Mediation service

At Nottingham CVS, we can provide you with an ACAS-trained mediator for a very reasonable fee.

Your initial consultation to find out if your issue or problem is amenable to a mediated solution is completely free of charge.  We will then provide you with a fixed price for any subsequent work – and if required we can arrange the room bookings as part of the mediation service.  We guarantee to be impartial and to keep your issue completely confidential.

For more information contact us at Nottingham CVS on 0115 934 8400 or email ncvs[at]nottinghamcvs.co[dot]uk

What is mediation?

Mediation is when an independent and impartial third party discusses a problem with two people in dispute to try and find a solution that works for both of them. It’s often used after informal discussions between them haven’t come up with a solution.

Mediation can be very useful in employee situations but it can also be very helpful in any situation where human relationships are causing operating difficulties. This could include volunteers, trustees and clients as well as employed staff.

Mediation is voluntary and the mediator will not and cannot force the parties to accept a solution. Both of them must agree on the way to solve the dispute. Mediation does however facilitate the formation of a solution, and encourages the parties to work together to resolve their issues.

Mediation shouldn’t be used to solve problems that have to be formally investigated (e.g. harassment or discrimination).

Mediation helps people who don't see eye to eye to sort out their differences as quickly as possible - saving time, money and stress.

When is mediation appropriate?

Mediation will not help when the dispute is about something that is factual. There has to be an element where both people have a difference in perception.

For example, one person likes to come in and sit down at their desk and work. Their colleague feels that because they never say good morning that they are actively ignoring them. At some point the colleague snaps and says something to which the person takes offence. This is a situation which could be resolved by mediation as both parties would be facilitated in working out how they are relating to each other and the impact their behaviour is having on those around them.

A factual situation that would not be suitable for mediation could be where a person is in dispute with their manager over how many days’ holiday they have taken.  However, a relationship breakdown because of the employee’s annoyance over the issue could be suitable.

What is needed for a successful mediation?

1. Willingness to try to resolve the situation

Both parties must be willing to enter into the mediation process with an intention of being able to resolve the situation and improve their future working relationship.

2. Appropriate timing

Most issues between people do not suddenly vanish - so if there is a problem. it is best to face up to this and to attempt to resolve it before it gets out of proportion or exacerbated. Mediation can be used at any stage in a dispute, but is most effective before positions become entrenched.

3. An impartial mediator

The mediator will not judge the participants, nor will they declare one person to be in the right. Their role is to be impartial and to facilitate both people to come to a working solution. They will not formulate the solution, nor will they negotiate between the parties.

4. Time and Space

Two rooms need to be provided, so that the parties involved in the dispute can meet separately with the mediator and feel confident that there is sufficient privacy to allow them to talk freely.

The location needs to be acceptable – both parties are unlikely to publicise the fact that they are going through mediation, so rooms in which their colleagues can see them entering and exiting may be uncomfortable.

Sufficient time also needs to be allowed, as the process cannot be rushed or squeezed into a lunch break. Arriving at a mediated settlement  will require time, and may also require a period of reflection to see if the parties can make their proposed solution work.

Last updated: 21 October 2014