Workplace problems can become increasingly difficult and expensive when they are allowed to escalate.

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A disagreement between colleagues, a difficult employee relationship, a grievance, a disciplinary concern or a breakdown in communication can consume management time and resources long before it becomes a formal dispute.

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Work Resolve provides independent, practical workplace support for employers who want to address appropriate workplace issues at an earlier stage.

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We work alongside existing HR processes where appropriate, providing an external perspective, practical support and, where suitable, facilitated discussion or mediation.

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The aim is simple: resolve workplace issues early, before they become formal disputes.

 

The Business Cost of Unresolved Workplace Issues

Workplace conflict does not only affect the people directly involved. It can also have wider consequences for an organisation through management time, formal procedures, absence, reduced productivity, employee turnover and the disruption caused when workplace relationships break down.

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Acas research estimates that workplace conflict costs UK organisations around £28.5 billion each year.

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Acas has also estimated that formal disciplinary and grievance procedures cost UK employers around £2.36 billion annually, compared with approximately £250 million for informal resolution.

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These figures do not mean that every workplace issue can or should be resolved informally. Some matters require formal procedures, specialist advice or other appropriate action.

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However, they do demonstrate why there can be value in considering whether an issue can be addressed constructively before it escalates.

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Early Resolution Can Be Worth Considering

Acas's current research and guidance place significant emphasis on early and informal approaches where appropriate. Its 2026 consultation on the disciplinary and grievance Code of Practice specifically proposes stronger guidance around early and informal resolution.

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For employers, the question is not simply:"How do we deal with this problem?" It can also be: "Could this situation be addressed constructively before it becomes a more formal and time-consuming process?"

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Work Resolve provides an additional external resource to help employers consider that question.

 

Where Work Resolve Can Help

Work Resolve can support employers dealing with a range of workplace situations where an independent perspective or early intervention may be useful.

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This can include:

• Workplace conflict and relationship difficulties

• Communication breakdowns

• Difficult conversations

• Grievances and workplace concerns

• Disciplinary-related situations

• Capability and attendance issues

• Reasonable adjustment discussions

• Health-related workplace concerns

• Workplace mediation

• Situations where an employee and manager are struggling to find a way forward

• Issues where an employer believes early intervention may help prevent unnecessary escalation

 

Our Workplace Issues section provides further information about specific situations that can arise in the workplace.

 

An External Resource for Employers

Work Resolve is not intended to replace your HR function.

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Many organisations already have HR teams, internal policies and established procedures for dealing with workplace matters. There will also be situations where a formal process is necessary or where specialist legal, medical or Occupational Health advice is required.

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Work Resolve can sit alongside these existing resources.

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An independent external perspective can sometimes provide something that is difficult to achieve when a situation has become entrenched internally.

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We can provide a structured opportunity to:

• Step back and look at the situation objectively

• Identify the key workplace issues

• Prepare for difficult conversations

• Consider whether early intervention may be appropriate

• Explore practical options for moving forward

• Facilitate constructive discussion where appropriate

• Support an attempt at mediation where suitable

 

The objective is not to predetermine the outcome. It is to help the people involved understand the situation and explore whether a constructive way forward is possible.

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Helping Managers Have Difficult Conversations

Managers can find workplace conflict particularly challenging.

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A manager may recognise that something is wrong but be uncertain about how to approach the conversation. They may also be concerned that raising an issue could make the situation worse.

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Avoiding a difficult conversation does not necessarily make the underlying problem disappear.

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Acas's research into workplace conflict has highlighted the importance of informal discussion and manager involvement in resolving workplace problems. In its 2025 research, discussion with a line manager was the most commonly reported way people attempted to resolve workplace conflict.

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Work Resolve can provide an independent space to help an employer or manager prepare for a difficult conversation and consider how it might be approached constructively.

 

Workplace Mediation

Where workplace relationships have deteriorated, mediation may provide an opportunity for the people involved to discuss the issues with the assistance of an independent person.

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Mediation is not appropriate for every situation, and it should not be viewed as a substitute for a formal process where one is necessary.

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However, where appropriate, it can provide a structured opportunity for people to listen to each other's perspectives, identify areas of disagreement and explore whether there is a workable way forward.

Work Resolve can provide Workplace Conflict Resolution support and mediation where appropriate.

 

Potential Benefits for Employers

Every workplace situation is different, and Work Resolve cannot guarantee a particular outcome or financial saving.

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However, addressing appropriate issues earlier may help employers to:

• Reduce the amount of management time spent dealing with prolonged workplace problems

• Give employees and managers an opportunity to address concerns before they escalate

• Reduce unnecessary escalation into formal processes where early resolution is appropriate

• Support more constructive workplace conversations

• Provide an independent external perspective

• Explore mediation where appropriate

• Support better communication between people involved in a workplace issue

• Identify practical options for moving forward

 

The purpose is not to avoid formal procedures when they are genuinely necessary. It is to consider whether there is an appropriate opportunity for constructive intervention before reaching that stage.

 

When Independent Support May Be Particularly Useful

An external perspective may be worth considering when:

• Communication has broken down
  Conversations between an employee and manager have become difficult, repetitive or unproductive.

• A workplace relationship has deteriorated
  A disagreement or ongoing tension is beginning to affect the working relationship.

• An issue is becoming formal
  An employer is considering whether a matter should move towards a grievance, disciplinary or capability process and wants to explore whether early intervention may be appropriate.

• Managers are unsure how to proceed
  A manager recognises a workplace problem but would benefit from an independent perspective before deciding what to do next.

• Internal resolution has stalled
  People have attempted to address a problem but have been unable to make meaningful progress.

• Mediation may help
  There is a genuine opportunity for the people involved to participate in a constructive discussion with an independent third party.

 

Supporting Employers Without Taking Sides

Independence is central to the Work Resolve approach.

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Work Resolve is not an extension of an employer's HR department and does not act as an advocate for either side of a workplace disagreement.

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Our role is to provide practical workplace support and, where appropriate, help create the conditions for constructive discussion and resolution.

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That means listening carefully to the circumstances, identifying the workplace issues involved and helping those concerned consider realistic next steps.

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The aim is not to decide who is right or wrong. It is to help people move towards greater clarity and, where possible, a workable resolution.

 

When Formal or Specialist Advice Is Required

Early resolution will not be appropriate for every workplace issue.

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There may be circumstances where an employer needs to follow a formal procedure, obtain specialist legal advice, seek Occupational Health input or take other appropriate action.

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Work Resolve does not provide legal advice or act as a solicitor or legal representative.

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Our role is to provide practical workplace support and early-resolution assistance. Where a situation requires specialist professional advice, we will make that distinction clear.

 

A Practical Approach to Workplace Problems

Workplace problems are not always solved simply by having another policy or procedure.

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Sometimes people need the opportunity to step back, communicate more effectively and consider what is actually preventing the situation from being resolved.

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Work Resolve provides employers with an additional, independent resource for those situations.

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Whether you need support with a difficult conversation, workplace conflict, mediation or another employee-related concern, we can help you consider the practical options available.

 

Talk to Work Resolve

If your organisation is dealing with a workplace issue that is becoming difficult to manage, you do not necessarily have to wait until it becomes a formal dispute before seeking external support.

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An initial consultation provides an opportunity to discuss the circumstances, identify the workplace issues involved and consider whether Work Resolve may be able to help.

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You can also explore our Workplace Issues section for information about specific workplace situations, or visit FAQs for answers to common questions.

 

Workplace problems can become expensive when they are allowed to escalate. Work Resolve provides practical external support to help address appropriate issues early.