We deal with unfair and wrongful dismissal, redundancy, discrimination, sexual harassment, bullying, pay and bonus disputes, whistleblowing, restrictive covenants, TUPE issues, director-level conflicts, and trade union matters. We also support parties with settlement agreements and workplace mediation. ADR is suitable for both employers and employees, from small businesses and charities to large organisations, professional bodies, and senior executives.
Workplace conflict affects far more than just the individuals involved. For employees, it can cause stress, uncertainty, and loss of confidence.
For employers, it can impact morale, productivity, and reputation. If left unresolved, workplace or employment issues can quickly escalate, damaging relationships and the wider organisation.
Employment tribunal claims are one option, but they are often slow, costly, unpredictable and generally in the public domain, leading to the risk of long-lasting reputational damage.
Increasingly, employers and employees turn to Alternative Dispute Resolution (ADR) to resolve issues privately, more swiftly, with greater certainty and cost-effectively.
At Trinity ADR, we offer the full range of ADR processes, including:
- Mediation – to rebuild fractured relationships, resolve grievances, or negotiate settlements.
- Arbitration – for a private, binding decision when a formal outcome is needed.
- Early Neutral Evaluation (ENE) – providing an expert, impartial assessment to guide negotiations.
- Drafting & Settlement Agreements – ensuring any agreement is formally documented and enforceable.
These processes are faster, more flexible, and less adversarial than litigation, helping employers and employees find practical solutions that protect both wellbeing and organisational performance.
With experience of working with both employers and employees, from small family-run businesses and charities to major organisations and professional bodies, members of Trinity ADR have dealt with everything from internal team conflicts, mass redundancies, equal pay, whistleblowing situations, sexual harassment and discrimination claims, to board-level exits and trade union negotiations. We understand the pressures faced by HR professionals, managers, and staff, and bring calm, impartial guidance to help rebuild trust and find workable outcomes through a range of ADR options.
Workplace mediation typically focuses on restoring relationships between colleagues who continue to work together, for example, disputes between employees, or between an employee and a manager. The goal is to rebuild communication and move forward productively.
Employment mediation, by contrast, usually arises when an employee has left or is leaving the organisation and a formal claim (such as unfair dismissal, discrimination, or redundancy) is being considered. Here, the aim is to reach a fair, confidential settlement that avoids the publicity, uncertainty, cost and stress of an Employment Tribunal.
Some situations require urgent action, for example, redundancy consultations or disputes over restrictive covenants. Others involve highly sensitive issues such as discrimination, sexual harassment, or whistleblowing, where privacy and empathy are crucial. Whatever the case, Trinity ADR provides the most suitable dispute resolution options to help parties move forward.
Workplace & Employment Disputes — FAQs
What kinds of workplace and employment disputes are suitable for ADR?
Why is ADR often better than taking an employment dispute to the Tribunal?
Employment Tribunal claims can be slow, costly, and public, which risks reputational harm for both sides. ADR offers a private, quicker, and more flexible route to resolution, helping parties avoid stress, uncertainty, and the inevitable escalating costs of litigation.
What types of ADR are used in workplace and employment conflicts?
Options include mediation to rebuild relationships or negotiate settlements, arbitration for a private, binding decision, Early Neutral Evaluation for an impartial assessment of the case, and drafting formal settlement agreements to ensure outcomes are clear and enforceable.
What is the difference between workplace mediation and employment mediation?
Workplace mediation helps colleagues who remain in the organisation repair communication and rebuild working relationships. Employment mediation usually occurs when an employee has left or is leaving and focuses on resolving claims such as dismissal, discrimination, or redundancy through a confidential settlement.
How do I find out more about ADR in workplace and employment disputes?
Get in touch with the Trinity ADR team for a confidential, no-obligation discussion about the dispute to be resolved, and we’ll explore the most suitable options.
Trinity ADR
Get in touch for a free, no-obligation consultation to explore your options and determine whether ADR is appropriate for resolving your dispute, with the option to meet remotely via video conference.