Mediation for
employment disputes

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We understand that unresolved conflict can have a significant impact on morale, productivity, and retention. Mediation offers a proactive, non-adversarial route to resolution, helping prevent formal procedures, rebuild trust, and create a more harmonious workplace culture.

Mediation is a form of Alternative Dispute Resolution (ADR) and should always be considered before taking matters to tribunal or litigation. We believe that employment mediation, more often or not, will result in positive outcomes for both employer and employee without the costs and stress that come with court cases.

Whether it’s a long-standing issue or a recent clash, AfterAthena helps employees move forward with mutual respect and clearer understanding.

What is Workplace Mediation?

Workplace mediation is a voluntary and confidential process in which an independent mediator supports individuals or groups in resolving conflict collaboratively. Rather than imposing decisions, the mediator facilitates constructive dialogue, helping parties understand each other’s perspectives and reach mutually acceptable outcomes.

Mediation is particularly effective when used early, before issues escalate into formal HR processes or legal disputes.

For an in-depth look at workplace mediation, its benefits, when it’s relevant, the key stages of mediation, and a comprehensive list of FAQs, visit our workplace mediation guide for employers.

Why Choose AfterAthena for Workplace Mediation?

Qualified mediators with extensive HR and employment law experience
A structured, impartial, and confidential process with client privilege
Sector-specific knowledge across a wide range of industries
An understanding of how mediation outcomes align with HR policies and legal obligations
Support from an SRA-regulated law firm, providing additional reassurance and credibility

This integrated approach ensures mediation is not only effective on the day, but sustainable within your wider organisational framework.

Why choose mediation over a tribunal or litigation?

Cost-effective: Avoids costly and lengthy tribunal proceedings.
Fast: Engage parties right away. No waiting for court dates.
Confidential: Protects reputations and workplace relationships without court cases going public and picked up by the media.
Flexible outcomes: Solutions can include more than money. Apologies, references, adjusted roles and agreed communications are just some examples.
Preserves relationships: Encourages ongoing cooperation where parties must continue working together.

An employer and employee shake hands in the presence of an employment mediator

Meet your Mediators

Image of Jade McEvoy, HR consultant and mediator

Jade McEvoy, HR Consultant and Accredited Mediator

With 15 years of HR experience across professional services, the public sector, manufacturing, and fast-paced commercial environments, Jade McEvoy has resolved complex grievances, personality clashes, and organisational tensions with empathy, clarity, and fairness. Jade offers a structured, impartial, and confidential space to work through conflict and rebuild effective working relationships.

Amy Musgrove, HR Consultant and Accredited Mediator

Amy is an experienced HR consultant, qualified mediator and Level 5 coach. With a varied background in organisational development and HR, working across local government and charity sectors, she specialises in resolving workplace disputes, disciplinaries and change issues. She has mediated for internal teams and external parties, gaining mediation accreditation in 2023, as well as Chartered CIPD status in 2025.

Employee mediation pricing structure

Two party mediations

Fixed day rate (9:00am – 5:00pm): £1,350.00 + VAT.
Price includes travel to any location within the north west, UK.

Includes:

Preparation time
Administration and coordination
Mediator’s time and expertise
Individual pre-mediation meetings with each party (up to 1.5 hours each)
Joint mediation session (up to 3 hours)
Drafting the written agreement
Report issued to the referrer on mediation outcomes, subject to participants’ approval

An hourly rate of £175.00 + VAT applies for any additional time beyond the sessions listed above.

Group mediations (2 days)

Fixed day rate (9:00am – 5:00pm): £1,500.00 + VAT per day. Price includes travel to any location within the north west, UK. Suitable for groups of up to five.

Includes:

Preparation time
Administration and coordination
Mediator’s time and expertise
Day 1: Individual pre-mediation meetings with each party
Day 2: Joint Mediation Session up to a full day (9:00am – 5:00pm)
Drafting the written agreement
Report issued to the referrer on mediation outcomes, subject to participants’ approval

An hourly rate of £175.00 + VAT applies for any additional time beyond the sessions listed above.

Optional review

Aftercare meeting with the parties, held two months post-mediation (or on an alternative agreed date), to assess whether the agreement is being upheld by all participants.

FAQs

Is mediation mandatory in an employment dispute?

No, mediation is not mandatory in an employment dispute. Unlike the statutory process of ACAS conciliation, mediation is an optional step that can serve as an extremely valuable purpose in settling non-legal matters and remove the need to take matters to tribunal and court.

Will the mediation be made public?

No. Unlike court proceedings, mediation is completely confidential and keeps the nature of the dispute outside of the public domain.

Can an employment dispute still proceed to court even with mediation?

Yes. That being said, even if the dispute is taken to tribunal, mediation often narrows down the issues, saving time and costs.

Is mediation legally binding?

No. Agreements made in employment mediation are not legally binding. However, they may be converted into legally binding agreements should both parties agree.

Before Mediation - Facilitated Conversations

It is possible to resolve issues without entering a formal process or traditional mediation.

A facilitated conversation is an informal, voluntary discussion between two or more people, led by a neutral facilitator, to help them talk through complex or sensitive issues and reach shared understanding or agreement. Its main purpose is to address conflict early, improve communication, and rebuild working relationships, without the need for a formal process.

Our mediators offer specific training, providing a practical foundation for leading facilitated conversations to address workplace conflict effectively. The training course explores the nature of conflict, the facilitator’s neutral role, and the 7-Step Resolution Model, then guides you through running a structured conversation, from setting ground rules and ensuring all voices are heard, to identifying interests, impacts, shared goals, and realistic solutions. The training course also develops key facilitation skills such as active listening, empathetic and neutral communication, and managing strong emotions. Finally, you’ll cover documentation, confidentiality, follow-up and accountability, clear boundaries for escalation, and the role of HR in supporting managers throughout the process.

Related Insights

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