Employment Matters · Across Ireland
Space to be heard. A chance to move forward.
A structured, voluntary process to help people address workplace conflict, improve communication and explore practical agreement. Support for employers, professional advisers and the people involved.
Start with an initial conversation to gather the details and assess suitability. The mediation appointment, arrangements and fees are agreed before work begins.
WRC Case Manager · MII Approved Mediator
Your mediator
Melissa Wynne
Melissa combines her work as a WRC Case Manager with her role as an MII Approved Mediator. She helps participants explore the issues and possible ways forward through a structured discussion.
In a mediation appointment, her role is impartial facilitation. She does not act as either participant’s legal representative or decide who should win the dispute.
The proposed appointment is assessed for suitability, potential conflicts and availability before mediation is agreed.
When mediation may help
Mediation offers a way to discuss difficult issues where participants are willing and the circumstances are suitable. It may be considered early or after a dispute has developed.
When misunderstandings, unresolved conversations or different expectations are making it difficult to work together.
When tension affects day-to-day working relationships and participants want a structured opportunity to address it.
When a working relationship has become strained and a facilitated discussion may help clarify concerns and possible next steps.
When an unresolved issue continues to affect people or a team, and suitability for mediation can be assessed alongside any relevant workplace procedure.
Choosing the appropriate process
Some matters call for fact-finding, formal procedures or other action. Others may benefit from a facilitated conversation. We consider the nature of the issue, willingness to participate and whether the process can be approached safely and fairly.
Mediation should not be treated as a substitute for addressing serious concerns or completing a process that is required. It does not determine whether an allegation is substantiated.
Need independent fact-finding? Explore investigations →How mediation works
The format is agreed for the particular matter. The following stages explain how an enquiry can develop into a mediation appointment.
Provide your contact details and a brief outline. Maria gathers the initial information for Melissa to review. This is an intake conversation rather than a legal advice consultation.
Consider the dispute, willingness to participate, potential conflicts and practical needs before confirming whether mediation is appropriate.
Confirm the mediator’s role, fees, meeting format, confidentiality arrangements and the terms on which participants will take part.
Provide an opportunity for each participant to discuss concerns, understand the process and prepare for the conversation.
The mediator facilitates discussion, helps clarify perspectives and supports exploration of possible practical agreements.
Where agreement is reached, clarify what has been agreed and any appropriate documentation. If agreement is not reached, participants can consider their options with their own advisers.
For solicitors & professional advisers
Refer a workplace mediation enquiry while retaining your advisory relationship. We assess suitability and conflicts, agree the appointment and respect the boundaries of the referred work.
We do not seek additional work from your referred client. Communication and closure arrangements are agreed without compromising the mediator’s impartiality or the confidentiality of discussions.
What participants can expect
The mediator helps the discussion progress without representing either side or imposing a decision.
Mediation is generally confidential, subject to applicable exceptions. The arrangements and limits are explained before the process begins.
Participants decide whether to agree and what they are willing to commit to. Independent advice may be helpful before finalising terms.
Common questions
Yes. Mediation is voluntary. Participants decide whether to take part and whether to agree to any proposed outcome. Suitability and informed participation are considered before an appointment is confirmed.
Mediation is generally confidential, but there are exceptions, including disclosure required by law. The mediator explains the applicable arrangements and limits. Information shared privately is not automatically passed to the employer or referring adviser.
In a mediation appointment, Melissa acts as an impartial mediator. She does not represent either participant. Anyone who needs personal legal advice should seek it separately from their own adviser.
The two processes have different purposes. An investigation examines evidence and reaches findings; mediation explores possible agreement. Whether mediation is appropriate, and how it relates to any required formal process, needs to be considered for the particular matter.
An agreement is not guaranteed. Participants can consider their next steps with their own advisers or through the relevant workplace process. The mediator does not impose an outcome.
Raise this when discussing the appointment. Participation and support arrangements should be agreed in advance, taking account of the process and the needs of those involved. You can also seek independent advice separately.
Timing and fees depend on the matter, preparation and agreed format. These are discussed before appointment. We do not promise a fixed resolution time or outcome.
Maria gathers the initial details for Melissa to review and helps establish whether the enquiry is suitable. This is an intake discussion, not detailed legal advice. The appointment, scope and fees are agreed before mediation work begins.
Yes. We consider professional referrals subject to suitability and conflict checks. The referring firm’s advisory relationship is respected, and communication and closure arrangements are agreed in advance.
Yes. We accept mediation enquiries from across Ireland. Location and meeting arrangements can be discussed when assessing the enquiry.
Send your contact details, a brief outline and any important dates. If you are a professional referrer, include your firm’s name. Please avoid sending detailed case papers or sensitive information about other people until an appropriate way to receive them has been agreed.
Start the conversation
Tell us briefly about the situation. We will gather the initial details and consider whether mediation may be a suitable next step.
