Workplace mediation vs. HR intervention. What’s the difference?

Workplace conflict happens. When it does, who steps in - HR or a mediator? Many businesses assume HR will sort it out, but here’s the twist; HR and mediation serve very different purposes. Knowing the difference could be the key to fixing issues before they spiral into costly disputes.

HR: the rule keepers

HR teams are there to protect the business, enforce policies, and make sure things are running smoothly. When conflict arises, HR typically follows formal procedures, which might include:

• Investigating grievances
  

• Disciplinary action
  

• Policy enforcement

HR is great for legal compliance and keeping things on record, but formal processes can escalate tensions rather than resolve them. Employees often feel like they’re being put under a microscope rather than helped.

Mediation: the peacemakers

Mediators don’t take sides. They don’t enforce rules. They don’t write reports. Instead, they:

• Create a safe space for honest conversations
  

• Help colleagues find their own solutions
  

• Restore working relationships without the drama of a formal process

Mediation is confidential, voluntary, and solution focused. It’s all about fixing the problem before it turns into an HR case - or worse, a resignation letter.

Which one do you need?

• If someone has breached company policy (harassment, misconduct, legal issues), HR is the right call.

• If two employees just can’t work together, mediation is the smarter option.

The bottom line

HR keeps the business protected. Mediation keeps the team functioning. Get the balance right, and your workplace runs smoother, happier, and way more productively.

Need mediation before things escalate?

📩 hello@resolved-mediation.co.uk