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Workplace Mediation & Conflict Coaching

Capability inside the organisation, not only a mediator outside it.

Preventative workplace mediation, conflict coaching and peer-to-peer dispute resolution for teams and organisations across South Africa. Most workplace conflict is never formally resolved; we help organisations resolve it before it becomes a process.

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Preventative by design Neutral & confidential Nationwide

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Two colleagues seated at a round table with a mediator facing them, in a facilitated workplace conversation
What we offer

Capability inside the organisation, not only a mediator outside it.

Rather than stepping in once a dispute has escalated into a formal process, we work with organisations to build the ability to recognise, discuss and resolve tension constructively.

  1. Workplace mediation — confidential, facilitated resolution of disputes between colleagues, teams or leaders

  2. Conflict coaching — one-to-one support for individuals and managers navigating a difficult working relationship

  3. Peer-to-peer dispute resolution — training and accrediting internal mediators, and designing the programme they work within

  4. Communication and culture coaching — for leadership teams setting the tone for how disagreement is handled

  5. Restorative practice — repairing working relationships after a formal process has concluded

Why organisations choose MV Inc.

Early, neutral and restorative — before the CCMA, not instead of it.

  • 01

    Preventative design

    Intervening early costs a fraction of a formal dispute in fees, time and lost people. We design for the moment before escalation.

  • 02

    Neutral and confidential

    We act for neither the employer nor the employee. Sessions are confidential and without prejudice to any formal process.

  • 03

    Restorative approach

    Our panel includes a trained restorative justice practitioner: the aim is a working relationship that functions, not a finding of fault.

  • 04

    Multi-disciplinary panel

    HR, organisational development and legal expertise are brought in as the matter requires, under the same confidentiality.

How we work with organisations

Listen, coach, equip, embed.

Engagements range from a single mediation to a twelve-month programme.

  1. Organisational listening

    Confidential conversations with leadership and teams to understand where conflict arises and how it is currently handled.

  2. Coaching and skills-building

    Conflict coaching for the individuals involved and practical skills for the managers around them.

  3. Peer mediator training and programme design

    Selecting and training internal mediators, and designing the referral and confidentiality framework they operate within.

  4. Ongoing support and embedding

    Supervision of peer mediators, review of outcomes and refinement of the programme as the organisation changes.

Workplace mediation and the law

Complementary to the LRA and CCMA processes — never a substitute for them.

Workplace mediation is voluntary and without prejudice. It does not replace an employee’s rights under the Labour Relations Act, a grievance or disciplinary procedure, or the CCMA and Labour Court. It sits before those processes, and often prevents them.

Where a formal process is already under way, mediation can run alongside it by agreement, and a settlement can be recorded in a form that both parties’ representatives recognise.

Frequently asked

Questions HR directors and executives ask.

  • What is conflict coaching?

    Confidential, one-to-one work with an individual to understand a conflict, their part in it, and the options for resolving it — before, during or instead of a mediation.

  • What is peer mediation?

    A programme in which trained members of your own organisation mediate low-level disputes between colleagues, with external supervision. It resolves conflict early and builds a culture that expects it to be resolved.

  • How is this different from a CCMA or labour process?

    Those are formal, rights-based processes with findings and awards. Workplace mediation is voluntary, confidential and interest-based; it aims at a working relationship, not a ruling, and does not affect anyone’s formal rights.

  • Who is it for?

    Any organisation with people in it: corporates, professional firms, schools, NGOs and family businesses. We work with leadership teams, HR functions and individual employees.

  • How long does an engagement take?

    A single workplace mediation is typically one or two sessions. Coaching runs over several weeks. A peer-mediation programme is designed, trained and embedded over three to twelve months.

Related reading

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Begin discreetly

A private conversation before anything else.

Tell us, in confidence, what your organisation is facing. We will tell you plainly whether mediation or coaching is the right route — and if it is not, who to speak to instead.

Malan Vermeulen Incorporated (MV Inc.)
Ground Floor, Quadrum 3, 50 Constantia Boulevard,
Floracliffe, Johannesburg, 1709, South Africa
010 980 5160 · [email protected]

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    Enquiries are privileged and without prejudice. No obligation.