Frequently Asked Questions
This page provides answers to common questions about workplace mediation, online mediation,
and difficult workplace conversations. The information below is general in nature and intended to assist
organisations, employers, and business owners in understanding some fundamentals of options.
Workplace Mediation FAQs
What is workplace mediation?
Workplace mediation is a series of facilitated conversations where an independent mediator assists employees and organisations to address workplace issues and work towards a practical resolution. The process of our workplace mediation is designed to support participants to reach an agreement on how to move forward in the workplace. It is not an investigation or a decision-making process.
When can workplace mediation be most impactful?
Workplace mediation can be particularly effective where issues have recently arisen or have been raised informally, and there is a desire to address them early. Workplace mediation can occur if an issue has escalated or if there is merely a risk of escalation.
Workplace mediation can be effective after a formal complaint or investigation process has concluded and outcomes have been determined, to support communication and assist parties to move forward. Workplace mediation is generally not conducted while a formal complaint or investigation is underway.
Workplace mediation is also useful to support an employer and employees if a worker is seeking to return to work following a workers compensation claim.
Are all matters suitable for a workplace mediation?
Not all matters are suitable for mediation. Our process includes an initial assessment that considers factors such as the circumstances of the situation and the intentions of the participants to determine whether a mediation should proceed.
We have experience supporting mediation participants where psychological workplace injury issues or workers compensation claims are present and where appropriate, may work alongside treating or rehabilitation providers as part of a considered approach to supporting participants to identify how they wish to return to work.
Do you mediate during a formal complaint or investigation?
Workplace mediation is generally not conducted while a formal complaint or investigation process is underway. Mediation may be appropriate if an issue has been raised informally, before a formal process has commenced, or after a complaint or investigation has concluded and outcomes have been determined.
How long does workplace mediation usually take?
The length of a workplace mediation depends on the nature of the issues and the personal circumstances of the participants. In many cases, earlier intervention can support a more timely process. Subject to suitability and availability, workplace mediation is typically scheduled as soon as possible following initial discussions and preparation.
Who can refer a matter to mediation?
Workplace mediation is usually initiated by the employer or organisation. Employees, managers, internal HR or external HR advisors may make an initial enquiry to explore suitability, however mediation is typically conducted with the involvement and sponsorship of the employer.
Is workplace mediation confidential?
Yes. Workplace mediation is conducted on a confidential basis, subject to limited exceptions including where the employees agree to inform others. Confidentiality is discussed and confirmed with participants at the outset of the process and at various stages during the mediation.
Online Workplace Mediation FAQs
What is online workplace mediation?
Online workplace mediation is a structured workplace mediation process conducted via a video conferencing platform. It allows parties to participate remotely while maintaining confidentiality and impartiality.
When is online workplace mediation suitable?
Online workplace mediation may be suitable where parties are located in different locations, where privacy is difficult to achieve if the mediation were to occur in person, or where in-person attendance is not practical. It can also be more timely than an in-person mediation, and allow access to participants who may be relatively remote.
Online workplace mediation process is often engaged after a formal complaint or investigation process has concluded, where outcomes have been determined and there is a need to support communication or reintegration as soon as practicable.
Does online workplace mediation work as effectively as in-person mediation?
Online workplace mediation can be just as effective as in-person mediation. The suitability of an online process depends on the nature of the issues, the preferences of the participants involved and the context of the matter.
Is online workplace mediation confidential?
Yes. Online workplace mediation is conducted on a confidential basis, subject to limited exceptions such as if participants agree to share information. Confidentiality is discussed and confirmed with participants prior to and during the mediation process.
Mediation process and suitability
Do you mediate during a formal complaint or investigation?
Workplace mediation is generally not conducted while a formal complaint or investigation process is underway. Mediation may be appropriate if an issue has been raised informally, before a formal process has commenced, or after a complaint or investigation has concluded and outcomes have been determined.
How long does workplace mediation usually take?
The length of a workplace mediation depends on the nature of the issues and the personal circumstances of the participants. In many cases, earlier intervention can support a more timely process. Subject to suitability and availability, workplace mediation is typically scheduled as soon as possible following initial discussions and preparation.
Who can refer a matter to mediation?
Workplace mediation is usually initiated by the employer or organisation. Employees, managers, or HR may make an initial enquiry to explore suitability, however mediation is typically conducted with the involvement and agreement of the employer
What happens if mediation does not resolve the issue?
Mediation is a voluntary process and outcomes depend on the willingness of participants to engage. Where mediation does not result in resolution, organisations may consider other appropriate steps in line with their policies or obligations.
Difficult conversations and conflict management coaching
What is difficult conversations and conflict management coaching?
Our difficult conversations and conflict management coaching services provide one-to-one support for employers and business owners who are preparing for, avoiding or managing challenging workplace conversations. This may include assisting an employer to prepare for a conversation they will have themselves or, in some circumstances, supporting the employer by facilitating the conversation on their behalf.
The focus of this service is to help individuals prepare an approach to an issue, consider potential risks, and plan the execution of a communication in a structured way, particularly where there is no internal HR support.
Who is this service designed for?
These services are designed for business owners and employers seeking to manage challenging workplace conversations and do not have internal HR support, or who need experienced, practical assistance to address a specific issue where time constraints, stress, or risk are present. The service may also be appropriate where an internal or externally engaged HR resource is involved, but specialist conflict management or difficult conversation support is required to manage the issue efficiently and with due regard to potential risks.
Is this the same as workplace mediation?
No. Difficult conversations and conflict management coaching are services distinct from workplace mediation. These services support an employer or business owner to prepare for a difficult conversation they will have themselves, or that they will engage an experienced practitioner to have on their behalf. Workplace mediation, by contrast, is a process comprising a series of facilitated conversations involving all parties and focused on supporting participants to work towards agreement.
When should I consider support with a difficult workplace conversation?
Support may be helpful where an issue feels uncomfortable to raise, where there is uncertainty about how to approach the conversation, or where there is concern about risk or escalation.
Can difficult conversations coaching help reduce the risk of escalation?
Early support can assist business owners to address workplace issues sooner and in a more considered way, which may reduce the likelihood of matters escalating into formal complaints or disputes. Outcomes can depend on the specific circumstances of the matter, how the issue is managed, and how long it has been present.
What are you waiting for?
The first step to a resolution is to contact us.
2017-2026 © Your Mediation Australia Pty Limited. All Rights Reserved.