SYNERGY WORKPLACE INVESTIGATIONS · AUSTRALIA

Workplace mediation

A practical way forward when working relationships break down.

Our dispute resolution practitioners help people discuss difficult issues, improve communication and work towards an agreed plan for working together.

Discuss your matter

Speak with our team · 1300 664 341

A CLEAR PATH FORWARD

Listen. Understand.
Move forward.

01   Assess suitability
02   Facilitate discussion
03   Agree practical next steps

Impartial facilitation
Space for each person to be heard.

Tailored preparation
A process suited to the circumstances.

Practical agreements
Focus on future working relationships.

Support for difficult workplace conversations

Meet the Synergy team →

Conflict can affect communication, confidence and the wider team. Mediation provides a structured setting to explore the issues and identify workable changes.

Synergy’s practitioners can support employees before or after an investigation, where mediation is appropriate. Separate preparation conversations help assess readiness, safety concerns and expectations.

Mediation and investigation serve different purposes. An investigation tests allegations; mediation helps participants seek agreement. Read our guide to mediation and investigation.

When mediation may help

Suitability is assessed before arranging a joint discussion. A serious complaint may require a separate response.

  • Communication difficulties or ongoing interpersonal conflict.
  • Working relationships affected by unresolved disagreements.
  • Planning how people will work together after an investigation.
  • Situations where participants are willing and able to engage constructively.
  • Identifying whether preparation or individual coaching would assist.

HOW WE WORK

How workplace mediation works

01

Discuss the situation

Clarify the issues, workplace context and desired outcomes with the organisation.

02

Prepare separately

Meet participants individually to hear concerns and assess readiness and suitability.

03

Facilitate discussion

Help participants explore the issues and develop practical ways forward.

04

Plan follow-up

Clarify agreed actions, support arrangements and how progress will be reviewed.

YOUR QUESTIONS

Before you get started

Is mediation appropriate for every complaint?

No. Consider the nature of the allegations, power imbalances, safety and willingness to participate. Mediation should not replace an investigation or another response where one is needed.

Can agreement be guaranteed?

No. The mediator facilitates discussion; participants decide whether they can agree on a way forward.

How many sessions will be needed?

Preparation and session requirements depend on the issues and people involved. Some matters need more than one joint session or additional coaching.

What happens afterwards?

The organisation should consider how agreed changes will be supported and monitored. Follow-up conversations can help identify concerns early.

LET’S TALK THROUGH THE NEXT STEP

Ready to address workplace conflict?

Discuss whether mediation is suitable and request an obligation-free cost estimate.