A safe, impartial, and confidential route to rebuild trust and move forward together.
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from £1400
Available in person or online.
from £750
Available in person or online.
All costs are explained during your free consultation. A 50% deposit is required at the time of booking.
Explore the range of services offered by Bridge Harmony using the tabs above. Each section outlines our tailored approach to dispute resolution and support. Select a tab to learn how we deliver effective, outcome-focused solutions.
Workplace conflict can be deeply unsettling for the individuals involved and for the wider organisation. When communication breaks down, misunderstandings harden, and stress levels rise, even small issues can begin to feel unmanageable. Mediation offers a structured and supportive way to address these situations early, before positions become fixed or formal processes take over. It is a voluntary and confidential process designed to help people in conflict find a practical and sustainable way forward, without deciding who is right or wrong or assigning blame.
At Bridge Harmony, mediation is conducted impartially and with care. The mediator does not take sides or impose outcomes, but creates a safe and respectful environment where each person can be heard, understood, and supported in exploring realistic solutions. The process typically begins with separate, confidential pre-meetings, allowing individuals to share their perspective openly and prepare for a joint discussion. This is followed by a facilitated meeting, held either in person or online, where the focus is on restoring communication, understanding impact, and finding common ground where possible.
During the joint meeting, the mediator helps structure the conversation so it remains productive and respectful, even where feelings are strong or trust has been damaged. Participants are supported to move away from fixed positions and towards exploring what is needed for work to feel safe, workable, and sustainable going forward. The emphasis is on practical outcomes and improved understanding, rather than re-running past disagreements.
Where agreements are reached, a written summary of any agreed actions or next steps can be provided to support clarity and accountability. Even when full agreement is not possible, mediation often reduces tension and helps create a clearer path ahead by improving communication and identifying realistic boundaries. This can prevent issues escalating into formal grievance procedures, disciplinary action, or employment tribunal routes, saving time, cost, and emotional strain for everyone involved.
Suitable for: colleague conflict, breakdowns in manager and employee relationships, communication difficulties, team tension, and disputes where conversations have become difficult, strained, or feel unsafe to manage without support. It can also be helpful where people have started avoiding one another, where issues are affecting wider team dynamics, or where an organisation wants to intervene early to rebuild working relationships.
Mental health plays a vital role in how people experience their work, relate to others, and cope with challenge and change. When pressures build, communication becomes strained and resilience is stretched, individuals may struggle to manage situations that once felt manageable. Supporting mental health in the workplace requires a thoughtful, compassionate approach that recognises both individual needs and the wider organisational context.
Bridge Harmony supports mental health by creating spaces where people feel safe to talk, reflect, and seek support without judgement. This work is not about diagnosis or clinical treatment, but about understanding how workplace dynamics, conflict, and stress can affect wellbeing, and how early, supportive intervention can make a meaningful difference.
Support is delivered with sensitivity, care, and respect for confidentiality. Individuals are encouraged to explore how work-related pressures are affecting them, identify what support they need, and consider practical steps that may help restore balance, confidence, and a sense of control. The focus is on listening, understanding, and responding appropriately to what people are experiencing.
Mental health support can sit alongside mediation, conflict coaching, or training, particularly where prolonged conflict, change, or uncertainty has taken an emotional toll. It may also be valuable in situations where absence, reduced performance, or withdrawal indicate that someone is struggling but unsure how to ask for help.
Organisations can also be supported to reflect on how policies, culture, leadership behaviour, and communication practices impact mental wellbeing. Guidance may include advice on having supportive conversations, responding to concerns appropriately, and recognising when additional or specialist support may be needed.
Taking mental health seriously can help reduce stigma, improve trust, and create environments where people feel able to speak openly about challenges before they escalate. Early, compassionate support can prevent issues becoming more complex and reduce the likelihood of conflict, absence, or long-term disengagement.
This support is suitable for individuals experiencing work-related stress, anxiety, or emotional strain, as well as organisations seeking to strengthen their approach to wellbeing. It is particularly valuable during periods of change, conflict, or increased pressure.
