Our expert mediators will formulate a mediation and coaching plan tailored to each unique situation. In most cases, this will involve initial one on one conversations with both parties to determine whether they are able to participate in the process effectively. In some cases, these initial meetings might reveal that individual coaching sessions may be required beforehand to address communication styles or other roadblocks to successful mediation.

If mediation is to follow a formal investigation, our mediator might read the investigation report before meeting with the parties so as to understand the facts and background of the dispute. When the parties are ready to mediate, a session will be arranged. Mediation can take several hours and several sessions may be required. The aim of the mediator is to work with the parties in formulating a plan for how they will work together effectively and harmoniously moving forward.


You cannot force employees to mediate. Mediation can only work when both parties are committed to resolving their differences. If one or both parties are attending mediation under duress, it is unlikely that the mediation will be successful.

If your employees are refusing to mediate, you could try asking why they don’t want participate. It may be that you can alleviate some of their concerns.

You might suggest that they at least attend the pre-mediation one-on-one sessions with the mediator before making a decision not to mediate. The mediator may be able to assist the employee to trust the process more by explaining how the session will be run and addressing some of their concerns.