Workplace mediation involves a voluntary and confidential discussion between those involved in the conflict facilitated by an impartial mediator. The goal of workplace mediation is for participants to resolve the dispute by making informed decisions that they feel comfortable with.

Each party will enter a Mediation Agreement with the Mediator. In some situations, a representative from Human Resources or a senior manager may be provided with general information indicating that the mediation process has taken place. The agreements that are reached may be shared. Whatever the case may be, any sharing of information will be transparent and made known and agreed upon by all participants in advance of any substantive discussions.

No, mediation in the workplace is a voluntary process. Parties may choose not to participate or may start the process and then withdraw at any time. However, some employers may require mediation before parties can return to work or as part of an employment condition.

You can get legal advice at any stage during the mediation process over the phone or on breaks. Sometimes lawyers may be allowed in the room if the mediator determines it is appropriate. Your mediator will talk to both parties in advance about lawyers being present.

Please ensure that you allow yourself enough time for each session. Intake sessions take up to an hour, and each mediation session is booked for a two to three-hour block.

After signing the agreement to mediate, both parties will work with the mediator to: Explain your situation. Set the mediation agenda. The mediation sessions are tailored around what you want and need to discuss, you need to prepare for this in advance. Agree on the issues that you need to discuss. Decide the priority of the issues. Some issues are more pressing than others and need to be resolved first. Set time scales to deal with the matters. Clarify the issues: sometimes, it is not certain what matters are really in dispute, and clarifying these avoids future misunderstanding. Consider whether any other specialists might be able to help you. Find common ground. Look at the various options and reality test those options. Arrive at the option that best suits both of you.

Either party can stop mediation at any time. The mediation will only go ahead if both parties are engaged. Mediators are impartial. The mediator does not take sides and is always there for both of you. Mediators don’t give advice, although they may provide information about legal principles and explain things that you should be thinking about. The mediator doesn’t make the decisions for you.

Adelaide Workplace Mediation advises the parties that we require an 'Agreement to Mediate' to be signed. Rarely does anyone object. We will generally send you a copy when confirming your joint session and ask that you review it and let us know if you have questions or concerns. The agreement offers assurance to the parties involved. Having a written commitment to confidentiality helps ensure compliance and the parties' breaching the trust essential to successful mediation.

As outlined in our service fees, mediation with Adelaide Workplace Mediation is charged a fixed price that is outlined before the mediation begins. This may, however, depend upon the type of dispute and how many people are involved. The employer is generally responsible for the cost of mediation.