Employee Passport / HR practice guides
Writing a practical mediation agreement
Mediation agreement: Turn mediation discussions into specific responsibilities, safeguards and a practical review point.
Anonymised practice examples drawn from cases handled by our team.
Mediation agreement: practical approach
For a suitable dispute, the useful output is an agreement that explains what each person will do differently and how the arrangement will operate. A broad promise to communicate better is less testable than an agreed channel, a clear meeting arrangement and a named route for reporting concerns.
What to check and record
The record should preserve the distinction between future commitments and disputed historical allegations. A manager implementing an agreed reporting change needs the practical instruction, not necessarily the parties’ confidential discussion. The review should test whether actions happened, whether the safeguards remain workable and whether unresolved concerns need another route. The suitability assessment provides a separate place to revisit safety and retaliation risks.
Learning for managers
A mediation outcome is more informative when it describes the practical agreement and its later operation than when it simply labels the meeting successful. Partial agreement may clarify working arrangements while leaving other matters unresolved. The review point is essential to distinguish a signed intention from an arrangement that actually functions.
Manager checklist
- Write specific actions and responsibilities
- Set realistic deadlines
- Record unresolved matters separately
- Name a review point and route for concerns
Explore outsourced HR support · Browse HR practice guides
Further reading
General guidance for Great Britain. Use the relevant policy and advice for a live case.
EMPLOYEE PASSPORT / PRACTICAL HR SUPPORT
Need help applying this?
Bring your workplace question to our team. We will help you work through the options and agree a clear next step.
