Mary Molloy Solicitors has an office at 2 Rose Inn Street in Kilkenny city centre, which means workplace mediations here happen on neutral ground with rooms available for the individual sessions that do most of the work — and without anyone having to be seen going into a meeting room at their own place of work.
Neutral Ground in the Middle of the City
The single most useful thing a venue provides in a workplace matter is separation. Individual sessions come first in every workplace mediation — often more than one with each person — and they need rooms where people can speak without being observed by anyone they work with, which is precisely what a workplace itself cannot offer. The Kilkenny office is city centre, walkable for local employers and an easy drive from Carlow, Waterford, Tipperary, Laois and the surrounding area. It also solves a recurring practical problem: where someone is on certified sick leave or on suspension, asking them to attend their own workplace is frequently inappropriate and sometimes actively counterproductive, and a neutral venue removes an obstacle that would otherwise stall the whole process before it starts. Sessions are equally held at other neutral venues, on site where that genuinely suits, at the Dublin office on Ormond Quay, or fully online.
Smaller Employers, Family Businesses, and the Missing Informal Stage
A large share of employers in the region are small, owner-managed or family businesses, and they face a distinct version of this problem. There is often no HR function. The person who would hear a grievance may be the person it concerns, or their brother. Nobody internally can credibly be neutral. The policy, if one exists, says informal resolution should be attempted without saying by whom or how. And in a family business the working relationship and the family relationship are the same relationship, so a formal process does damage that extends well past the workplace. What such an employer usually needs first is not a mediation but a sorting answer: does this complaint require investigating, does it need a grievance process, or is it a relationship a facilitated conversation would repair — and that answer is given at the first call rather than after an engagement letter. Where the answer is investigation, you will be told so plainly, because mediating something that required findings fails the complainant and exposes the employer.
Two Free Tools Before You Call
Mediate or Investigate? walks the four sorting questions that decide which process a situation actually needs — including where the answer is neither. The Escalation Stage Check shows what remains open at the point you have reached. Both run entirely on your device; nothing is stored.
Ten Lines, and Everyone Involved by Name
The conflicts check runs before anything else, so name the individuals and the employer entity first. Then the situation in ten lines, where it stands procedurally, and what a workable outcome would look like.
Call 01 5827148