By supporting mental health with care and intention, Bridge Harmony helps individuals feel heard and valued, and supports organisations in fostering healthier, more resilient, and more humane workplaces.
Workplace training plays a vital role in preventing conflict and strengthening relationships before issues escalate. When teams lack the skills, confidence, or shared language to address tension early, small challenges can quickly develop into ongoing problems that affect morale, performance, and wellbeing. Training and workshops provide a proactive and practical way to build capability, improve understanding, and support healthier ways of working together.
Bridge Harmony delivers practical workplace training designed to reduce conflict and improve team dynamics. Sessions are grounded in real workplace experience and focus on skills that participants can apply immediately. Training can be delivered in person or online and is tailored to reflect the culture, challenges, and needs of each organisation.
Training sessions create a safe and engaging environment where participants are encouraged to reflect on their own experiences, explore different perspectives, and develop greater awareness of how conflict arises and is maintained. Rather than relying on theory alone, workshops combine discussion, practical tools, and realistic scenarios to support meaningful learning.
Topics commonly covered include communication under pressure, managing difficult conversations, recognising early warning signs of conflict, and understanding the impact of behaviour on others. Workshops may also explore psychological safety, power dynamics, and the role of leaders and managers in setting the tone for respectful and constructive workplace relationships.
Training is particularly valuable for managers and leaders who are required to address issues early and confidently, often without formal mediation or HR intervention. By developing practical frameworks and language for handling sensitive conversations, training supports more consistent and effective responses to conflict across teams.
Workshops can be delivered as one-off sessions or as part of a wider development programme. They can also complement mediation or conflict coaching by reinforcing learning and embedding positive behaviours across teams and organisations.
Training and workshops are suitable for leadership teams, managers, HR professionals, and organisations experiencing repeated patterns of conflict or communication breakdown. They are also effective for teams looking to strengthen collaboration, improve trust, and develop a shared approach to addressing challenges early and constructively.
By investing in practical, tailored training, organisations can build confidence, reduce the likelihood of conflict escalating, and support a more open, resilient, and psychologically safe workplace culture over the long term.
When workplace conflict becomes formal, it can quickly feel overwhelming for everyone involved. Processes intended to provide clarity and fairness can instead increase stress, entrench positions, and place strain on working relationships. Grievance and conflict support offers a structured and balanced way to help organisations manage these situations carefully, with an emphasis on fairness, clarity, and early intervention wherever possible.
Grievance and conflict support focuses on helping organisations navigate difficult situations before they escalate further or become unnecessarily adversarial. This includes supporting clear communication, maintaining appropriate boundaries, and ensuring that people feel heard and treated with respect throughout the process. The aim is not to replace formal HR procedures, but to complement them with thoughtful and proportionate support.
At Bridge Harmony, this support is delivered with sensitivity, neutrality, and an understanding of the pressures faced by organisations and individuals alike. Guidance is offered in a way that helps decision-makers reflect on options, consider timing, and approach situations in a way that feels fair, balanced, and legally appropriate.
Support may include guidance on communication approaches, preparation for difficult meetings, and advice on how to structure conversations to reduce defensiveness and misunderstanding. This can be particularly helpful where emotions are running high, trust has been damaged, or previous attempts to resolve the issue have been unsuccessful.
Grievance and conflict support can also help organisations identify whether alternative resolution routes may be appropriate at different stages of a process. This may include considering mediation, conflict coaching, or informal facilitated conversations alongside formal procedures, where this is safe and suitable to do so.
Used early, this type of support can prevent issues from becoming more entrenched and reduce the likelihood of prolonged disputes, sickness absence, or escalation to external routes. Even where formal processes must continue, supportive intervention can help maintain dignity, reduce stress, and preserve working relationships where possible.
This support is suitable for early-stage grievances, breakdowns in working relationships, and situations where communication has stalled or become strained. It is also valuable for organisations seeking guidance on how to respond proportionately and consistently to complex or sensitive workplace concerns.
By taking a thoughtful and supportive approach to formal conflict, organisations can address issues more effectively, reduce emotional and financial costs, and demonstrate a genuine commitment to fair and humane workplace practices.