What is Workplace Mediation and Why Might You Need It

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by Rebecca Lister | 28th Jan 2026

The Role of Mediation in Resolving Workplace Conflict

Article Summary

Workplace mediation is a voluntary, confidential way to resolve conflict at work before it escalates. It supports open communication, protects employment relationships, and helps employers avoid formal processes that increase risk, stress, and disruption.

Workplace Mediation Explained

What is workplace mediation? Workplace mediation is an informal process designed to help people in dispute find a way forward through structured discussion. It forms part of alternative dispute resolution and focuses on restoring working relationships rather than determining blame.

The process is facilitated by an impartial mediator who supports constructive dialogue. Mediation at work is a voluntary process. Participants remain in control of the outcome and are encouraged to reach their own agreement.

Because mediating conflict between employees is not adversarial, it can be used alongside existing procedures without escalating matters unnecessarily.

Why Workplace Conflict Should Never Be Ignored

Workplace conflict can arise for many reasons. Personality clashes, breakdowns in communication, or unresolved concerns between colleagues can quickly affect morale and productivity. Left unaddressed, these workplace issues often escalate, placing pressure on managers and increasing stress across teams.

For employers, unresolved conflict at work creates wider organisational risk. It can damage workplace relationships, undermine trust, and push situations towards formal grievances or disciplinary procedures that are costly and time-consuming.
Early, proportionate intervention is therefore essential.

Understanding Workplace Conflict

The CIPD’s latest report on workplace conflicts has shown that a quarter of UK employees, around 8 million, have experienced some sort of workplace conflict in the last year. The most common form being undermined or humiliated at work (48%), being shouted at or having a heated argument (35%) or discriminatory behaviour (20%).

It has been shown that people who have encountered some form of issues at work have lower job satisfaction and are more likely to suffer from poorer mental and physical health. Beyond this, workplace conflicts can create wider discord amongst teams and damage relationships, company reputation and is often the root cause of staff turnover.

It is therefore crucial to deal with any workplace grievances swiftly and professionally to ensure the prevalence of positive work relationships. But knowing what the best action is to take, in times of conflicts, can be confusing and stressful.

Workplace dispute mediation could be the answer. Offering an alternative to formal procedures, employment mediation can help to protect employment relationships through voluntary communication.

Mediation can be sought at any time of a conflict and provides employers and employees with a safe and confidential space, allowing them to come to solutions that work best for everyone.

How the Workplace Mediation Process Works

While every mediation session is tailored to the situation, the workplace mediation process typically includes:

• Individual meetings with each party to understand concerns privately
• A structured joint meeting where issues are explored respectfully
• Facilitated discussion to support communication and problem-solving
• A clear mediation agreement where outcomes are recorded, if appropriate

This confidential process allows participants to speak openly without fear that discussions will be used against them later.

Why Mediation Is Often Preferable to Formal Action

Formal processes like investigations have an important role, particularly where serious misconduct is alleged. However, they can also harden positions and increase the likelihood of long-term damage to the employment relationship.

Employment mediation offers an alternative route that prioritises conflict resolution over escalation. It can prevent situations progressing to employment tribunals or litigation, reducing legal exposure and reputational risk.

For both employees and employers, mediation supports a more balanced and humane approach to conflict management.

Internal vs External Mediation

Some larger organisations operate an internal mediation scheme using trained internal mediators. This can be effective where trust already exists and neutrality is clear. In other cases, external mediation is more appropriate.

This is particularly true where seniority, sensitivity, or perceptions of bias could undermine confidence in the process. An external mediator brings independence, experience, and objectivity, helping all parties engage fully.

Choosing the right model depends on the organisation, the nature of the disagreement or dispute, and the people involved.

The Wider Benefits of Mediation

When handled well, effective conflict mediation at work delivers benefits that extend beyond the immediate issue. It can:

• Build trust between individuals and teams
• Support a more positive work environment
• Reduce absence linked to stress and improve employee wellbeing
• Improve confidence in organisational procedures
• Demonstrate a commitment to fair employment rights

These outcomes strengthen culture and reinforce professional standards across the organisation. Find out more in our Workplace Mediation Guide.

Frequently Asked Questions

How Eclipse HR can assist with workplace mediation

Dealing with conflicts that require employment and workplace mediation, can be extremely stressful and can require delicate handling. HR consultants, like us here at Eclipse HR, can thereby step in to help your company in times of need.

Offering an impartial third-party perspective, our HR Mediators can help provide a safe and confidential space for grievances to be aired and dealt with in a professional way.

Workplace mediation by HR professionals can be especially helpful when organisations do not have their own dedicated HR team to deal with workplace disputes internally.

Offering help when you need it, our outsourced HR services for HR mediation can protect and repair employer-employee relationships in a quick and cost-effective way, while also providing a precise and professional service.

Explore our website to learn more about the workplace mediation services we provide and how we can best support you and your company, or to find out how we can help, get in touch.

Author: Rebecca Lister

Rebecca supports the Eclipse HR team and our clients across a range of tasks. Rebecca has recently completed her Master’s degree in Advanced Legal Practice (MLaw) at the University of Kent and is now studying for her Solicitors Qualification Exams. Her academic focus, particularly in employment law, complements her practical experience and deepens her understanding of HR in action.

Disclaimer: Information and reference materials included within Eclipse HR Limited articles and blogs are provided free of charge and for reference purposes only. They are not intended as a substitute for legal advice, or professional or other advice in regard to specific circumstances. Whilst every effort is made to ensure the contents are correct on website publication, they should be considered for guidance purposes only.