Services
Appointment as neutral mediator, conflict assessment and triage — and the policy that gives managers a third option.
Three Distinct Instructions
1. As Mediator
Accepted by both sides. Neutral: acting for nobody, advising nobody, making no findings and reporting nothing on the merits — regardless of who pays the fee.
2. Assessment & Triage
Mediate, investigate, grievance, or something else? For an employer holding a complaint it cannot categorise, often the most valuable half hour available.
3. Scheme & Policy Design
A workable mediation step written into your dignity at work policy, grievance procedure or handbook — so the option exists before anyone needs it.
The rule governing all three is absolute: never neutral and adviser in the same matter. The firm does not mediate where it acts or has acted for a party, and does not act for a party in a matter it is mediating — which is why the conflicts check runs at first contact, before any substantive conversation about the situation itself.
Where Workplace Mediation Earns Its Place
Workplace Mediation in Ireland
The hub: what it is, how it differs from investigation, where it fits alongside grievance procedures.
Bullying & Dignity at Work
Informal resolution first under the Code of Practice - and the complaints that must be investigated instead.
Manager & Employee Breakdown
The most common workplace mediation there is, and the one most often left too late.
Team & Interdepartmental Conflict
Multi-party design where the conflict is between groups rather than two named people.
Grievance & Disciplinary Alternatives
What mediation can replace, what it can pause, and what it must never displace.
Mediation Before the WRC
What is still available before a complaint is lodged - and after.
Return to Work & Reintegration
After absence, suspension or an investigation - making the return actually hold.
Senior Executive & Board Conflict
Where a formal process would be publicly destabilising.
Professional Practices
Conflict inside firms where clients notice and the profession talks.
Public Sector & Semi-State
Dignity at Work policies and established procedures in a proceduralised environment.
When Mediation Is Not Appropriate
The honest exclusions: investigation, safety, protected disclosures, and genuine fear.
How a Workplace Mediation Works
First call to written agreement, and the review point that tests whether it held.
Two Free Tools
Mediate or Investigate? walks the sorting questions that decide which process a situation actually needs — and flags plainly where the answer is “neither, this needs something else”. The Escalation Stage Check shows what is still available at the point you have reached, from informal concern through to a lodged WRC complaint. Both run entirely on your device; nothing is stored or sent.
Which Instruction Fits?
Send the situation in ten lines, everyone involved and the employer entity for the conflicts check. The sorting answer comes first - and it is sometimes 'not a mediation'.
Call 01 5827148