We have highly experienced mediation specialists within the Han Law team, who are accredited by the International Mediation Institute to undertake employment, housing, and business mediation. For over four years they've focused on workplace mediation for many of the UK's largest manufacturing and retail businesses. We've successfully resolved complex cases including complaints of bullying, physical altercations, dysfunctional leadership teams, and sensitive, multi-party grievance situations.
As humans, we often get hung up on our feelings, rather than the reality of what is happening, and this leads to conflict. If we're spending energy on conflict, we're not performing at our best. For this reason, mediation is probably one of the most value-add services in which any organisation can invest.
Experience has shown us that long-standing broken relationships can be mended, made stronger, and become a force for positive change. Whilst mediation is a process owned by the parties in the process, and we are just facilitating the conversation, this helps us to uncover what needs to be resolved quickly, to find the way through to a resolution.
Before undertaking any mediation, we will ensure all parties fully understand the process and that it is a completely confidential, voluntary mechanism to resolve problems. Contact us today to schedule a consultation with one of our experts.
Lisa Gillespie - Senior HR Consultant/Mediator
Two male colleagues had a physical altercation following months of minor friction between them. The client was reluctant to embark on a disciplinary process as, following investigation, it was felt their manager ought to have dealt with the situation many months previously.
Han Law were asked to facilitate a mediation session between the parties and met with them separately to explain the process and explore their perspectives on what had led to the situation. We uncovered that they had been given differing information by their manager, which was effectively a miscommunication, rather than deliberate. However, the consequences were significant.
We established that there was a common ground to mediate between both and were able to bring them both together, in a supervised discussion, to enable them to speak openly regarding their own views on why their relationship had soured.
Despite some initial, quite animated, debate they each began to understand the other's viewpoint. Using NLP techniques, such as reframing, we successfully mediated between both colleagues and upon checking in six months later, we were delighted to find their working relationship had developed further into a friendship outside work too.