# WORKPLACE MEDIATION AGREEMENT
Date: 8 April 2031
Parties: Priya Nair, Lewis Grant and Westbridge Design Studio Limited
## 1. Purpose and parties
Priya Nair and Lewis Grant agree to attend a voluntary workplace mediation about their breakdown in project communications. Westbridge Design Studio Limited funds the process but does not direct the mediator or predetermine an outcome. Each participant may bring a companion subject to the mediator's approval.
## 2. Facts, scope and terms
Mediator Helen Cole will remain neutral, explain the process, speak privately with each participant if useful and help them explore options. She will not decide who is right, give legal advice or investigate the grievance. The mediation does not replace a formal grievance, disciplinary or safeguarding process unless the parties separately agree in writing.
## 3. Process and responsibilities
The participants will speak respectfully, listen without interruption and share only information reasonably necessary to explore resolution. Mediation communications and proposals are confidential and without prejudice, subject to legal requirements, safeguarding, threats of serious harm and information needed to implement a signed settlement. Attendance is not an admission.
## 4. Evidence, records and safeguards
The mediator will keep minimal administrative notes, store them securely and destroy them in accordance with the agreed retention date. Participants must not record the session or circulate private statements. Existing documents needed for a grievance or litigation remain held under the company's records policy and are not erased by this agreement.
## 5. Review, escalation and outcome
A proposal becomes binding only when the relevant parties sign a separate written settlement identifying its terms. Until then, a discussion, apology or indication of willingness is not acceptance and may not be relied upon as a concluded agreement. If mediation ends without settlement, statutory and contractual processes remain available.
## 6. Reservations and practical protections
Either participant may pause or leave the mediation. The mediator may terminate it if it is unsafe, coercive or no longer productive. Westbridge will consider reasonable adjustments, protect against retaliation and arrange a formal route for any unresolved discrimination, whistleblowing or safeguarding concern.
## 7. England and Wales law and completion
The agreement is governed by England and Wales law and signed on 8 April 2031. Hand delivery, post and secure email to mediation@westbridge.example are separate permitted notice methods, with receipt confirmed by the mediator. This document records consent to mediate, not a waiver of employment rights.