Anna Faoagali, Founder, Principal and Advanced Mediator | 6 October 2026 | Insights
There is no independent ranking of workplace mediators in Australia. Doyle’s Guide rates commercial and litigation mediators, most of whom are barristers, but it does not assess specialists who help colleagues repair working relationships before a dispute reaches a court or commission. Choosing the right mediator therefore requires looking at the type of provider, the mediator’s workplace experience and the process they use.
There are four main types of providers, and each suits different circumstances. This article focuses on workplace conflict where the participants remain employed and need to continue working together. The matter may sit within an employer’s policies and procedures, or it may have escalated to a third party such as the Fair Work Commission, with mediation recommended as a first step. In either case, mediation can provide an off-ramp from escalation and give participants an opportunity to demonstrate that they can find workable ways forward.
The four types of workplace mediation provider
Most workplace mediation in Australia is delivered by one of four provider types: specialist workplace mediation practices; national HR, rehabilitation and EAP groups; community-service providers; and law firms or government dispute resolution centres. The right choice depends on the nature of the dispute, the outcome sought and whether the matter is moving towards a formal legal process.
| Provider type | Who they are | Best for | Watch out for |
|---|---|---|---|
| Specialist workplace mediation practices (Statewide or National) | Small individual practices or national panels that only do workplace disputes. Mediators usually come from HR, ombudsman or dispute resolution backgrounds. | Conflict between colleagues, manager and staff breakdowns, bullying complaints where the people need to keep working together, return to work matters, post-investigation matters, low level inter-personal grievances, changes in personal circumstances, changes in organizational role and team, facilitating complex matters where you need structure, where a request has been made for an external mediator. | Quality and process vary between specialist firms. Ask how many workplace matters they conduct each year; whether they hold separate intake sessions; what happens if mediation is unsuitable, a participant withdraws or no agreement is reached; whether participants and the employer receive agreed documentation; and whether the provider has a complaints process, professional supervision and access to a Principal for practice questions. Also confirm the mediation model, support with participant invitations, post-mediation follow-up and national coverage if your organisation operates across multiple sites. |
| National HR, rehab and EAP groups | Large providers such as Telus Health or smaller local providers such as Acacia Connection or OCP (operates mainly in NZ) | Employers who want one supplier nationally, return to work disputes, matters tied to an EAP or injury claim | Mediation is one service among many. You may not get a dedicated workplace mediator. |
| Relationships Australia and community services | State based not for profits. Their mediators are nationally accredited and work across businesses, agencies and not for profits (Relationships Australia Victoria) | Smaller employers, community organisations, tight budgets | Booking can be slow. Family mediation is usually their main work. |
| Law firms and government dispute resolution centres | Employment lawyers who mediate, plus the Queensland Government Dispute Resolution Centres in Brisbane and five regional cities | Disputes already heading toward a Fair Work claim, matters where legal privilege matters | A legal setting can harden positions. Government centres have waitlists and are not available for every employer. |
As a general guide, use a specialist workplace mediator when the primary goal is to repair an ongoing working relationship. Consider a lawyer mediator when the matter is principally about settling a legal claim or requires legal expertise. Where budget is the main constraint, investigate Relationships Australia or an appropriate government service, subject to eligibility, availability and the provider’s workplace mediation experience.
Six questions to ask before you book
A short initial conversation can help you assess the provider’s accreditation, workplace experience, intake process, reporting arrangements, pricing and approach if mediation does not proceed or does not resolve the matter.
- Are you accredited under AMDRAS, and what is your current accreditation level? AMDRAS, which replaced NMAS, is Australia’s national mediator accreditation framework. Accreditation confirms that a mediator has completed recognised training and assessment or an approved alternative pathway, meets suitability requirements and is subject to professional standards. You can search the National Register of Mediators at https://amdras.au/mediators/.
- How many workplace mediations did you conduct in the last 12 months? Workplace disputes differ from family and commercial matters. A mediator who conducts five workplace mediations a year will have different experience from one who conducts fifty. Many mediations are transactional, so ask how the mediator’s process supports participants to rebuild a workable relationship and gives them the best opportunity to resolve their concerns.
- Do you meet separately with each participant and the employer before the joint session? A proper intake allows the mediator to understand the concerns, assess whether mediation is appropriate and prepare everyone for a constructive joint session. Be cautious if the provider proposes moving directly to a joint meeting without first speaking separately with the participants and the employer.
- What will you tell the employer afterwards? The mediator should clearly explain the reporting arrangements before the process begins. Although the substance of mediation is generally confidential, the employer may receive relevant pre-mediation documents and, where the participants agree, a copy or summary of any agreement reached. This can help the employer support implementation without undermining the participants’ confidence in the process. A mediator who reports every detail may inhibit open discussion; equally, a process that gives the employer no agreed visibility of outcomes may make follow-up difficult.
