Workplace Mediation in Johannesburg
Unresolved workplace conflict can affect management time, working relationships and business decisions. Hugh Raichlin Attorneys helps organisations assess whether structured mediation can address a disagreement before positions become further entrenched.
Brief initial telephone discussion at no charge. A paid consultation is arranged where appropriate. Attorney follow-up is ordinarily within one working day.
This page is for you if…
- A management or executive relationship has broken down.
- A workplace dispute may be capable of an agreed solution.
- A team conflict is affecting communication and performance.
- You need to distinguish mediation from an investigation, disciplinary process or statutory referral.
How Hugh Raichlin Attorneys can help
Assess the right process
We help identify whether the issue is a relationship dispute, alleged misconduct, harassment, performance concern or statutory employment dispute. These require different responses; mediation should not be used to avoid an employer's legal responsibilities.
Structure the discussion
Where suitable, a defined process helps participants identify the issues, share relevant information and explore workable arrangements. Scope, participants and decision-making authority should be agreed before the meeting.
Support implementation
A settlement or working arrangement may need precise wording about responsibilities, confidentiality, payments, reporting lines or future communication. Independent legal advice and any required formal steps remain important.
What to consider before deciding
Private mediation is not a CCMA filing
An enquiry to HRA does not lodge a referral, extend a deadline or replace the CCMA's official process. Existing statutory or contractual time limits need separate attention.
An investigation may still be necessary
Serious allegations, safety concerns or protected rights should not be treated as a simple personality clash. The firm will assess whether a neutral discussion, an investigation or another legal process is appropriate.
Agree the role at the outset
Hugh's mediation role and Tshepo's employment-law advice are not interchangeable. Conflicts and neutrality must be assessed before the firm accepts an appointment.
Choosing the right process
Mediation
A facilitated discussion to help participants explore a workable agreement.
Investigation
A structured inquiry into serious allegations or conduct concerns.
Disciplinary or capacity process
A formal procedure assessing misconduct or capacity under the applicable rules.
Statutory dispute
A referral to the CCMA, a bargaining council or the Labour Court within the required time limits.
The appropriate process depends on the facts. These are alternatives, not a mandatory sequence.
The next steps
- 1Explain the workplace issue, participants and any deadline.
- 2Assess suitability, role and required preparation.
- 3Agree the process and hold the mediation where appropriate.
- 4Document any outcome and allocate implementation responsibilities.
Information to prepare
A factual chronology; relevant contract or workplace policy; existing grievance or disciplinary documents; status of any CCMA or court matter; desired practical outcomes and the participants able to authorise them.
Common mistakes to avoid
Do not use mediation to pressure someone to waive rights, delay a required referral, replace an appropriate investigation or promise confidentiality beyond the agreed and lawful limits.
Relevant experience for your matter
Hugh brings mediation experience across workplace and commercial disputes. Tshepo Mohapi provides the employment-law capability needed to distinguish a relationship intervention from the legal processes an employer must follow.
Hugh Raichlin
Principal Attorney & Accredited Mediator
BA, LLB · University of the Witwatersrand
Court-annexed and internationally accredited mediator with experience across workplace and commercial disputes.
View Hugh's profile
Tshepo Mohapi
Attorney & Labour Law Consultant
LLB · University of Johannesburg
Labour-law advice for employers and selected executive-level employees, including disciplinary processes and workplace disputes.
View Tshepo's profileFrequently asked questions
Can I lodge a CCMA dispute through this page?
No. This is a private-law-firm enquiry, not the CCMA referral portal.
Is mediation the same as a disciplinary hearing?
No. A disciplinary process assesses alleged misconduct; mediation helps participants explore agreement. The appropriate process depends on the issue.
Can HRA advise the employer and also act as neutral mediator?
The roles and conflicts must be assessed separately. Do not assume the same practitioner can perform both roles in the same dispute.
Can the outcome be guaranteed?
No. Mediation depends on suitable participation and agreement. The firm can explain alternatives if the dispute remains unresolved.
Related services
Assess whether workplace mediation can address the conflict.
Tell us about the participants, the issue and any deadline. A brief enquiry is enough to begin the assessment.
What happens next?
Start with a brief telephone discussion so the firm can understand your matter and decide whether it may assist. That initial discussion is free. Where appropriate, a paid consultation is arranged, usually in person; remote arrangements may be considered.
You can begin through our AI-assisted WhatsApp enquiry service at any time. It gathers initial information and does not provide legal advice. Suitable prospective clients ordinarily receive an attorney call within one working day. A message does not confirm an appointment, acceptance of a matter or action on a deadline.
Speak to Hugh Raichlin Attorneys
Visit us by arrangement at 1 The Avenue, Norwood, Johannesburg 2192. Office hours are Monday–Friday, 08:30–17:00. New enquiries and WhatsApp: 011 010 8336. Email: reception@raichlin.co.za. Existing clients should use 011 483 1527.
Website information is general and is not legal advice. Every matter depends on its facts. Please send sensitive documents only when requested through an appropriate channel.
This website provides general information, not legal advice. Sending an enquiry does not by itself create an attorney-client relationship. Each matter is assessed on its own facts.