HR Consultancy Services
Workplace mediation services
Workplace conflict is rarely comfortable, or cheap. ACAS estimates that conflict costs UK employers around £28.5 billion every year, roughly £1,000 per employee.
At Cornerstone Resources, we provide TCM-accredited workplace mediation services for employers across the UK. If a workplace dispute is affecting your people, your team culture or your productivity, we’re here to help.
TCM-accredited mediators · UK-wide · In person or remote
£28.5bn
Estimated annual cost of workplace conflict to UK employers (ACAS).
4.5×
A formal grievance costs roughly 4.5 times more than mediation to resolve.
£1,917
Average cost of mediation vs £8,775 for a formal grievance process.
The instinct for many organisations is to reach straight for a formal grievance process, despite formal grievances costing around 4.5 times more than mediation to resolve. Formal processes have their place, but where the real issue is a relationship breakdown, a communication failure or a personality clash that’s been left too long, a formal route can harden conflict rather than resolve it.
Workplace mediation offers something different. It’s confidential, voluntary and impartial. It gives both parties the space to be heard properly, to understand each other’s perspective and to agree on a practical way forward. Most importantly, it addresses the actual issue rather than producing a decision that leaves everyone quietly resentful.
When mediation is the right approach
Mediation works best when the core issue is relational rather than disciplinary. It’s most effective where there’s still a reasonable prospect that both parties can work together, given the right support and the right space to have an honest conversation.
Not sure if it’s the right fit? If you’re uncertain whether mediation is the right step, or whether a facilitated conversation, grievance process or investigation would be more appropriate, we’ll give you an honest view.
- Personality clashes and relationship breakdowns between colleagues, or between a manager and a direct report
- Allegations of bullying or harassment where a formal investigation isn’t yet warranted
- Communication breakdowns that have started to affect team performance or wellbeing
- Tensions arising from organisational change, restructuring or a change in management
- Perceived unfairness or cultural misunderstandings that have created distance between people
Our Approach
How our workplace mediation process works
Our process is structured, confidential and person-centred. It typically moves through three stages.
Individual preparation meetings
Before any joint conversation takes place, the mediator meets separately with each party. This gives both people the opportunity to share their perspective openly, without feeling defensive or observed. These sessions help the mediator understand the issues, the context and what a good outcome would look like for each person.
Joint mediation session
Both parties come together in a neutral, safe environment. Each person has the opportunity to speak without interruption, to be heard properly and to hear the other person's perspective without deflection. The mediator keeps the conversation constructive and helps both parties move from focusing on what has happened to focusing on what they each need in order to move forward.
Agreement
Where both parties are ready, the mediator helps draft a practical agreement that both can commit to. This agreement belongs to the people involved, not to HR or management. That shared ownership is often what makes the outcome durable.
What’s said in mediation stays in mediation. Everything discussed during the process is confidential. That’s what allows people to speak honestly and reach something that actually works.
Honest Assessment
When mediation may not be appropriate
Not every situation calls for mediation. It’s important to us that we’re straightforward about this.
Mediation is unlikely to be the right route where:
- There are allegations that require a formal investigation or disciplinary process
- Criminal activity or overt abuse is involved
- One party doesn’t feel safe to participate freely, or is being pressured to take part
- There is a significant, unmanaged power imbalance that would prevent genuine dialogue
- A mental health condition or other challenge would prevent constructive participation
In any of these situations, we’ll help you identify the appropriate course of action. Our wider HR services cover workplace investigations and grievance handling, so if a formal process is what’s needed, we can guide you through that too.
Why Cornerstone
Why choose Cornerstone for workplace mediation?
TCM-accredited, experienced mediators
Our mediators are professionally trained and accredited. We bring practical experience across a wide range of workplace disputes and sector contexts, including SMEs, charities and care organisations.
Straightforward advice, not what you want to hear
We won't recommend mediation where it isn't appropriate, and we won't soften what we tell you if the situation calls for a different approach. You'll get an honest assessment from the start.
The broader HR picture, built in
As an HR consultancy, we understand the employment law context, the team dynamics and the business risk sitting behind each case. That perspective matters when you’re navigating something sensitive.
Available across the UK
We work with employers across the UK and can deliver mediation sessions in person or remotely, depending on what works best for the people involved.
What Clients Say
Trusted with the tricky conversations
“I've worked with Rob on an employment issue and found him to be extremely professional, both in his understanding of the case and also the manner in which it was handled. As a small business with no HR department, in the future it'll be beneficial to be able to call on his expertise and navigate through various issues as they arise, knowing there will be a cost effective solution available.”
Martin Taylor
Director, Peloton Events
Google review
“As a small business owner, it is invaluable to have someone like Cornerstone Resources on hand to help with the tricky employment issues. Highly recommend.”
Stephen W.
Director, Swift Tree Services
Google review
Ready When You Are
Ready to resolve it?
If you have a workplace dispute that needs addressing, don’t wait for it to become more formal, more expensive and harder to repair.
Talk to us. We’ll listen, give you a clear view of the options and help you decide on the right way forward.
FAQ
Frequently asked questions
Most workplace mediations are completed within a single day, though the total time depends on the complexity of the case and the number of parties involved. Individual preparation meetings typically take place beforehand.
Yes. Everything discussed during the mediation process is confidential. The mediator won't share the details of what's said with your HR team or senior management unless both parties explicitly agree to this.
Costs vary depending on the complexity of the case and whether sessions are conducted in person or remotely. To get a clear, honest indication of what to expect for your situation, get in touch with us and we’ll talk it through with you.
Mediation is voluntary throughout. If the process doesn't result in an agreement, you're no worse off than before, and both parties remain free to pursue other routes. In practice, most well-prepared mediations reach some form of agreement, though the durability of that outcome depends on the willingness of both people involved.
Mediation and formal grievance procedures serve different purposes. Mediation is not a substitute for a formal process where one is genuinely required. However, in many situations it resolves the underlying issue more effectively and with less lasting damage to working relationships. We can help you assess which route is right for your specific circumstances.