Mediation

As experienced litigation specialists, we understand that disputes are sometimes necessary. But it’s vitally important to look at dispute resolution.

Mediation is a way to mend relationships. It is a facilitated process conducted by a neutral person. As mediators, we introduce objectivity, establish common ground, and help the parties to identify solutions.

When disputes arise they are invariably time consuming and costly. Conflict disrupts focus and drains energy and resources. We know it can also have a profound effect on the health and wellbeing of those involved. We therefore focus on a ‘mitigate, not litigate’ approach to protect the welfare of our clients.

How we help

We help in a variety of settings, including during board level conflict, tensions between trustees and senior managers, breakdowns in the line-management relationships, conflict between colleagues, commercial disputes, or disputes with stakeholders.

Mediation is a highly effective way of resolving conflict. If there is conflict within your organisation that is disruptive and counter-productive, please do contact our specialist mediators to explore how we can help.

Meet our team
You May Also Be Interested In

People and Workplace round-up | 15 October

Welcome to our round-up of people and workplace updates, hand-picked to help HR teams stay informed about legislative developments. Catch up on: Keep Britain Working: Government update on the new workplace health system On 23 September 2026, the government published Sir Charlie Mayfield’s update on the post-review work of Keep Britain Working. HR leaders should …
Read more

Probation periods are changing: 10 things employers should do now

Effective use of probationary periods has always been important, but until now, if employers got the decision wrong, there was generally up to two years to determine an employee’s suitability for a role before the employee acquired unfair dismissal rights. From 1 January 2027, however, that position will change significantly, with unfair dismissal protection available …
Read more

Is your organisation ready for the imminent re-introduction of employer liability for third-party harassment?

The Employment Rights Act 2025 provision on third-party harassment comes into force on 30 October 2026, making employers liable if a third party harasses an employee at work unless they have taken all reasonable steps to prevent it. This has the potential to be an onerous responsibility for employers. A third party is anyone an …
Read more

Employer FAQs: expanded Right to Work (RtW) checks and extended illegal working civil penalty liability

With the expansion of Right to Work requirements and record levels of Home Office enforcement, immigration compliance must be a priority for employers. This FAQ has been designed to answer common questions, help organisations navigate the evolving rules and ensure their Right to Work processes remain compliant and fit for purpose. Jump to: General 1. …
Read more

Residential tenancy review

The Renters’ Rights Act has caused a fundamental shift in the private rented sector and has changed how landlords can operate. Whilst the Act has received royal assent, the regime is being rolled out in stages, with the confirmation a Private Rented Sector Database is launching in December 2026, creating further compliance requirements for landlords. …
Read more

View our Training, investigations and mediation brochure

Read more