Mediation in working relationships can be used when there is an employment conflict between employer and employee or between employees. This can be done at an early stage to prevent the conflict from escalating, but mediation can also be used as an alternative to legal proceedings. In practice, occupational mediation is also regularly recommended by occupational physicians, for example when an employee is unfit for work due to tension or a (conflict) situation at work.
How does employment mediation work?
In employment mediation, the mediator acts as an independent and neutral facilitator in the mediation process. An employment mediator does not take a position, but asks questions and investigates what is needed between the parties in order to start talking to each other again. Together, the dispute is discussed (confidentially) and the mutual interests are mapped out. On this basis, the parties look for solutions that are workable and future-proof for both parties. In doing so, they make their own choices. This may be a continuation of the employment under certain conditions, but it may also be that the parties agree on the termination of the employment contract (so-called exit mediation). The employment mediator records the agreements made in writing, thus ending the mediation.
With Stéfanie van Creij, we have an expert lawyer-mediator (MfN-registered) in house who has all the knowledge of employment law and experience as a mediator. On the basis of that expertise and experience, as an employment mediator she can bring parties in an employment conflict together. A mediation under Stéfanie’s guidance can take place either on location or on neutral ground at her office. Both a fixed price agreement for a mediation process and mediation on an hourly basis are possible.