Managers guide to managing conflict at work through mediation
Our Guide to Managing Conflict at Work through Mediation empowers teams to address workplace tensions effectively, fostering collaboration and harmony.
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Managers guide to managing conflict at work through mediation
Introduction
Conflict is a natural and inevitable part of any workplace. When disagreements and disputes arise between colleagues or teams, resolving them promptly and effectively is essential for maintaining a harmonious and productive work environment. Mediation is a powerful tool to address conflicts constructively, promoting open communication, understanding, and collaboration. This guide will walk you through the steps of managing conflict at work through mediation.
Step 1: Recognise the Conflict
The first step in resolving any conflict is to acknowledge its existence. Be attentive to signs of tension, misunderstandings, or hostility between employees or teams. These can include increased arguments, decreased productivity, or negative attitudes. Addressing conflicts early can prevent them from escalating into more significant issues.
Step 2: Choose a Neutral Mediator
Select a mediator who is impartial, neutral, and well-versed in conflict resolution techniques. This person should not have a direct stake in the outcome and should be trained in mediation skills. The mediator's role is to facilitate communication and guide the parties towards a mutually agreeable solution.
Step 3: Establish Ground Rules
Before beginning
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The purpose of Managing Conflict at Work through Mediation is to provide a structured and collaborative approach to resolving disputes in the workplace.
By employing mediation techniques, the goal is to foster open communication, mutual understanding, and productive problem-solving, creating a harmonious and productive work environment for all parties involved.
Compliance
Compliance
This Managers guide to managing conflict at work through mediation incorporates relevant UK laws and HR standards, including those listed below:
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Employment Rights Act 1996: This law covers various aspects of employment, including the right to a fair disciplinary and grievance procedure. Mediation can be used as a fair and impartial way to resolve workplace conflicts in accordance with these rights.
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Equality Act 2010: This legislation prohibits discrimination, harassment, and victimization in the workplace based on protected characteristics such as age, race, gender, disability, and others. Mediation can be utilized to address conflicts related to discrimination and harassment in a sensitive and confidential manner.
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ACAS Code of Practice on Disciplinary and Grievance Procedures: The Advisory, Conciliation, and Arbitration Service (ACAS) provides guidelines on fair procedures for handling disciplinary and grievance issues at work. Mediation is recommended as an alternative method to resolve conflicts informally and quickly.
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ACAS Code of Practice on Mediation in the Workplace: This code outlines best practices for conducting workplace mediation. Following this code can help ensure that mediation processes are conducted fairly, confidentially, and with the voluntary consent of all parties involved.
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Trade Union and Labour Relations (Consolidation) Act 1992: This law governs trade union activities and recognizes the importance of resolving disputes through negotiation, mediation, and other peaceful means.
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Protection from Harassment Act 1997: This legislation protects individuals from harassment in various settings, including the workplace. Mediation can be a constructive way to address and resolve harassment complaints.
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Health and Safety at Work Act 1974: Employers have a duty to ensure the health, safety, and welfare of their employees. Mediation can help address conflicts related to workplace safety and create a safer working environment.
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The Employment Equality (Religion or Belief) Regulations 2003: This law protects employees from discrimination based on their religion or belief. Mediation can be used to address disputes related to religious or belief-based discrimination.
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The Employment Equality (Sexual Orientation) Regulations 2003: This legislation protects individuals from discrimination based on their sexual orientation. Mediation can help address conflicts related to sexual orientation discrimination.
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The Employment Rights (Dispute Resolution) Regulations 2004: These regulations provide guidance on resolving employment disputes, including the use of mediation as an alternative to formal procedures.
Flowchart
Flowchart
Check which resources should be implemeted before and/or after the Managers guide to managing conflict at work through mediation, to understand the workflow.
Grievance letter
If an employee wishes to raise a grievance about a workplace issue, they can submit this model letter template to you.
Mediation meeting invitation letter
Our Mediation Meeting Invitation Letter Template facilitates conflict resolution by inviting parties to engage in a structured dialogue process.
Timings
Timings
Follow these best practice actions to get the most from the Managers guide to managing conflict at work through mediation, guiding you before, during, and after implementation:
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| Step | Description | Responsibility | Timing |
| 1 | Identify conflict situation | Supervisor/HR | As soon as conflict is recognized |
| 2 | Assess the situation and decide if mediation is appropriate | HR/Management | Within a few days of identification |
| 3 | Share the Guide to Managing Conflict at Work through Mediation | HR | Prior to mediation process |
| 4 | Conduct mediation session | Mediator | Schedule mediation session |
| 5 | [Optional] Follow-up and monitor the resolution | HR/Management | After mediation is completed |
Frequently Asked Questions
Frequently Asked Questions
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Can I use this Managers guide to managing conflict at work through mediation for small businesses?
Yes. The Managers guide to managing conflict at work through mediation is designed to be flexible and suitable for organisations of all sizes, including small businesses and charities. It follows UK employment law best practice, so even if you don't have an in-house HR team, you can confidently apply it.
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Is this Managers guide to managing conflict at work through mediation compliant with 2025 UK employment law?
Absolutely. All templates are drafted with the latest ACAS guidance and UK employment legislation in mind. We review and update them regularly, so you can be confident they remain compliant.
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Can I customise this Managers guide to managing conflict at work through mediation for my organisation?
Yes, we highlight the areas that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
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Do I get instant access to the Managers guide to managing conflict at work through mediation?
Yes. Once purchased, you'll be able to download the Managers guide to managing conflict at work through mediation instantly. Templates are provided in editable Word or Excel format so you can customise them easily, and in PDF format for easy sharing.
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What if I need a full HR toolkit, not just the Managers guide to managing conflict at work through mediation?
If you're looking for broader support, we also offer toolkits and library bundles that include the Managers guide to managing conflict at work through mediation along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need a complete HR library.
