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View full libraryThis Mediation Meeting Script provides a structured framework for managing a workplace mediation meeting between employees who are experiencing a conflict or disagreement. It helps the mediator establish expectations, hear each person's perspective, identify areas of agreement and work towards practical steps for improving the working relationship.
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1 Opening the meeting
1.1 Thank you both for attending today. The purpose of this meeting is to provide an opportunity for you to discuss the difficulties you have been experiencing in your working relationship and to see whether we can agree some practical ways forward.
1.2 My role today is to facilitate the discussion. I am not here to decide who is right or wrong, and I will give each of you a fair opportunity to explain your perspective.
1.3 I would like us to focus on understanding what has happened, the impact it has had and what might help improve the working relationship going forward.
2 Ground rules
2.1 Before we begin, I would like us to agree some basic ground rules. Please allow each other to speak without interruption, listen to what the other person is saying and avoid personal criticism or inappropriate language.
2.2 I may intervene if I feel that the discussion is becoming unproductive or if one person is not being given a fair opportunity to speak.
2.3 We should also respect the confidential nature of the discussion, subject to any circumstances where information may need to be shared for an appropriate legal, safeguarding or other organisational reason.
2.4 Are you both comfortable proceeding on that basis?
3 Employee 1's perspective
[Employee 1], I would like to give you an opportunity to explain how you
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This Mediation Meeting Script provides a practical framework for facilitating a structured conversation where employees are experiencing workplace conflict or difficulties in their working relationship. It helps the mediator remain neutral while giving each person an opportunity to be heard.
The mediator can explain the purpose of the meeting, their role and the intended outcome. Establishing clear expectations at the beginning helps create a respectful environment in which the participants can discuss the issues openly.
The meeting can begin with agreed ground rules covering respectful communication, listening without interruption, confidentiality and allowing each participant a fair opportunity to contribute. The mediator can intervene where discussion becomes unproductive or confrontational.
Each participant should have an opportunity to explain what has happened from their perspective and describe the impact the situation has had on them. The mediator can use open questions to clarify points without taking sides or deciding who is right.
The mediator can help identify the underlying issues, distinguish facts from perceptions and explore where the participants' views differ. The focus should be on understanding the problem and its impact rather than allocating blame.
Where the participants are able to reach agreement, the mediator can help them identify realistic actions to improve the working relationship. This may include changes to communication, agreed boundaries, practical working arrangements or commitments from both individuals.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Mediation meeting script, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
Our Mediation Meeting Invitation Letter Template facilitates conflict resolution by inviting parties to engage in a structured dialogue process.
Our Outcome of Mediation Meeting Letter Template streamlines documenting mediation outcomes, preventing disputes, and ensuring clear understanding for both parties.
Use these best practice actions, recommended timescales and process stages to understand when and how the Mediation meeting script should be used, helping ensure each step is handled consistently and appropriately documented.
Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.
A workplace mediation meeting is a facilitated conversation designed to help people resolve a disagreement or improve a difficult working relationship. An impartial mediator helps participants discuss the issues and, where possible, reach their own agreement.
Mediation should normally be facilitated by someone who can act impartially and has the appropriate skills and experience. This may be an internal manager or HR professional, although an external mediator may be appropriate where neutrality or independence is particularly important.
The mediator should allow each person to explain their perspective, clarify the points of disagreement and encourage constructive discussion. The purpose is not necessarily to establish that one person's account is correct but to explore whether the participants can agree practical ways forward.
Mediation is generally intended to provide a confidential environment for discussion, but the mediator should explain the scope and any limits of confidentiality at the outset. Confidentiality should not prevent appropriate action where there is a legal, safeguarding or other serious reason to disclose information.
Sometimes, depending on the circumstances and the nature of the issue. Mediation may be unsuitable where serious allegations require formal investigation, so the employer should consider the facts and relevant procedures before deciding how the matter should be handled.
AI can produce a generic mediation script, but HRDocBox provides structured, UK-focused HR documentation designed around practical workplace processes. This script gives managers and HR a consistent framework for facilitating a constructive discussion while allowing the approach to be adapted to the circumstances.
How this content is developed and reviewed
The Mediation meeting script template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing grievance HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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