Mediation and conflict resolution
Before it becomes a dispute
A team that has stopped talking, a manager being challenged, someone off sick for three months that nobody dares ask about. These situations do not improve on their own, and every month that passes reduces the number of ways out.
On this page
How we work
We listen separately
To each person concerned, without the others present. These separate conversations let each person set out their situation before any joint discussion.
We pass on what can be passed on
Some things are said in a meeting and are not repeated. We agree with each person which points can be shared with the other parties.
We look for a workable agreement
A way of working that holds, and that gets written down.
And if it does not settle
We tell you what that implies, and you decide what happens next with the people qualified to handle it.
Our role in these situations
We already know the administrative side of your company: the contracts, the working rates, the absences, the history of amendments.
Difficulties at work are often accompanied by administrative or written records that help trace the context. We review them to identify what is relevant to handling the situation.
Resolving a conflict may also mean putting certain decisions in writing: an amendment to the contract, a change of hours or, in some cases, an end to the employment relationship. We prepare the necessary documents with you.
The scope of our role
We remain neutral
We help the employer and the employee alike towards an outcome both can accept, without representing one against the other.
We are not a law firm
A dispute under way is a question of law, and we point you elsewhere rather than answer it.
We do not diagnose
Burnout, harassment, distress at work are established by professionals qualified to do so, not by us.
A situation under way?
Describe the situation to us, in your own words. We will tell you whether it is something we can take on, and if not, where to go.