FAQ
Find answers to common questions about our workplace mediation, communication and conflict resolution services.
Workplace mediation is a structured, confidential conversation led by an impartial independent third party, a mediator. It helps people talk openly, understand each other’s perspectives and agree a way forward. At OW Resolve, we create a calm, safe space where difficult conversations become manageable and productive.
Mediation is most helpful when working relationships feel strained, communication has broken down, or a disagreement is stopping progress. Many clients come to us when things feel “stuck” and they need a steady, neutral hand to help everyone move forward. Perhaps an employee is absent from work and struggling to return or you need to help a pair of colleagues or team to move on from a disagreement. Post grievance is a good time to use mediation so that relationships may move forward, after strain or being unsettled.
Yes. Confidentiality is at the heart of our work. What is said in mediation stays in mediation, unless everyone agrees otherwise. This allows people to speak openly, breathe a little easier and feel genuinely heard. Confidentiality is our cornerstone and we will behave in a discreet manner throughout the process, going as far as we can to ensure that nobody unnecessary is aware of the mediation.
Not at all. Mediation isn’t about blame or judgement. It’s about understanding, clarity and rebuilding communication. Our role is to guide the process fairly and respectfully, not to take sides or make decisions for anyone.
Most workplace mediations take a full day to two days, including private conversations and joint discussions, if joint discussions are agreed/suitable. Some matters resolve more quickly; others benefit from a series of follow-up sessions. We move at a pace that feels safe, steady and productive for everyone involved.
Mediation is voluntary, but we often help organisations explain the benefits and reduce any anxiety about the process. People are far more willing to engage once they understand that mediation is supportive, confidential and designed to help them, not pressure them. Nobody involved will ever be forced to feel uncomfortable or unsafe.
Outcomes vary, but most mediations end with a clear, practical agreement that everyone has shaped together. This might include new ways of communicating, boundaries, expectations or working arrangements. The aim is always the same: a healthier, more workable relationship. Workplace mediation has a high rate of success with up to 95% of participants stating that it has helped them to manage a challenging period.
Yes. Impartiality is non-negotiable. At OW Resolve, we don’t judge, advise or take sides. We guide the conversation with kindness, clarity and firm fairness so each person feels respected and understood. We will never impose an outcome or persuade a person into a set of circumstances they feel is not right for them.
Mediation is almost always far more cost-effective than formal processes, grievances or legal action. We offer clear, upfront pricing with no hidden extras. Many clients tell us the value lies not just in resolving the issue, but in restoring communication and confidence. An employer will usually pay for the mediation when the instruction comes from them. We can discuss and agree the price depending on what you require or your budget.
We won’t leave anyone feeling adrift or make matters worse. By the end of the process, participants will have a clear sense of what comes next and, where possible, a positive change from where things began. Most people leave with a practical plan they’ve shaped themselves. We can stay involved for a few weeks or even months if follow-up support would help. Our aim is always the same: to leave people feeling heard, with increased confidence and a renewed ability to work well together.
Yes. Mediation is conducted on a without prejudice basis, which means people can speak openly and explore options without anything being used against them later. This creates a safe space for honest conversation and genuine problem-solving.
Mediation can also run alongside formal processes, including Employment Tribunal claims. In many cases, it helps reduce the need to wait for a hearing if an agreement can be reached. With tribunals now listing cases into 2029, mediation offers a far more human and time-sensitive route forward. It allows people to regain a sense of control and get on with their lives, rather than spending years in uncertainty about what comes next.