About The Journal

Mediation is increasingly recognised as a most effective form of conflict management, both across the UK and internationally, particularly in workplace and employment disputes. Despite this, misperceptions around mediation continue to flourish.

 

There is growing pressure for HR professionals and businesses to have a greater in depth understanding of mediation and its practical application. The UK Mediation Journal, with input from mediation providers, training organisations, associations and HR professionals seeks to further educate and inform the business world on the Mediation process.

 

Distributed to 42,000 HR professionals and Business Leaders across the UK in June and December each year, in printed and digital format, it will help procurers, users and referrers of mediation to navigate through some of the obstacles and problems encountered when engaging in mediation. It will also be a useful tool to help inform potential parties to mediation of the strategies and considerations that apply before during and after the mediation process.

 

The UK Mediation Journal was created to help users navigate the world of mediation, overcome misconceptions and aid referrers, parties, and anyone who deals with conflict to discover why everyone is getting behind this dispute resolution process!

Mediation

 

• Cheaper than Employment Tribunal

• Quicker than an investigation

• Encourages collaboration

• Results in Outcomes that empower staff rather than punish and belittle

• Saves HR and management time dealing with conflict

• Increases productivity

• SAVES MONEY

 

Mediation is a relatively new industry in the UK compared to the more traditional dispute resolution processes. However, over the last 30 years, it has become much more mainstream.  In the civil litigation world solicitors must explain and offer mediation to their clients.  In Family cases all divorcing parties must go to a mediation information and awareness meeting (MIAM) before proceeding.  However, in the workplace and employment sphere’s there are less automatic referral processes to mediation and where there are, this seems to have been implemented on an insular organisational level, rather than an industry wide initiative.

 

The recent changes to employment tribunal fees, and the introduction of ACAS’ Early Conciliation Programme have all been in an effort to encourage disputes to be resolved in a less protracted way, The UK Government department of Business Innovation and Skills (BIS) states: “Where there are disputes in the workplace, the Government is keen to see them resolved at the earliest opportunity to avoid the cost and stress to both parties of formal procedures and, ultimately, perhaps going to tribunal. The Government recognises that mediation can be an effective way to get to the root of a problem where there has been a relationship breakdown. Employment tribunals should be a last resort where other attempts to resolve a dispute have failed.”

 

However, mediation is still one of the most underutilised tools within the workforce in the UK.  With more and more organisations realising the benefit of looking after staff, creating coaching departments, creating departments for Health and Wellbeing, inputting Employee Assistance Programmes, implementing company values focusing on respect, honesty and integrity; Mediation is something that sits alongside all of the above.

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