Disputes about employment, whether between employees and employers, or between employees and employers, are sensitive by nature and can have a negative impact on the reputation and image of companies.
A traditional route to resolve an employment dispute is to go to the courts of justice or the Industrial Tribunal. There is always publicity and a loser. Mediation offers many advantages over traditional methods of dispute resolution.
Mediation is an informal process in which two or more people are involved in a dispute come together to seek a solution with the assistance of a neutral, impartial and impartial third party (the mediator).
Mediation is a process where the participants are given the chance to express their views and describe the conflict. This can be done without the assistance of lawyers. Facilitating communication and discussion is the role of the mediator. The ultimate goal is to help participants find a workable and mutually acceptable solution.
The mediation process doesn’t result in a judgement. It is about reaching consensus. This is reflected in the settlement agreement that the participants have drafted. This agreement is a reflection of the solutions reached through the mediation process.
This means that participants have control over the mediation process in practice. The mediator can be ended at any time by any of the participants. Mediation avoids any deterioration of interpersonal relationships by paying attention to sensitive issues, especially in the case of employment disputes. It is therefore highly unlikely that the dispute will lead to the end of an employment relationship. Mediation is an option for employees who are in a dispute. It allows them to work together and also helps to maintain a healthy work environment.
Mediation is cost-effective and efficient because it can be completed in a single meeting or a series of meetings. This depends on how fast the participants are willing to go in order for the process to progress.…