When Should Workplace Mediation Be Refused?
When should this be refused? As with all aspects of life at work there are white – black and grey areas!
When would it be considered correct to refuse a Workplace Mediation addressing issues dealing with a workplace dispute?
Here is a list of some likely instances in which Workplace Mediation may not be suitable:
- There are unresolved facts, such as; Did ‘employee A’, use the fork lift truck as a weapon against ‘employee B’?
- An external agency is involved such as; the police, the HSE, or other professional body.
- If a participant does not feel safe within the process
- If there are insufficient safeguards to maintain confidentiality at the venue
- If there is an unreasonable/unexplained refusal to allow a supporter to be present.
- If a party feels under pressure or coerced into attending.
- If a party understands the Mediation process and is unwilling to engage. (Mediation is a voluntary process)
- If there are present or fluctuating mental or physical health conditions which may invalidate/ disadvantage one of the participants.
- A participant is being asked to pay towards the process.
Has Workplace Mediation been suggested to you or a work colleague?
Do you feel Workplace Mediation is something which could assist you or someone you know?
Please call our experienced Mediation Administrators on 01623706020, to discuss any questions or queries you may have in relation to how Workplace Mediation might work in your situation or Ask for our FREE ‘Guide to Workplace Mediations’. We do not charge for Initial enquiries and referrals.