- What is the fixed price, and what does it include? Ask for an all-inclusive figure before committing. It should identify the cost of intake sessions, the joint session, any written agreement and any follow-up. For this type of work, an uncapped hourly arrangement makes the total cost difficult to predict.
- What happens if mediation is assessed as unsuitable, a participant withdraws or the joint session does not result in an agreement? Ask what the provider will communicate to the employer, whether any follow-up is included and how the process will conclude in each situation.
The difference between an Accredited, Advanced and Leading Mediator
AMDRAS recognises three levels of mediator accreditation. These levels indicate progression within Australia’s national accreditation framework, but accreditation level is only one consideration when selecting a workplace mediator. Employers should also examine the mediator’s recent workplace caseload, experience with the type of conflict involved, intake and suitability-assessment process, professional supervision and approach to supporting an ongoing working relationship.
Accredited Mediator: The entry level of AMDRAS accreditation. It requires completion of approved training and assessment, or an approved alternative pathway, together with evidence of character and suitability.
Advanced Mediator: An experienced practitioner. An Accredited Mediator may apply after four years on the National Register, two complete renewal cycles and at least 150 hours of practice, together with the required practicum course or an approved alternative pathway.
Leading Mediator: A senior AMDRAS accreditation level for experienced Advanced Mediators who meet the additional time, practice and professional contribution requirements. The pathway recognises sustained practice and contribution to the profession, including mentoring, coaching or related support for other practitioners.
What workplace mediation costs in Australia
Fees vary by provider, location and complexity. For a two-person workplace mediation in a capital city, an indicative fixed fee covering intake and a joint session may fall between $2,500 and $6,000 plus GST. Team facilitations and multi-party matters generally cost more. Lawyer mediators may charge hourly rates between $250 and $650. When comparing quotes, consider what is included, whether the mediator specialises in repairing workplace relationships and whether legal expertise is necessary at this stage of the matter.
By comparison, an unfair dismissal or bullying claim that proceeds to a hearing can involve substantial legal fees and months of management time before an outcome is reached.
Where Emverio fits
Emverio Workplace Mediations is a specialist workplace mediation and facilitation practice. We do not provide family or commercial mediation, and we do not act for or advocate on behalf of either participant. Our facilitative process helps employers and employees identify the issues affecting their working relationship, discuss those issues constructively and develop practical commitments for working together into the future.
The facts that matter when you are comparing us
- Founded in Brisbane in 2015. Mediations delivered across Australia and New Zealand, online and in person.
- Founder, Principal and Advanced Mediator (as of October 2026) Anna Faoagali has mediated since 2000 and has held national mediator accreditation since 2009, following the introduction of the accreditation regime in Australia in 2008. She previously worked at the Energy and Water Ombudsman Victoria as a Conciliator and Manager Conciliator. She holds a Master of Legal Practice, Skills and Ethics from Monash University and bachelor’s degrees in Law and Commerce from Griffith University, and has mediated workplace conflict since 2012.
- Emverio has a national panel of accredited workplace mediators, with mediators allocated by state where an in-person mediation is required. All mediators use the same practice model and may attend our monthly professional development program, which focuses on reflective practice and workplace mediation. We collect feedback and provide access to a Principal and support infrastructure so mediators can discuss challenging workplace dynamics.
- Every matter begins with separate, confidential intake sessions with each participant and the employer before any joint meeting.
- Every matter is quoted at a fixed price in advance, except mediations involving more than three participants, which are quoted according to their scope and complexity.
- Clients include multinationals, universities, government bodies and community organisations.
- Member of the Queensland Building and Construction Commission Conciliation and Mediation Panel.
Common questions
Is workplace mediation legally binding? Not by default. Whether an agreement is legally binding depends on how it is documented, what it contains and whether the elements of an enforceable agreement are present. Some workplace mediation outcomes are recorded as signed agreements, while others remain informal commitments. Emverio generally centres agreements on practical commitments intended to support the working relationship into the future. Ask the mediator to explain the intended status and use of any agreement before the process begins.
Can an employee refuse to attend? Mediation is ordinarily voluntary, particularly in relation to participation in substantive discussion and reaching an agreement. Whether an employer can lawfully direct an employee to attend an initial meeting or intake conversation depends on the circumstances, the employment framework and the reasonableness of the direction. No participant can be forced to reach an agreement.
How long does it take? A standard two-person matter is often completed within one to three weeks of the first call. Timing depends mainly on participant availability, although access to multiple mediators can provide greater scheduling flexibility.
Online or in person? Both formats can work. Online mediation is common for interstate and regional matters. Where participants ordinarily work together face to face, an in-person joint session may better reflect their working environment. Where they work remotely, an online session may be appropriate. The mediator should also consider accessibility, safety, technology and participant preferences when recommending a format.
What if it does not work? Even when mediation does not produce an agreement, it may clarify the issues and help the employer and participants understand what needs to happen next. A good provider will explain in advance what can be communicated to the employer if the process ends without agreement.
