Workplace mediation
Ten hours, not ten months
A confidential, voluntary conversation between colleagues, held by an impartial mediator. Faster than a grievance, cheaper than a tribunal, and it leaves people able to work together afterwards.
Standard case
About 10 hours
Confidential
Always
Voluntary
Either party can stop
Where
On site or neutral ground
When to use it
A breakdown between two colleagues. A team that has divided into camps. A grievance raised that nobody really wants to run through the full formal process. A manager and a direct report who can no longer have a straightforward conversation. Someone returning after a period of absence into a situation that has not changed.
Mediation works best early. Once positions are formalised in writing, they get harder to move — which is why the cheapest time to mediate is usually the point at which people are still hoping it will sort itself out.
How it sits with your grievance procedure
Mediation is not a replacement for a grievance procedure, and it is not a way of avoiding one. It sits alongside it, as an option that can be offered before, during or after — and it is increasingly written into policy as a first step.
We can help you build that route in properly, so managers know when to offer it and staff understand it is available. That is often more valuable than any single case we handle.
Three ways we run a mediation
We assess the conflict first and then recommend the shape that fits it. These are the three we use.
Standard two-party mediation
Our transformative model, which pays attention to behaviour, emotions, issues and the relationship itself. For cases where two people need a real chance to think creatively together and reach something that works for both. £2,000 + VAT.
Early intervention model
For a conflict caught early, where the issues are relatively straightforward and speed matters. Assessment and preparation happen in the same meeting, and the agreement is made during the shared dialogue rather than afterwards. £1,300 + VAT.
Complex or multi-party mediation
Where the conflict involves several parties, a whole team, or two groups, and needs a bespoke design. Because the shape is not knowable in advance, we assess first and then quote for the process that assessment points to. £300 per party + VAT for an initial assessment.
What actually happens
Every case follows the same four stages. Saying yes to an assessment does not commit you to the rest.
01
Assessment
We meet each person separately to hear what they are experiencing, explain how mediation works, agree what they want out of it, and check honestly whether mediation is the right approach at all. Saying yes to an assessment does not commit you to anything further.
02
Case development
Private preparation for the shared dialogue: what would make it safe and worthwhile for you to speak openly to the other person. Where several parties are involved these meetings may be held in small clusters.
03
Shared dialogue
Everyone comes together with the mediators to talk about the issues and their effect, and to look jointly for a way forward. Where meeting directly is not workable we can run a shuttle process instead, with the mediators carrying agreed messages between the parties.
04
Resolution and closing
A few days later, once people have had time to reflect and to consult anyone they need to, everyone meets a final time to commit to the agreement. That gap is deliberate: agreements made after a pause last considerably better than ones made in the room.
Before we take a case on
Mediation only works under certain conditions, and we keep checking them throughout rather than just at the start:
Voluntary. Everyone takes part by choice, and anyone can withdraw at any stage.
Able to speak for themselves. Each party can represent their own interests, with additional support where that is needed.
A shared purpose. There is something the parties can genuinely cooperate on.
The right approach. Mediation actually fits the situation, and we have the right practitioners for it.
Sometimes mediation is not the right approach, or someone needs more support to get through it. We also offer accompaniment and resolution coaching, and we will say plainly if we think one of those fits better than mediation.
The practical detail
Confidentiality. Mediation is confidential within TIDES Mediation NI. We would break that only where the law requires it, to protect someone vulnerable, or to prevent a crime — and we explain those limits to everyone before we start.
Where it happens. Meetings can take place online, at Mediation House in Belfast, or at a suitable venue closer to the parties. Prices include all expenses and travel. The only thing not covered is hire of an external venue, if you would rather not meet at Mediation House or on your own premises.
One mediator or two. Some cases are run by one mediator and some by two. We use co-mediation where a case is complex or involves a large group, where there are diversity sensitivities, or where the conflict is particularly sensitive. If we start with one mediator and it becomes clear a second is needed, we will always ask you first.
If mediation is not the answer. Sometimes mediation is not the right approach, or someone needs more support to get through it. We also offer accompaniment and resolution coaching, and we will say plainly if we think one of those fits better than mediation.
Common questions
How much does it cost?
See our pricing. Most workplace mediations are charged as a day rate covering assessment, the mediation itself and any written agreement.
What if one person refuses?
Mediation is voluntary and cannot be imposed. Conflict coaching is an alternative that works with one person alone.
Is it confidential from the employer?
Yes. The employer is told whether an agreement was reached, not what was said.
Who are the mediators?
Practising mediators who handle live workplace and community cases. Our practitioner qualification is accredited by the International Mediation Institute.
Can you do it online?
Yes, and it works well. In-person is usually better where the relationship is badly damaged.
Refer a case
Workplace mediation referral form
For organisations referring a workplace dispute to us — HR, a line manager or an employee relations lead. Send us the details and we will come back to you to talk it through.
Not ready yet
Talk it through first
No obligation. Describe the situation and we will tell you whether this is the right tool.
The full information sheet
PDF download
Our full mediation information sheet — the three process diagrams, what to expect at each meeting, our core values and the complaints process — goes here as a downloadable PDF.
Upload the rebranded PDF to the media library and link it from this block.