Is Workplace Mediation Right for Me?
Talk through your situation confidentially.
Completing this form does not obligate you to proceed with mediation. This is just an initial conversation which will be treated in confidence.
An HR partner noticed an unresolved conflict starting to affect team morale — before it became a formal complaint.
Mediation helped them find a way forward without escalation.
Is workplace mediation the right next step for me?
Quickly check whether workplace mediation would help your situation — without obligation.
Something at work doesn’t feel right.
It might be a relationship that’s become strained, a team dynamic that’s quietly affecting performance, or a situation you’re aware could escalate if left alone.
Can you answer yes to the following:
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All parties are willing to engage
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There are tensions or communication breakdowns
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There will likely be a continuing relationship in the workplace
This confidential check helps you decide whether workplace mediation is a proportionate, sensible next step, before issues turn into grievance, absence or legal risk.
Confidential • No obligation • No escalation
You may be here because:
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Two people are still working together, but trust has clearly broken down
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A manager has raised concerns and wants support before things worsen
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A complaint hasn’t been made, but HR can see the early warning signs
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Tension is affecting morale, focus or collaboration — even if nothing formal exists
These situations are common.
Handled early, they’re often far easier, and less disruptive, to resolve.
What is Workplace Mediation?
Workplace mediation isn’t about deciding who’s right or wrong.
It’s a structured, confidential conversation led by an impartial mediator, designed to help people talk openly and move forward — before positions harden and formal processes take over.
For HR professionals and managers, mediation is often a risk-management decision, helping to:
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Protect working relationships
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Support fair and proportionate intervention
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Reduce the likelihood of grievance or absence
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Maintain credibility and psychological safety
When workplace mediation is most effective
Completing this form does not start mediation.
It simply allows us to:
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Understand the situation at a high level
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Confirm whether mediation is appropriate
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Suggest sensible next steps, if helpful
You stay in control of what happens next.
If this situation were left untouched for the next few months, what might change — for the people involved, and for the organisation?
Is mediation right for your situation?
Mediation may be suitable if:
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All parties are willing to engage
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You are looking for a confidential process
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You want to explore resolution without escalation
It may not be suitable if:
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There are immediate safeguarding concerns
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A formal legal or disciplinary process is required
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One or more parties are unwilling to participate
A confidential first step
Share a few details below and we’ll respond with clear, practical guidance on whether mediation could help — with no obligation to proceed.