A guide to mediation for Employees and Individuals in the Workplace

Managing a health condition or neurodivergence at work is hard enough without conflict with a manager or HR team on top of it. When that happens, it can quickly become distressing and exhausting for everyone involved.

Our aim is to provide a calm, supportive space to help you and your employer communicate clearly, rebuild trust, and find a workable way forward.

What is workplace mediation?

Mediation is a voluntary, confidential process. An independent, specially trained mediator helps resolve workplace disagreements without the need for a formal grievance or employment tribunal.

The mediator doesn’t take sides, give legal advice, or decide the outcome for either party. Instead, they create a structured, safe space where:

• you can explain, in your own words, how the situation is affecting you
• you and your employer/colleague/manager can openly discuss needs and concerns
• you work together towards a practical, lasting solution

Mediation isn’t about apportioning blame. It’s about repairing communication, understanding each other’s perspective, and creating the conditions for you to return to, or continue, your work well.

Is mediation right for your situation?

Mediation is effective for a wide range of workplace dynamics, including:

• Reasonable adjustments — disagreements about the support or changes needed for 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 with a colleague, manager or team affecting your wellbeing and performance
• Post-grievance repair — rebuilding working relationships once a formal investigation has concluded

Preparing for mediation

Your mediator will guide you through the process, always starting with a private, confidential conversation with you alone. It helps to think ahead about:

• What would help you thrive — the practical changes or agreements that would help you feel supported and able to do your job
• Relevant documents — such as Occupational Health reports, or correspondence about reasonable adjustments
• Anything you need to take part fully — we are trauma-informed and regularly accommodate sensory needs, pacing, or alternative ways of communicating. Just let us know.

A note to employers and HR professionals

If you’re an HR professional, manager or Occupational Health adviser reading this alongside an employee: we know you’re often balancing organisational responsibilities, legal risk and genuine care for someone’s wellbeing, and that isn’t always straightforward. Mediation is there to support that work, not second-guess it – it gives everyone, including you, a structured space to be heard and to find a way forward together.

How to start: referring a case

Workplace mediation is a voluntary, joint process, so we can’t proceed unless your employer is also willing to take part.

If you are an HR professional, manager or organisation, you’re welcome to refer a case to us directly or commission mediation on behalf of everyone involved — this is our preferred route, and the quickest way to get things moving. [Contact us] to discuss a case in confidence.

If you are an employee, the best first step is to raise it directly with your employer — usually your manager, HR department or Occupational Health representative:

1. Ask them: “Would you be open to bringing in an independent mediator to help us work through this?”
2. Feel free to share this website with them, so they can see how we work.
3. Once your employer has confirmed they’re open to it and willing to fund the process, either of you can contact us to arrange a complimentary, no-obligation conversation.

What does it cost?

We agree fees and funding before mediation begins, so there are no surprises. Most commonly:

• The employer covers it. Workplace mediation is typically funded by the organisation, often via HR or Occupational Health budgets.
• Costs are occasionally shared, by agreement between employer and employee.
• Legal aid does not generally apply to workplace mediation. If you’re already receiving employment advice, it’s worth asking your adviser whether any funding support is available to you.

Whatever the arrangement, we’ll always be clear about cost before anyone commits to the process.