An Alternative to Litigation – With Better Outcomes
Most workplace and employment disputes settle eventually — the question is how much time, cost and goodwill get burned first.
Adele Martins is a CMC Registered mediator and an employment lawyer with 25 years’ experience advising employers, employees and their advisers through litigation, restructuring and workplace conflict. She has seen, first-hand, the toll that an unresolved dispute takes on both sides — win or lose, in or out of the Tribunal room.
Whatever stage a dispute has reached — a workplace conflict that hasn’t yet escalated, or a claim already heading to the Employment Tribunal — mediation offers a faster, more private, and more constructive route to resolution than continuing to fight it out.
What Is Mediation?
Mediation is a confidential, voluntary process that brings people in conflict together with a neutral, impartial mediator, who helps them clarify what matters to them, assess the risks on both sides, and work towards an outcome everyone can live with.
Unlike a grievance process or a Tribunal hearing, mediation isn’t about apportioning blame or determining legal rights — it’s a structured space for dialogue that both sides retain control over. And it doesn’t replace legal advice; parties can attend with or without their legal representatives, and mediation works alongside — not instead of — proper legal guidance.
With Employment Tribunal waiting lists meaning even straightforward claims can take 18 months or more to reach a hearing, it is usually in both parties’ interests to explore mediation before committing to that timeline.
Two Routes Into Mediation
Adele works across the full lifecycle of a dispute. Most clients fall into one of two groups:
Mediation During Litigation
For disputes that have already reached — or are heading towards — an Employment Tribunal or court claim. Adele helps both sides step back from the adversarial process, narrow the issues in dispute, and, in most cases, resolve the matter without the need for a Tribunal hearing at all. This track typically covers:
- Unfair dismissal, discrimination and whistleblowing claims
- Boardroom, partnership and shareholder disputes
- Commercial disputes, including breach of contract, restrictive covenants and complex exits
- Multi-party claims, or disputes carrying ongoing reputational risk
Workplace Mediation
For conflict that hasn’t — and doesn’t need to — become a formal claim. Adele helps colleagues, teams and organisations find a constructive way forward before a dispute escalates, preserving working relationships that both sides may need to continue. This track typically covers:
- Personality clashes and breakdowns in working relationships
- Grievances and cross-grievances, including allegations of bullying, harassment or discrimination
- Performance and conduct concerns where the relationship has become strained
- Return-to-work mediation following long-term absence or suspension
- Breakdown in senior leadership or board-level relationships
- Exit discussions, where continued employment is no longer viable
Not sure which applies? That’s a normal starting point — get in touch and Adele will help you work out the right route.
Why Mediate?
✅ Avoid the ongoing cost of litigation — legal fees, management time, and reputational risk.
✅ Resolve disputes quickly — many mediations conclude within a single day.
✅ Keep it confidential — unlike Tribunal or court proceedings, mediation stays private.
✅ Stay in control — the outcome belongs to the parties, not a Judge.
✅ Preserve working relationships — especially valuable where people need to keep working together.
✅ Explore creative, flexible outcomes — including non-financial terms no Court or Tribunal could order.
✅ Shift deadlock — even where settlement looks impossible, mediation can change perspectives.
Why Work With Adele Martins
As both a CMC Registered Mediator and an employment litigator with 25+ years’ experience, Adele brings a rare combination of legal insight and practical mediation skill:
- Real-world understanding of legal risk, and how it lands commercially — not just in theory
- Credibility with legal teams and HR alike — Adele speaks both languages and keeps the process on track
- A calm, neutral presence that keeps difficult conversations structured and future-focused, even when emotions run high
- A results-focused approach, geared towards practical outcomes rather than procedural wins
Frequently Asked Questions
How much does mediation cost?
Costs vary by case complexity and length of session. Get in touch for a fixed-fee quote — half-day and full-day mediations are both available.
How long does a mediation take?
Most mediations are resolved within a single day. More complex, multi-party disputes may need longer, which Adele will discuss with you upfront.
What happens if we don’t reach an agreement?
Mediation is voluntary throughout — either party can step away at any point. If a full agreement isn’t reached, parties remain free to pursue litigation or other next steps, and often find the issues in dispute have narrowed regardless.
Is what’s said in mediation confidential?
Yes, with limited exceptions (such as safeguarding concerns). Discussions in mediation cannot generally be used as evidence if the matter later proceeds to a Tribunal or court.
Do I need a solicitor to take part?
No — mediation can work with or without legal representation. Many parties choose to have a solicitor’s support, particularly once a claim is already underway.
What’s the difference between workplace mediation and mediation during litigation?
They use the same skills and process, but at different stages: workplace mediation addresses conflict before it becomes a formal claim, while mediation during litigation is used once a claim is already at or heading to Tribunal. Adele works across both.
Contact
If you’d like to know more about mediation or discuss a specific situation in confidence, please contact Adele:
T: +44 (0)207 317 6719
E: [email protected]
