Workplace Mediation Canberra
Workplace conflict and psychosocial hazards don't resolve themselves. Unaddressed issues can escalate into grievances, stress claims, law suits and resignations. Early mediation gives people a structured, confidential process to reset relationships and agree on practical next steps.
We have decades of experience helping organisations and leaders resolve conflict at work. With fixed-fee pricing and same‑week availability in Canberra, you can address conflict quickly and meet your WHS obligations around psychosocial risk.
When Workplace Mediation can help
Workplace mediation can assist in managing psychosocial hazards and interpersonal conflict such as:
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Ongoing conflict between colleagues impacting productivity or creating a toxic environment.
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Manager–staff tension over performance, communication or expectations.
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Return‑to‑work disputes after stress leave, injury or extended absence.
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Team breakdowns where collaboration has deteriorated and service delivery is at risk.
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Disputes about behaviour, exclusion or unfair treatment that sit below formal complaint thresholds but still pose psychosocial risks and affect team morale and psychological safety.
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Situations heading toward formal grievance, Fair Work involvement or legal action if not resolved early.
How Workplace Mediation works
Our process is flexible and aligns with WHS consultation requirements:
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Referral and briefing
HR or managers contact us with a brief overview. We clarify suitability, confidentiality, safety concerns and logistics. -
Pre‑mediation meetings (1:1)
Each participant has a confidential 60–90 minute meeting to share their perspective, clarify issues and discuss desired outcomes. -
Joint mediation session
The mediator facilitates a structured conversation where participants share views, explore options and negotiate practical agreements about behaviour, communication and next steps. -
Follow‑up summary
We provide a written summary of agreements and can schedule a follow‑up check‑in to support implementation and address any emerging issues
Common Questions About Workplace Mediation
What types of workplace issues can mediation help with?
Workplace mediation can help with personality clashes, communication breakdowns, tensions between colleagues, and conflict between staff and managers. It is also useful for team culture issues, return‑to‑work disagreements, and disputes about roles, workload or performance expectations.
When should we consider workplace mediation instead of HR managing it internally?
Mediation is most helpful when an issue is ongoing, emotions are high, or internal processes have not resolved the problem. It is also appropriate where there is a risk of formal complaints, stress claims, Fair Work involvement or staff leaving if the situation continues.
How does workplace mediation help with psychosocial hazards and WHS obligations?
Mediation can directly address psychosocial hazards like workplace conflict, poor working relationships and bullying by creating a structured process for people to be heard, clarify expectations and reach practical agreements about behaviour and communication. It operates as a control measure within your broader WHS risk management framework.
Can mediation be used for bullying complaints?
Yes, in some low‑to‑moderate cases where there is willingness to participate and no immediate safety risk. For serious or repeated bullying, a formal investigation may be required first, with mediation used later to rebuild working relationships where appropriate.
Who attends a workplace mediation session?
The people directly involved in the conflict attend, along with an independent mediator. Participants may bring a support person with prior discussion and agreement with the mediator. Typically, HR and managers are involved in the referral and follow‑up, but they are not in the main mediation session. This helps create a safe, neutral space for the people in conflict to speak openly.
How confidential is workplace mediation?
Details of discussions during a mediation are confidential and not shared beyond the participants and agreed organisational contacts. At the end of mediation, participants work with the mediator to record clear, practical agreements about behaviour, communication and any workplace changes. With consent, a summary of these agreements can be shared with HR or managers so there is a concrete plan for follow‑up and accountability.
Can you work with remote or hybrid teams?
Yes. Workplace mediation can be delivered via Zoom or similar platforms for remote or hybrid teams, which is often the most efficient way to bring together staff across different locations or flexible work arrangements.
Does mediation replace performance management or investigations?
No, it's complementary. Mediation improves communication and clarifies expectations, which may reduce the need for formal processes or make them more focused if they proceed.
What if someone refuses to participate?
Mediation is voluntary. We can speak with each person individually to explain the process and address concerns, but cannot compel participation. If someone declines, we can suggest alternative options aligned with your policies.
Contact Us
ADDRESS
L9/2 Phillip Law St,
Canberra ACT 2601
PHONE
02 6243 4891 (9am to 5pm) Mon to Friday