— Mediation
Resolve it before it becomes a legal matter.
Independent, confidential workplace mediation for organisations across the UK and Ireland — bringing two people back to a working relationship before conflict turns into a grievance, a tribunal claim, or a resignation
Workplace Mediation
What is it?
Workplace mediation is a voluntary, confidential conversation between two people in conflict, guided by a neutral third party who doesn't judge, take sides, or impose a decision — but helps them be heard, understand what's really driving the dispute, and agree how they'll work together from here.
On-line - In-Person - Qualified Mediator - Strict Ethical Firewall - UK & Ireland
Voluntary
Both people take part by choice. Nothing is forced, which is exactly why it works.
Confidential
Conducted without prejudice. Nothing said can be used in a later grievance or tribunal
Neutral
The mediator holds the middle. No findings, no blame — a structured space to move forward
Usually one day
Most single disputes are resolved in a day, after short private pre-meetings with each person
When to call us?
If it keeps coming back, it's ready for mediation.
Most disputes don't need a formal process — they need an honest, well-held conversation before positions harden. These are the moments we're built for.
Two colleagues who've stopped speaking
A working relationship has broken down and it's affecting the wider team.
Tension after a grievance or investigation
The process closed, but the people still have to work together — and can't, yet.
Friction on return from absence
A return from long-term, menopause-related or caring absence that hasn't landed well.
Manager and report at an impasse
Trust has eroded, conversations have become charged, and performance is slipping.
Conflict eroding a team
Low-grade, persistent friction that's quietly costing you morale and output.
The issue HR keeps "managing"
Something that resurfaces every few months and never quite resolves.
We work directly with HR Directors, Chief People Officers, Employee Relations leads and SME owners — with a particular specialism in conflict shaped by midlife transitions at work, where health, identity and career change are too often misread as a performance problem
The Difference
Most providers dip in and leave. We see it through
Supporting the Individual and teams
Resolving the conflict
Strenghening the system and culture
See it through
We carry it to resolution
We don't run a session and hand you a report. Kyndara stays with a case from the first sign of trouble through to a working agreement and a follow-up check that it's actually holding — the point is to settle it properly, before it ever becomes a legal matter.
A strict ethical firewall
Kyndara will never mediate a dispute involving someone we are also coaching. Neutrality is the whole job, so we protect it absolutely — and we'll tell you honestly when mediation isn't the right first step, rather than sell you a session that won't work.
The Process
One thread, from first conversation to lasting agreement
A confidential enquiry
A short, no-obligation call to understand the situation and confirm mediation is the right step — and that it isn't better served by another route.
Private pre-meetings
Each person meets the mediator separately and in confidence, to be heard, set out what matters to them, and prepare to come to the table willingly.
The mediation
A structured, facilitated conversation — usually a single day — where both people move from positions to a genuine understanding of what each needs to work well again.
A working agreement
If the parties choose, we capture practical commitments in a shared, without-prejudice agreement they own — clear, realistic and in their own words.
Follow-through
A check-in after the session to confirm the agreement is holding — and to flag, confidentially, where a wider pattern suggests the system needs attention too.
What an engagement includes. Every fixed fee covers preparation, the individual pre-meetings, the mediation itself, the written agreement, and a follow-up check within 14 days. If a case genuinely needs more — a second session, additional parties — we agree it transparently and in advance, never after the fact.
Why now
The cost of leaving conflict to escalate is rising.
The Employment Rights Act 2025 is reshaping the risk of unresolved workplace conflict. Early resolution is moving from good practice to commercial necessity.
From October 2026
A higher bar on harassment
Employers must take all reasonable steps to prevent harassment, including from third parties. Demonstrable, proactive resolution becomes part of meeting that duty.
From January 2027
Claims arrive sooner, and cost more
The unfair dismissal qualifying period falls to six months and the cap on compensatory awards is removed — so the downside of a dispute left to harden grows sharply.
Pricing
Transparent fees - Bound scope. No surprises
Mediation is commissioned and paid for by the employer. Set against a prolonged grievance, lost productivity, absence and potential tribunal costs, it's a fraction of the alternative.
