We are not mediators ourselves, but we support you during mediation so you stand stronger in the conversation.
Employment conflicts have always existed. Where people work together, friction can arise. Such friction can lead to a poor atmosphere, uncertainty, reduced performance, and short or even long-term absence.
Often the parties involved don't manage to reconcile on their own. Using mediation in an employment conflict is then advisable.
As an employee, you can engage LegalBacking to support you during mediation sessions with your employer. We guide you via video call so you stand stronger in the conversation.
More than a third of all workers in the Netherlands report sick due to workplace conflicts. Mediation can help reach a solution.
But in a mediation session, as an employee you often face an employer who has more experience with these situations. That can be intimidating.
With LegalBacking by your side, you don't stand alone. We prepare you for the conversation and are present via video call to support you.
Mediation in an employment conflict is conducted by an independent party: the mediator. Unlike a lawyer, a mediator works for both parties. The goal is not to get the most out of it for one party, but to reach a workable solution together.
Participation in mediation is voluntary. You can end the mediation whenever you want.
All conversations are strictly confidential. Information may not be shared with third parties.
Communication takes place directly between the parties involved, not through lawyers.
Restoration mediation aims to bring parties (back) together. The tense atmosphere that comes with an employment conflict often prevents calm and exploratory conversations.
The mediator facilitates normal contact and ensures both parties feel heard. This often leads to a joint solution where the employment relationship continues.
Sometimes continuing the employment relationship proves impossible, often due to a disrupted employment relationship. In that case, mediation takes the form of exit mediation.
The mediator then leads the negotiations around parting ways. This can lead to a settlement agreement in which the arrangements are recorded.
More about settlement agreementsBefore the mediation process begins, a mediation agreement is signed by all parties involved and the mediator.
This agreement describes the framework for the conversations. It also states that participation is voluntary and that conversations remain confidential.
Confidentiality applies to everyone. Should mediation not lead to restoration and a legal route is chosen, the conversation content may not be disclosed.
We are present via video call during your mediation sessions, so you have direct support.
We prepare you for the conversation: what to expect, which points are important, what are your rights?
With support, you don't stand alone against your employer and can better advocate for your interests.
The mediation process ends when the mediator draws up an agreement based on the consensus that both parties can accept.
Signing this agreement is binding and marks the end of the mediator's task.
If mediation is terminated prematurely by you or the other party, nothing will be agreed upon and other paths can be explored.
Engage LegalBacking for support during your mediation sessions. Via video call we stand by your side so you are stronger in the conversation.
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