A weathered wooden shipwreck resting on a tidal beach.

Commercial, workplace and conflict mediation, Leeds and Yorkshire-based, working UK-wide

A path through conflict

Mediation is a structured dispute resolution process where clients work with a neutral mediator who facilitates a structured conversation between parties with the goal of reaching a negotiated settlement. It can be an appropriate step to mediate a dispute before deeper relationship building or organisational development work is undertaken because the will to dream about future possibilities is easier to recruit, when disputes have been resolved.

This can include for a team in conflict, two colleagues who've developed challenges in their relationships, strains in partnerships, discrimination disputes and also disputes between trustees, directors and executive teams. We have been pleased to support people and organisations in many circumstances. Philip is a CEDR-accredited mediator, based in Leeds UK, working across the UK both in person and online - with groups and individuals. If something is going on that might benefit from a structured dispute resolution conversation, send me an email with more information, and we can arrange a meeting.

Send an email — an early conversation costs nothing and commits you to nothing.

What mediation involves

For people who have not participated in a mediation before, it is a supportive process designed to structure a conversation so parties can have a conversation where each can listen deeply to the other and speak plainly what they mean.

Mediation begins with appointment of the mediator (which both parties agree on) and then the signing of the agreement to mediate - this step marks the beginning. From there, an information gathering phase takes place which involves conversations with each party and gathering an understanding of their positions. The mediation will then support the parties to clarify their positions and their needs, so they can communicate them clearly at the beginning of the mediation - these are usually then written by the clients and the mediator can support this process if required.

The in-person phase only then begins when the information gathering phase has happened and the clients are ready to meet, although it is usually within a reasonably quick timeframe as it benefits all parties to aim for a resolution in the shortest time possible. We work flexibly to ensure the mediation can progress without undue delay.

The mediation itself is successive rounds of conversation, sometimes separately and sometimes together, where the parties work with the mediator separately and then together. The expected undertaking is that the mediation proceeds for as long as it takes until a resolution is reached. This can sometimes be quite fast and sometimes it takes a number of hours. The mediator will remain with the mediation until it is complete or until both clients agree a pause.

At the conclusion of the mediation a written settlement is agreed and signed by all parties, detailing the resolution and recording the agreed outcome for both parties — and where court proceedings are already under way, that settlement can be recorded in a Tomlin order where necessary.

This is CEDR-accredited practice — the Centre for Effective Dispute Resolution's mediation training and standards — applied to commercial, workplace, personal and organisational relationships specifically.

Workplace & organisational mediation

All relationships can experience strain, particularly when working in challenging or high stress settings. Resolving workplace conflicts successfully lays a more stable foundation for future relationship building work, and therefore enhances the likelihood of success in future plans for the organisation. It can also be an effective way to resolve disputes which would otherwise have required litigation, and it can bring significant resolution for the parties involved rather than the continuation of ill feeling and stress. Working wisely with conflict is the partner discipline to working with feedback, and mediating past conflicts can be a first step before then learning and embedding these capabilities within your teams.

One example: a national charity developed a discrimination dispute between members of its board of trustees, the chairperson and their chief executive. The dispute threatened to carve a wedge between an otherwise very effective and functional team and land the organisation at tribunal. A mediation saved the organisation significant resource, retained a lot of talent within the organisation and avoided a lengthy legal case.

Family business and succession

Family businesses are benefitted by the depth and density of family relationships, and also the depth of upset when those relationships are spoiled for some reason. Family businesses, farms, family partnerships and generational business relationships benefit as much from mediation when required. I am experienced at working in the nuanced space between work and personal relationship and if you are experiencing tension or have a direct issue to discuss I am happy to speak.

Questions

What happens in a workplace mediation?

Mediation begins with appointment of the mediator (which both parties agree on) and then the signing of the agreement to mediate. From there, the mediator works individually with parties to understand their positions. The mediator will then support parties to clarify their positions to a point where they are happy to share them in the mediation itself. The in-person phase begins when the clients are ready to meet. Ideally within a reasonable timeframe aiming for a resolution in the shortest time possible. The mediation is successive rounds of conversation, where the parties work with the mediator separately and then together. Mediation proceeds for as long as it takes until a resolution is reached

How long does workplace mediation take?

Many cases are resolved within one day of live mediation, although if longer is required the mediator stays with the mediation until it is complete. The prep time, involving private conversations ahead of the parties coming together happens as and when over the days preceding the mediation and can work around the schedules of parties involved. The mediator agrees to make themselves available for the mediation and to prioritise the need of their clients, often not undertaking other work during the course of each mediation so they are clear and available for the clients. The availability of all clients to participate in pre-meetings and the mediation itself is a factor in determining how long the mediation will take.

Is workplace mediation confidential?

Yes — confidentiality is foundational to mediation. All work is undertaken without prejudice: what passes between the parties, and between a party and the mediator, cannot be produced as evidence or disclosed to a judge, an arbitrator or any other decision-maker, except where the law makes it disclosable anyway.

It is not absolute, and we would rather you knew the edges of it before you decide what to tell us: working to the CEDR Model Mediation Procedure, there are three circumstances in which the confidentiality of a mediation cannot be preserved — where the mediator, a party, or a party's representative is required by law to make disclosure; where the mediator reasonably considers that there is a serious risk of significant harm to the life or safety of any person if the information is not disclosed; and where the mediator reasonably considers that there is a serious risk of being personally subject to criminal proceedings unless the information is disclosed.

Outside those three, nothing is discussed or shared with other parties, in line with our accredited code of conduct. We work to rigorous data-protection procedures for the security of client data, often with very sensitive and secure clients for whom we uphold the highest standards. Our privacy and confidentiality documents are available on request.

What does CEDR accreditation actually mean?

CEDR — the Centre for Effective Dispute Resolution — trains and accredits mediators against a recognised standard of practice, the same standard used across commercial and workplace dispute resolution in the UK. It's a marker that the process itself, not just the person running it, meets a tested framework rather than an informal approach.

Do both parties have to agree to mediation?

Yes — mediation only works with willing participation from everyone involved, which is part of what makes it different from a formal grievance process. Parties first must agree to mediate and then jointly agree on the mediator, so the mediator is jointly appointed by both parties. Many contracts have a stipulation to seek mediation before litigation as it is a less stressful and more beneficial way to resolve a dispute.

Is mediation the same as counselling or therapy?

No. Mediation is a structured process focused on mediating a dispute towards a resolution. It doesn't involve psychotherapeutic treatment, and isn't offered as one.

Send an email — an early conversation costs nothing and commits you to nothing.

See the work · An anonymised account of one mediation · Working with me — the practical detail