What workplace disputes can be mediated?
- Unfair dismissal and termination disputes
- Bullying, harassment and discrimination complaints
- Employment contract and entitlement disagreements
- Interpersonal conflict between colleagues or with management
- Restructure, redundancy and return-to-work disputes
Why mediate workplace disputes early?
Because unresolved conflict spreads — it damages morale, productivity and reputation, and can end up at the Fair Work Commission or in court. Early mediation contains the cost and keeps the matter private. For businesses, it's risk management; for employees, it's a fair hearing without a drawn-out fight.
Good for business, good for people
Mediation delivers neutral, safe conversations where both sides are heard, structured discussion focused on solutions rather than blame, and practical agreements that get workplaces back on track.
How does workplace mediation work?
A neutral mediator meets with the parties (together or separately), helps each side be heard, identifies the real issues, and guides everyone toward a practical agreement. It's confidential and 'without prejudice', so people can speak openly. Where useful, the outcome can be documented in a binding agreement.