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Unfortunately, workplace disputes and disagreements are commonplace. However, where these disputes prevent your employees from carrying out their job or cause significant disruption to the business as a whole, you will need to take action. This is where the support of a workplace mediator will prove invaluable.
Some reasons you may require outsourced workplace mediation from HR professionals include:
Whatever your requirements or what you are looking to achieve, our team of HR Business Partners can help. They work closely with our Employment Law team, but can attend client sites (or assist virtually) to deal with the issues for our clients.
In addition to our mediation service, facilitated by HR Business Partner Fiona Gray, we provide affordable HR advice for employers on a wide range of matters. Our CIPD qualified and experienced HR Business Partners provide HR advice to businesses of all sizes, including those who already have an in-house HR team and simply require additional expert support.
Our HR Business Partners assist with all stages of workplace mediation, including:
Don’t see what you need help with on this list? Our HR Business Partners are highly versatile and have seasoned expertise in advising on a full range of situations that most employers are likely to find themselves dealing with.
If you’re looking for outsourced HR advice and mediation services, get in touch with our experts today.
Contact us on 0131 270 7700, visit our offices in Edinburgh, Glasgow, East Lothian or Shetland or fill in our enquiry form at the bottom of the page to request a call back.
Workplace mediation is designed to help all parties involved in a disagreement to find a solution in a less formal and flexible manner. That said, it is still essential that you are well prepared for what mediation will involve and are certain that it will be the right option for your circumstances.
Our workplace mediator can review your situation and provide guidance on whether mediation would be the best way of finding a solution. Where it would not be the right course of action, we can then advise on how best to proceed.
If workplace mediation is deemed to be the most effective method of resolving the workplace dispute, our mediator can initiate mediation proceedings and host as many sessions as required to find a solution that all parties can agree to.
Depending on the circumstances, the mediator may elect to meet with each party separately to understand their perspective and what they are looking to achieve. They will then proceed to host a facilitated joint meeting, where both parties will sit down with the aim of coming to an agreement. The mediator will be impartial and will not offer any legal advice to either party.
Multiple sessions may be required if the matter is more complex or it is not possible to come to an immediate agreement to resolve the issue.
If, following mediation, a resolution is found, this can then be drafted into an agreed statement and the parties can return to work as normal. If not, then other arrangements may be necessary.
This is something our HR Professionals can discuss with you in detail where necessary.
Mediation is a form of Alternative Dispute Resolution that can be used to help resolve workplace disputes. It is a less formal, more efficient way of resolving disputes and avoids the need for any costly Tribunal proceedings.
Mediation is less about judging who is wrong or right in a given scenario and more about looking ahead to the future to find a suitable resolution to a complex issue.
Workplace mediation can also be an effective tool for repairing and maintaining professional relationships, opening up communication channels and providing every party with an equal opportunity to speak their mind.
Workplace mediation will typically involve both parties in a dispute (be that an employee and employer, two employees or any other group) meeting with one another with the aim of resolving a dispute. This meeting will take place with a neutral third party, known as the mediator.
Mediation is a voluntary and confidential process. An agreement will be made as to what information the mediator will share outside the mediation session and how. If an agreement is not reached, anything that has been said during mediation must remain confidential and cannot be used in any future proceedings (such as being used as evidence at a Tribunal).
If you’re looking for outsourced HR advice and mediation services, get in touch with our experts today.
Contact us on 0131 270 7700, visit our offices in Edinburgh, Glasgow, East Lothian or Shetland or fill in our enquiry form at the bottom of the page to request a call back.
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