JPW Mediation Advisory does not act for either side in an employment tribunal claim once proceedings have been lodged.
Collective bargaining and trade union recognition disputes fall outside our remit, so we refer those on to specialist advisors.
JPW Mediation Advisory does not act for either side in an employment tribunal claim once proceedings have been lodged.
Collective bargaining and trade union recognition disputes fall outside our remit, so we refer those on to specialist advisors.
JPW Mediation Advisory is run by JPW MEDIATION SERVICES LIMITED, a workplace dispute resolution practice built around a simple observation: most employment disagreements cost far more to fight than to resolve. Grievances, bullying complaints, clashes between managers and their teams, and the slow breakdown of working relationships all follow a similar path when nobody intervenes early. We exist to step in before that path turns into a tribunal claim.
The work we do sits between the informal chat that has already failed and the formal process that nobody wants. You might be an HR manager holding a grievance you cannot investigate impartially, an owner-manager facing two long-serving employees who will no longer speak to each other, or an employee who wants the situation fixed without burning every bridge. In each case the method is the same: separate conversations, then a joint session, with a written agreement at the end if that is what you need.
We are deliberately a small practice. That means the person you speak to at the outset is the person who runs the mediation, and there is no account team between you and the work. It also means we take on a limited number of cases at a time, so the ones we accept get proper attention rather than a slot in a crowded diary. Where a matter needs a solicitor, a barrister or a qualified investigator, we say so plainly and point you towards one.
Everything is handled in plain British English, without jargon and without a script that treats you like a case number. Sessions are confidential, and nothing said in a private conversation is repeated in the joint meeting without your agreement. If mediation does not resolve the dispute, you lose nothing you already had, and you will at least leave with a clearer picture of what the other side actually wants.
Fees are agreed before any work starts, so you know the cost of a mediation before you commit to it. Most workplace disputes we see settle within one or two sessions, and the majority of those never reach a formal process at all. If you are unsure whether your situation suits mediation, the first conversation is free and will give you a straight answer either way.