructive discussions and realistic outcomes.
Our approach is calm, structured, and outcomes-focused, helping parties move forward with greater clarity and confidence.
The use of online mediation became very popular throughout the Pandemic and I continue to offer this service in cases where face to face mediation is difficult.
Although the concept of online mediations may be unfamiliar to some, I have found that they work well and the systems I use are easy to use and access.
I am happy to use either Zoom or Teams with both platforms allowing for a normal online meeting together with private 'breakout' rooms for the participants. These 'breakout' rooms closely simulate the private meeting room arrangements of a face-to-face mediation as different parties and their representatives can be brought together and can ‘meet’ privately with the mediator in their private 'breakout' rooms.
For more information, please contact us.
07700 707433 
hilary@workplaceconsensus.co.uk 
07700 707433 
hilary@workplaceconsensus.co.uk 