Employment mediation in London.
Employment mediation in London with CMC and CEDR accredited mediators, both practising employment barristers and specialist non barrister mediators, for tribunal claims, exits, discrimination and grievance disputes across London and the South East.
Employment Mediation for London clients
Clerk&Counsel arranges independent employment mediators in London for employers, HR teams, employees and instructing solicitors. Every mediator holds current Civil Mediation Council or CEDR accreditation, and the panel mixes practising employment barristers with full time professional mediators and solicitor mediators who are not barristers.
Employment disputes escalate quickly. A claim issued at London Central Employment Tribunal at Victory House and London South at Croydon can take twelve to eighteen months to reach a final hearing, and multi day discrimination hearings absorb management time, generate disclosure of internal messages and carry a real risk of public findings. Mediation resolves the dispute privately, usually in a single day.
Mediation is available at every stage: during a live grievance, after Acas early conciliation has closed, after a claim is issued, and even in the weeks before a listed hearing. It is also frequently used where employment is continuing and both sides want a workable arrangement rather than an exit.
We take the brief, propose two or three suitable London mediators, confirm availability and quote a fixed fee. Sessions run in person in London or remotely by Teams or Zoom, which suits parties spread across the City, Canary Wharf, the West End, Croydon, Stratford and the outer London boroughs.
Areas of work in London
Unfair and constructive dismissal
Disputes over dismissal procedure, redundancy selection, performance management and resignation in response to a breach of trust and confidence. Mediation lets the parties agree a financial settlement, an agreed reference and a departure narrative that a tribunal cannot order.
Discrimination and harassment claims
Claims under the Equality Act 2010 concerning sex, race, disability, age, religion or belief, sexual orientation, pregnancy and maternity. These claims are the most sensitive and the most expensive to defend at London Central Employment Tribunal at Victory House and London South at Croydon, and mediation keeps the detail out of a public judgment.
Whistleblowing and detriment claims
Protected disclosure claims involving senior employees and regulated sectors, where uncapped compensation and reputational exposure make an early private resolution particularly valuable to both sides.
Exits and settlement agreements
Negotiated departures for senior employees and executives, including notice, bonus, share awards, restrictive covenants, confidentiality and references. Mediation is effective where direct negotiation between the parties has stalled.
Grievances and workplace conflict
Live grievances, breakdowns between managers and reports and long running team conflict at London employers, where the employment relationship is intended to continue and the aim is a working agreement rather than a settlement sum.
Equal pay and contractual disputes
Disputes over pay, commission, bonus schemes, holiday pay, working time and post termination restrictions, including claims running in parallel in the tribunal and the County Court.
Where these cases are heard
Employment claims from London are heard at London Central Employment Tribunal at Victory House and London South at Croydon. Contractual claims exceeding the tribunal's 25,000 pound breach of contract cap, and injunction applications to enforce restrictive covenants, are heard at the Rolls Building, the Royal Courts of Justice on the Strand and the Central London County Court at Thomas More Building.
Acas early conciliation is a mandatory step before most tribunal claims, but it is a short telephone based process. Private mediation is longer, more structured and involves a mediator who reads the papers in advance, which is why it settles cases that conciliation alone does not.
Where a claim has already been issued, judges at London Central Employment Tribunal at Victory House and London South at Croydon regularly encourage judicial or private mediation at the preliminary hearing, and a mediated settlement is normally recorded on a COT3 through Acas or in a settlement agreement with independent advice.
What drives this work in London
London employers span financial services, professional services, technology, media, property development and international trade, and each sector brings its own dispute pattern, from regulated financial services exits to public sector redundancy and restructuring across the City, Canary Wharf, the West End, Croydon, Stratford and the outer London boroughs.
Defending a two or three day tribunal claim commonly costs an employer 15,000 to 40,000 pounds in legal fees alone, before management time and the risk of an adverse published judgment. For a claimant, the wait for a hearing date can be financially and personally exhausting.
Mediation also protects the working relationship where the employee remains in post. Agreed changes to reporting lines, training, adjustments and communication can all form part of a mediated outcome, none of which a tribunal has power to order.
What instructing counsel costs
Employment mediator fees in London are quoted as a fixed sum for a half day or full day, inclusive of reading time and drafting the settlement terms, and are commonly paid by the employer or split between the parties.
Half day employment mediations typically start from around 850 pounds plus VAT per party. Full day sessions in discrimination or whistleblowing claims involving senior employees commonly fall between 1,250 and 2,750 pounds plus VAT per party.
Workplace conflict sessions where employment is continuing are usually quoted as a single fee to the employer, covering individual pre meetings with each participant and a facilitated joint session.
Every fee is confirmed in writing before the date is fixed, with no hourly billing and no additional charge for reading time or the settlement document.
Send us a short outline of the dispute, whether a claim has been issued, the tribunal case number if there is one and your preferred window. We will return two or three suitable London mediators, availability and a fixed fee, normally within one working day.
We arrange employment mediation across London and the South East, in person in London or remotely, for employers, HR teams, employees and instructing solicitors.
Every barrister we place is regulated by the Bar Standards Board. Clerk&Counsel is a clerking agency and does not provide legal services itself.
Employment Mediation in London, common questions
How soon can we mediate an employment dispute in London?
Two to three weeks from instruction is typical, and faster where a preliminary hearing or listed final hearing at London Central Employment Tribunal at Victory House and London South at Croydon is imminent.
Can we mediate after a tribunal claim has been issued?
Yes. Mediation is available at any point up to the final hearing, and settlements reached are recorded in a COT3 through Acas or a settlement agreement, with the claim then withdrawn and dismissed on withdrawal.
Is employment mediation confidential?
Yes. It is conducted without prejudice under a signed mediation agreement, and settlement terms are usually made expressly confidential, which is one of the main attractions for both employers and employees.
Are your London employment mediators barristers?
Both profiles are available. Some are practising employment barristers with tribunal experience, others are full time professional mediators, HR specialists or solicitor mediators who are not barristers. All hold current CMC or CEDR accreditation.
Does the employee need independent legal advice?
For a statutory settlement agreement, yes. An employee must receive advice from a relevant independent adviser for the waiver of statutory claims to be valid. A COT3 through Acas does not carry that requirement.
What if the employee is still working for us?
Mediation works well in that situation. The focus shifts from money to future working arrangements, and the outcome is a written working agreement rather than an exit package.