Single mediation
from £1,200 + VAT
Two parties · one issue · half to full day
Preparation & case set-up
Confidential pre-meeting with each person
Facilitated mediation session
Written working agreement
Follow-up check within 14 days
Complex / multi-party
from £2,000 + VAT
Multiple parties or issues · full day+
Everything in a single mediation
Extended preparation & scoping
Additional parties or sessions
Co-ordination with HR / ER
Tailored agreement & follow-throughs
Mediation on retainer
By arrangement
Ongoing access
Priority access when issues arise
Agreed volume of cases per year
A consistent, known mediator
Light-touch advisory between cases
Quarterly themes & patterns review
All fees exclude VAT and any in-person travel, agreed in advance. Charities and small organisations — please ask.
Catch it now, while it's still a conversation.
Book a complimentary, confidential 30-minute call. No obligation — just an honest read on whether mediation is the right next step for your situation.
— Conflict Coaching
Handle it early, handle it well
One-to-one conflict coaching for the person in the middle of it — building the clarity and confidence to have the conversation that resolves things, before it becomes a grievance, an absence, or a goodbye.
Most workplace conflict doesn't start as a grievance. It starts as a quiet, unspoken strain.
A working relationship cools. A manager avoids a conversation they know they need to have. Someone going through a hard chapter — a health change, a shift in identity, mounting pressure — starts to withdraw, and performance and relationships quietly erode.
Left alone, that strain hardens into formal process. Coaching gets ahead of it — equipping one person to act early, while the situation is still theirs to shape.
What it is
Coaching for the person, not a settlement between two
Conflict coaching is confidential one-to-one support for a single person who is in, anticipating, or recovering from a difficult working relationship.
The other party isn't in the room. The work is about your clarity — understanding what's really going on, what you want to change, and exactly how to approach the next conversation so it lands. You leave with a plan you can act on, in your own voice.
It can be commissioned by an organisation to support an employee or manager, or taken up directly by an individual. Either way, it's practical, kind and built around the real situation.
Who it's for
Three people coach most
The individual
Caught in a tense relationship
Someone living with a working relationship that's gone wrong and wants to address it directly — without it escalating, and without losing themselves in the process.
The manager
Holding a difficult dynamic
A manager carrying tension in their team, an underperformance conversation they keep postponing, or two people who can no longer work together — and who needs to handle it well.
Midlife at work
Navigating a hard chapter
An experienced employee whose performance and relationships are being affected by a midlife transition — health, identity, pressure — and who deserves support before it turns into conflict.
How it works
A clear path, customised to the situation.
A typical engagement runs over a small number of focused sessions. The shape flexes to the person and the urgency — but the spine is always the same.
Discovery
A confidential first conversation to understand the situation, agree what success looks like, and check that coaching is the right step — and not mediation or something else
Make sense of it
We unpack what's really happening beneath the surface: the triggers, the patterns, the part you can change and the part you can't
Prepare the conversation
We build and rehearse your approach — what to say, how to say it, how to hold your ground and stay open — so you walk in ready, in your own voice#
Act & review
You have the conversation. We review what happened, adjust, and make sure the change holds — because we see it through, not dip in and leave
Start here
Don't wait for it to become formal.
Book a confidential discovery call. We'll talk through what's happening, and agree the right next step — whether that's coaching, mediation, or something simpler.
Consulting
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Menopause Champion Training
Train internal Menopause Champions who are equipped, confident and credible. This programme gives your champions the knowledge, language and practical tools to support colleagues navigating menopause — and to change your organisation's culture from within.
Half-day or full-day training format
Understanding menopause: symptoms, phases & impact
Conversation skills — how to approach and support
Workplace adjustments and legal framework (UK 2027)
Building a menopause-inclusive culture
Champion toolkit, resource pack & certificate
Follow-up coaching circle for champions (optional)
From £2,500 per session · Up to 15 participants
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Fractional Menopause Champion
An embedded midlife expert — without the overhead of a full-time hire. Kyndara provides a senior, qualified Midlife Champion on a fractional basis: part strategy adviser, part coach, part culture architect. We sit inside your organisation and make midlife inclusivity real.
Dedicated Kyndara coach embedded in your team
1 or 2 days per month on-site or hybrid
Individual employee coaching access (confidential)
HR and management advisory on midlife transitions
Policy review and development support
Quarterly impact reporting & recommendations
Internal communications and awareness campaigns
From £1,500/month · 6-month minimum engagement
68%
of midlife women consider leaving work due to unmet wellbeing needs
3×
better retention with structured workplace wellbeing support
1 in 3
women leave organisations before their peak contribution years
Ready to make your workplace work for women?
Not sure where to start? We offer a complimentary 30-minute organisational consultation for Wellbeing, Culture and HR leads — no obligation, just an honest conversation about where your organisation is and what would make the most difference.