Workplace Mediation FAQs
The concept of mediation is still a relatively unknown phenomenon. Mediation is being talked about more and more but many people are confused about what it means, how it works and whether it can add value for an organisation. Our research tells us that organisations want simplicity. So, we keep it simple.
In the section below we outline what workplace mediation is and indicate the steps you need to follow in order for Globis to mediate an issue for you or your organisation.
In this section...
What is mediation?
How important is workplace mediation?
How successful is workplace mediation?
How does workplace mediation fit with an organisations HR strategy?
Can anyone be trained to become a workplace mediator?
What workplace mediation services does Globis provide?
Who is the lead workplace mediator at Globis?
Is workplace mediation only suitable for certain disputes?
Where does workplace mediation take place?
What are the normal steps in a mediation?
What matters are covered by a workplace mediation agreement?
What is the role of a workplace mediator?
What happens if I do not wish to settle?
Can the principles of workplace mediation be used in any other way?
How do I find out more?
Mediation is a process that invites the parties to be creative, collaborative and responsible for solutions. It is future oriented and less concerned with deciding who is right or wrong than with solving problems so they don't occur again.
An increasing number of workplace disputes are being referred to mediation. The business case for workplace mediation is persuasive. Mediation has been proven to save organisations time and money. Organisations can demonstrate that by using mediation they are pursuing cost effective dispute resolution methods that underpin corporate and social responsibilities. Mediation is an alternative to the grievance and disciplinary procedures. Globis provides workplace mediation and workplace mediation training to organisations all over the UK.
85-90% of the cases referred to Globis for mediation over the last 5 years have settled.
Globis works with organisations to pursue a preventative and remedial approach to building relationships at work. For more information on how Globis can help your organisation develop a robust overall strategy, please contact us.
Yes, in principle. The core skills required for mediation are closely linked to people management skills such as communication, reframing, listening, team working, analysing, identifying issues and problem solving. In house mediators must also have a good reputation for confidentiality to gain the trust of their colleagues.
To find out more about workplace mediation training, click here.
- Providing expert accredited mediators
- Assisting in drafting mediation agreements
- Advising and representing the parties to a mediation
- Assisting in selecting and booking appropriate premises
- Setting up an in house mediation scheme
- Outsourcing your mediation service
- Mediation Partnership Scheme
Globis has a national panel of over 30 mediators. All our mediators comply with the EU Code of Conduct for mediators. As a specialist in business, employment and workplace disputes we are one of the UK’s leading mediation providers, having mediated thousands of disputes to date.
Our mediation service provides a cost effective high quality option for those commissioning mediation. We are regularly the first choice for lawyers and non lawyers seeking to appoint a mediator.
By appointing a mediator through Globis, we guarantee you the skills you need for difficult and sensitive situations. 85-90% of the cases mediated over the last 5 years have settled.
Our national panel of mediators includes HR professionals, lawyers, trade union representatives and line managers.
We believe not. Mediation often proves a useful way to get dialogue going. We would recommend that mediation principles be engaged at the earliest opportunity, whatever the dispute.
Neutral venues have obvious advantages in creating the right atmosphere for mediations. Globis can advise as to the selection of appropriate neutral premises.
- The mediation agreement - an agreement by both parties to submit their dispute to mediation;
- The mediation meeting - a meeting that is usually planned to last one day but can last longer, either on a planned basis or because the parties decide that one day has not been enough;
- The settlement - a written agreement concluded before the end of the mediation meeting disposing of the dispute and any litigation that has been started; OR
- Continuing efforts to settle the dispute - if at the end of the mediation meeting the parties have not settled the dispute, the mediator remains available to help.
- The mediation agreement provides for the confidentiality of the process and for the without-prejudice nature of the process - employment rights are not affected by mediation
- The mediators duties are defined.
- A timetable for the exchange of information is laid down.
- It is expressly provided that no settlement reached in the mediation will be legally binding until it has been reduced to writing and signed by all the parties.
- Provision is made for the circumstances in which the mediation can terminate.
- The company agrees as to the manner in which the fees, expenses and costs of the mediation will be dealt with.
- Most mediation agreements provide for the mediator to be protected from subsequent litigation.
The mediator operates neutrally. Their role is not to express to the parties any views as to the merits of a case being put forward by each side. Their role is to ensure that the parties reach as full an understanding as possible of the strength and weaknesses of their own and their opponents cases.
No party is compelled to settle in the course of a mediation. Indeed the mediation agreement will expressly provide that until an agreement is signed by all parties, no binding settlement has been achieved.
- Managing change
- Increasing effective working at senior levels
- Working with Trade Unions
- The merger and acquisition process
- Managing customer relationships