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Rebecca Attree Mediation Services
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  • Home – Rebecca Attree Mediator – Leading Mediator Legal 500 UK 2021
  • MediationRebecca Kelly M.A. (Cantab), ADR Group Accredited Mediator and Solicitor With over 25 years’ experience of facilitating agreements on business and personal issues in the UK and internationally, Rebecca  supports parties to identify simple long-term solutions to complex problems. She does this by adeptly maintaining a hub of energy and creativity even in the most acrimonious of proceedings. Rebecca has repeatedly convinced the most entrenched individuals to put aside the past and move forward with positive solutions by infusing her great warmth and calmness into the process of mediation. Why Mediate and why appoint Rebecca as a Mediator? What is Mediation? Mediation is a quick and effective way of solving problems, differences and disputes. A typical mediation takes a day, but sometimes just a half day appointment is enough. In a mediation it is “the parties’ day” – they are there voluntarily, they have a chance to explain their point of view, and it is their choice whether they settle, and if so, on what terms.    The parties remain in control of the outcome, and this is what makes mediation so much more attractive to parties than going to court, and the reason why more parties are satisfied with the…
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  • ContactRebecca Kelly Attree & Co 23 Berkeley Square London W1J 6HE tel: + 44 (0) 776 869 8284 e-mail: rebecca@rebeccakelly.co.uk DX: 82966 Mayfair
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Conflict in the workplace can arise in many ways. It can be between:

  • employer and employee
  • employees such as across or between teams or departments or line managers
  • management
  • board directors
  • agents
  • consultants

It may be mediated before or after commencement of any formal management procedures such as grievance or disciplinary procedures or litigation.

Most referrals for mediation are made by a HR or line manager. They are not involved in the process beyond the referral unless they are involved in the conflict.

Workplace mediations usually begin with the mediator seeing each party separately and for the parties then to meet together with the mediator to have a facilitated discussion.

The aim is for the parties to agree a way forward to work together. This may be quite pragmatic such as methods of communication, appraisals, training, frequency of meetings and reports, or sharing workloads. This is usually recorded in writing by the mediator at the end of the session and signed by the parties.

The mediation is confidential to the parties. Only the outcome (i.e. whether a settlement was reached or not) is disclosed to the referrer, unless the parties agree otherwise.

Workplace mediation is an effective tool and can bring many benefits to businesses. These include creating a more effective and pleasant work environment, reduced mental and physical ill health and consequent absenteeism and avoiding the time and cost of litigation and formal management procedures.

I have worked on a wide range of workplace conflicts including those arising in schools, local councils, doctors’ surgeries and complimentary health practices, insurance brokers, the creative industry and solicitors’ firms.

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