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Is mediation or conflict coaching good value?

One third of employees have faced a workplace dispute within the past 12 months (ACAS, 2021). You only have to look at levels of stress, anxiety, depression, absence or complaints to see the impact! Factor in time for investigations and you can see that the cost of disputes can quickly stack up. Can you afford not to embrace pro-active dispute resolution?

Is mediation suitable if a grievance has already been made?

If an issue arises which has potential to lead to a complaint, it is always worth using mediation or conflict coaching first. It is not advisable to run an investigation into a complaint and mediation concurrently. Complaints within teams can be brutal and may be harmful to future working relationships. Mediation on the other hand is quick, and rather than looking to judge who is right or wrong, places a strong emphasis (if the participants wish) on rebuilding the working relationship.

One of the participants has mental health issues. Will they cope with the process?

Mediation and conflict coaching should always be offered, because the dispute may be a more significant trigger of mental health issues than the process of resolving it. Mediation and conflict coaching are positive, and focus on making things better for the future. They provide an opportunity to be heard without judgement. 


If someone is committed to resolving the dispute but feels unable to take part in a joint session there are other techniques such as bringing a supporter or holding individual sessions. Alternatively, conflict coaching might be more appropriate than mediation.  

Is the agreement legally binding?

The agreement reached in workplace mediation focuses on behaviours and relationships rather than laws and regulations, and so is not legally binding. However, as the participants have invested their time, energy and emotions into developing new ways forward, they are usually inclined to commit to it because they understand that it is for their mutual benefit.

One person is unwilling to come to mediation. What are our options?

Mediation can feel daunting and it is understandable that participants may have concerns. Where someone is unsure I can provide materials to help you have a conversation with them. Alternatively, I am very happy to set up a phone call or zoom meeting with them to discuss their concerns.


Where one person is willing to mediate but the other isn’t, or they are unwilling to meet together, I can offer conflict coaching. This focuses on the elements of the dispute within their control and can be an effective alternative.

Contact us today

Constructive Dispute Resolution UK

07858 878641

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