Home - Joan Pettingill

I’ll help you resolve the issue quickly and confidentially without spiralling litigation fees or having solutions imposed by a judge – 86% of cases are resolved in a day of mediation.

Situations I mediate

Ongoing workplace conflicts involving senior employees

Factions have formed, milestones are slipping, staff may be stressed or off sick. Business is disrupted and there is a risk of dispute escalating to a tribunal or court case.

Shareholder disputes with a threat of legal action

A conflict has occurred between company founders/directors/family business owners. There are disputes over issues like share buyouts, role changes, succession planning or good/bad leaver status.

Formal grievances have been filed but internal processes are failing

An effective internal dispute resolution process is needed. The workplace conflict is consuming leadership time and money. Counter-grievances may appear and procedural errors may have raised the risk of legal action.

A court or tribunal has ordered a mediation

A court or tribunal has ordered mediation

You have either been told to take part in mediation, or if legal action is likely, you may want to attempt to resolve the situation before a public hearing.

The New Draft ACAS Code of Practice on Disciplinary & Grievance Procedures

The current ACAS Code of Practice requires employers to try informal workplace dispute resolution in most circumstances before resorting to a formal disciplinary or grievance process. If they do not do so then in the event of a tribunal claim the judge may increase or decrease compensation awarded by up to 25%.

The new ACAS Code of Practice, currently under consultation (not yet implemented) includes a new type of informal process where parties discuss concerns before the process becomes formal. For the first time, the new informal process will in most cases require parties to use independent accredited mediators or facilitators before using a formal process. The new Code has not yet been implemented but is on its way.

I am an independent accredited fully qualified workplace and employment mediator. I also mediate a wide range of general civil disputes. I am also certified by the Society of Mediators.

Settle the conflict quickly, privately and professionally

I deliver independent, confidential mediation to resolve senior-level conflicts so you can minimise risk, legal costs, reputational damage and avoid damaging public proceedings. Hiring an external independent accredited professional mediator gives you the best prospects of settling matters before they become formal, public and costly and without having a solution imposed by a judge. Mediation also provides a quicker route to resolution. It provides options for resolution which a Court cannot.

I trained as an employment solicitor and am a partner with gunnercooke LLP. This means that you are assured of the highest professional standards and benefit from my 20+ years of experience of resolving many different types of work related disputes, giving you the best chance of avoiding court and tribunal action.

I am dual Accredited by the Centre for Effective Dispute Resolution (CEDR) to mediate both general civil and commercial disputes as well as employment and workplace disputes. This is important because some disputes are about the world of work and also about contracts or shareholdings. I am a member of the Society of Mediators (SoM). Due to my further training and mediation experience I am also a Registered Civil and Commercial mediator with the Civil Mediation Council (CMC) . The CMC is the recognised authority for mediation in England & Wales ensuring mediators meet the quality expected from a professional mediator.

My process for resolving workplace conflicts

Complimentary 30-min video call consultation

To understand the nature of the conflict and assess potential action steps.

Review documentation and hold confidential meetings

I meet with each party involved separately to understand perspectives and prepare for the mediation process.

Group meeting with all parties

I host a confidential group meeting in a neutral setting to discuss the issues and work towards a mutually agreeable resolution using a tried and tested mediation process. mediation can take place either online or in person.

Conflict is resolved

In most cases a final agreement is reached the same day. I provide a draft agreement within my fixed fees. Follow up support can be provided if needed.

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Testimonials

“Calm, composed, organised and helped the parties realise progress was taking place”

| Support mediator

“A very natural style, prompting options that were possible”

| Barrister

“Pro-active, fully engaged, confident and well prepared”

| Barrister

CASE STUDY

Risk of employment tribunal for an established manufacturing business

A legal case had been threatened and a draft employment tribunal claim was issued. The CEO wanted to exit the business and receive money for his shares.

An employment tribunal of this nature would have cost the business at least £20k+ (not to mention the costs associated with taking senior leaders out of the business for 3-4 days to be in court).

Key results

After a series of private and joint meetings, a settlement was agreed by the end of the mediation.

A price for the shares was negotiated with a handover process and staged payments that the business could afford.

Legal costs were significantly reduced and the dispute was settled without time consuming and public court proceedings.

Of workplace conflicts are resolved in 1 day of mediation

In legal and recruitment fees saved per client on average

Of workplace conflicts resolved

Years' experience resolving disputes

About me

I’m a dual Accredited civil & commercial and workplace & employment mediator.

I’ve handled everything from individual workplace conflicts to ACAS negotiations, trade union disputes and regulatory issues, across start ups, seed funding agreements, private businesses, charities, health, tech, engineering, media, and professional practices.

I support large HR departments as well as start-ups and growing businesses.

I operate under strict ethical and confidentiality standards – so you get independence you can trust and a process that stands up to scrutiny. I am a partner at gunnercooke LLP. My approach blends legal rigour with practical mediation and a warm professional style.

I help parties avoid legal action and support prompt, effective dispute resolution in working relationships.

I’m independently Certified by the Society of Mediators (SoM). I am also a Registered Mediator with the Civil Mediation Council (CMC) for civil and commercial mediations.

Joan Pettingill, employment lawyer and mediator

Why choose me?

Professional credibility for high-stakes cases

As a qualified employment lawyer, I bring independence, professionalism, and board experience.

Confidentiality and impartiality

I'm a third-party neutral and operate under strict ethical and confidentiality rules when working with senior leaders on sensitive, high-profile conflicts.

You decide the solution

I assist parties to find effective solutions suitable for them rather than imposed by a Court.

20+ years’ experience and hundreds of matters resolved

With an independently recognised successful track record across complex workplaces conflicts, I use a tried and tested process to move situations to resolution.

Prompt assistance

A mediation can be arranged promptly which limits the adverse impact of the dispute itself. There's nothing worse than years of litigation uncertainty and cost.

CASE STUDY

Global sports brand

The founder was not good at managing people and suffered burnout as a result. Investors became concerned and the founder was worried that they might be exited from the business.

Grievance letters were written making numerous complex allegations. As investment was at risk, there was the prospect of court and employment tribunal proceedings.

The investor was quoted large lawyer fees and long timescales for formal processes which had the potential to risk the investment and relationships further.

Key results

After a series of mediation meetings, a settlement agreement was reached for some of the intimated claims. A new role and reporting system was agreed in order to retain the founder where they could focus on their strengths and the business could keep the specialist skillset.

Business disruption was avoided and sickness absence costs were minimised. The health of the founder and the financial health of the investor were maintained enabling a win-win for both parties.