Mediation Policy

Swansea University is committed to encouraging harmonious working relationships between colleagues. In most instances, workplace conflict is resolved informally without the involvement of a third party, however where resolution is not achieved the University has both formal and informal processes that support the parties in conflict.

Mediation is a versatile process which can be used not only as an alternative to the formal grievance procedures but also as a rapid first intervention to prevent escalation of the dispute or even to repair the working relationship after formal procedures have been concluded.

Policy Aims

  • to provide individuals with an objective and impartial framework for resolving conflicts at an early stage.
  • to offer an alternative to a formal grievance as a means of resolving conflict.
  • Mediation can take place at any stage and with the agreement of all parties involved,  grievances will be put on hold whilst mediation takes place.

What is Mediation?

Mediation is an informal process that complements Swansea University’s formal and informal procedures for dealing with workplace issues. 

  • It is used to help improve or restore working relationships between individuals.
  • It is voluntary and completely confidential.
  • A mediator (a neutral third person) will work with the parties to help them find their own solutions and reach an agreement designed to resolve disagreement or improve the situation. All mediators will have received the appropriate training.
  • It is based on the principle of collaborative problem solving, with a focus on the future and rebuilding relationships, rather than apportioning blame. 
  • It gives the participants an opportunity to step back and look at how the situation can be put right, looking at their own actions as well as those of the other party. 

Mediation is conducted on the basis that both parties want to achieve a mutually agreeable outcome and solution. A successful mediation should lead to both parties feeling that the outcome is fair, reasonable and appropriate under the circumstances.

Mediation can be used in a variety of circumstances, for example:

  • Misunderstandings or conflict between colleagues or with their managers/ supervisors
  • Where there are allegations and counter allegations
  • Perceptions of harassment, discrimination or bullying
  • Communication difficulties       

How to request Mediation

  • Both parties must agree to participate in the Mediation process
  • The request is sent to the Mediation Coordinator at
  • The Mediation Coordinator allocates a Mediator who contacts the individuals to begin the process.

The Mediation Process is described in more detail in the Mediation Procedure.

Definitions of HR terms used in this policy:

Mediation - A settlement of a dispute or controversy by setting up an independent person between two contending parties in order to aid them in the settlement of their disagreement.

Further Information and Downloads