Workplace Mediation Reduce Employment Tribunals by 80%

The Dispute Resolution Regulations, effective since October 2004, were intended to reduce the instances of litigation and referral to Employment Tribunals. Over a year since the introduction of the Dispute Resolution Regulations, experts are asking ìwhat has been their impact and what are the future trends in this important new area of HR managementî?

An answer is provided in new research conducted by Total Conflict Management revealing that organisations which have used workplace mediation have seen an 80% reduction in cases going to tribunal1. Another survey by the CIPD shows that managing conflict at work and preparing for tribunals, costs the average employer nearly 450 days of management time every year2.

London Conference ñ 24th January 2006
These new statistics will be one of a number of key issues debated at a major one-day event on Tuesday, 24th January 2006, at the Business Design Centre, Islington, London. Organised by Symposium Events, the ìThe Future of Dispute Resolutionî conference ñ will give HR and other professionals a thorough overview of the key strategic, financial and practical issues at the centre of the dispute resolution revolution. Journalists wishing to attend should contact Alexandra Ward at Symposium Events: award@symposium-events.co.uk - telephone, 020 7403 3990.

Background Information:
Dispute resolution is regarded by many as one of the biggest new issues to hit HR in over a decade. The Government has shown particular interest in this area and is encouraging the growth of dispute resolution and workplace mediation within UK organisations. The recent, Mediation Week, sponsored by both the Department for Constitutional Affairs and Her Majestyís Court Service, is testament to the Governmentís growing commitment.

Sarah Veale, Head of Equality & Rights at the TUC, speaking in advance of the conference said that: The TUC supports the concept of mediation and welcomes this conference. Union officials and representatives spend a significant part of their time trying to resolve disputes that arise in the workplace. Involving a union in mediation will ensure that employees feel that the process will be fair to them.

Another of the experts speaking at the conference, Ben Willmott, Employee Relations Advisor at the CIPD, has said: ìIf line managers are trained in conflict management and mediation skills, they are more comfortable intervening when a problem arises and can prevent it escalating.3

David Liddle, Founder and Director of Total Conflict Management commented recently: ìIn my ten years as a specialist workplace mediator, I have witnessed first hand the negative impact of workplace conflict. With nowhere to turn, employers and employees tear their hair out (and sometimes each others!) when they are faced with a fall-out at work. Unresolved workplace conflicts are extremely damaging and are an unspoken reality for many organisations. In response, mediation is proving to be one of the most effective tools for resolving long standing and often highly charged workplace disputes. As a mediator, I listen to all sides before bringing disputing parties together to help them as they reach a mutually acceptable outcomeî.

Issues covered at this at the Dispute Resolution conference will include:

- Dispute resolution ñ An overview of best practice
- An employeeís perspective of mediation
- Analysis of Government policy on workplace dispute resolution
- The business case for mediation
- The impact of early resolution in the workplace
- The future of dispute resolution ñ Panel debate and Q&A with delegates

Conference speakers include:

- Jonathan Djanogly MP, Shadow Solicitor General and Shadow DTI Minister
- Ben Willmott, Policy Advisor, CIPD
- Rita Donaghy CBE, Chair, Acas
- Sarah Veale, TUC
- David Liddle MBA, Founder of Total Conflict Management Ltd.
- Matthew Howse, Barlow Lyde & Gilbert
- Linda Hoskinson, People Resolutions Group Ltd.
- Wendy Tull MCIPD and Colin Moulds, Case Studies from British Transport Police and Vodafone UK Ltd. respectively