A guide to healthcare mediation for Employers, HR and Management Teams

What we mediate

• Reasonable adjustments — disagreements about the support or changes needed for an employee with a disability, neurodivergent condition or health condition
• Sickness absence and return to work — planning a realistic, supported return after a period of ill health
• Relationship breakdown — conflict between colleagues, or between an employee and their manager, affecting wellbeing and performance
• Post-grievance repair — rebuilding a working relationship once a formal grievance or disciplinary investigation has concluded
• Mental health and neurodivergence at work — disputes where an employee’s mental ill-health, neurodivergence or disability is a central factor

Why commission mediation

Mediation is a proportionate step to offer before, during, or after a formal process. It typically helps because it:

• gives both parties a structured, confidential space to be heard, which can de-escalate conflict before it becomes a formal grievance or tribunal claim
• is usually faster and less costly than a formal grievance process or employment tribunal
• protects the working relationship, which matters where the employee is expected to remain in post
• supports your obligations around reasonable adjustments and equality law by creating a constructive space to agree practical solutions
• can reduce sickness absence and support a sustainable return to work

It doesn’t replace a formal grievance, disciplinary or Occupational Health process — it can run alongside or ahead of these, and we’re careful to work within your policies and any legal advice you’re receiving.

Our approach and credentials

Mediation is led by Arabella Tresilian, founder of Health and Care Mediation. Arabella is a CEDR-accredited mediator (accredited 2017) and CEDR-accredited trainer, registered with the Civil Mediation Council and the International Mediation Institute, and a qualified Mental Health First Aid Instructor — particularly relevant where mental health is part of the workplace dispute. She has mediated workplace and organisational disputes up to board and CEO level, across public, private and third-sector organisations. Professional indemnity insurance is held and confirmed on request.

How and when to refer

Mediation tends to work best when offered early, but it can also be effective later — including once a grievance has concluded and the relationship still needs repairing.

Cases typically come to us via:

• HR and Employee Relations or case management teams, as part of managing an ongoing dispute
• Occupational Health, where a health condition, disability or neurodivergence is a factor in a return to work or workplace conflict
• Line managers, with HR support, where a relationship breakdown is affecting a team

You’re welcome to refer or commission a case directly — this is our preferred route, since it lets us agree scope, confidentiality and timelines with you from the outset. An employee may also approach us having been signposted by you, in which case we’ll confirm your organisation’s willingness to take part, and fund the process, before proceeding.

To start, contact us for a confidential scoping conversation. We’ll talk through the situation, who needs to be involved, and whether mediation is the right fit before any commitment is made.

Costs

Fees are agreed case-by-case, depending on the complexity of the dispute, the number of parties, and whether the case needs a single mediator or co-mediation. The employing organisation typically covers the cost, most commonly via HR or Occupational Health budgets; costs are occasionally shared by agreement. We’ll agree and confirm the funding arrangement with you before mediation begins.

Contact us below to discuss a referral