Understand what needs a conversation
Parties may disagree about employment terms, payments, handover responsibilities, exit arrangements or how a working relationship has broken down. Start by identifying the issue and the outcome you hope to discuss, rather than assuming the other party has the same understanding.
Mediation is not suitable for every workplace situation. A request to SulahMitra does not replace an employer’s required grievance process or another applicable procedure. Ask about suitability before sharing sensitive details.
Prepare relevant information
Write a short timeline and gather the agreement, relevant policies, payment records and communications connected to the issue. Identify who is directly involved and who has authority to discuss possible terms for the organisation.
Think about practical outcomes such as clarification of responsibilities, an agreed payment arrangement, a handover plan or better communication. The discussion can be more productive when each side can distinguish essential concerns from preferences.
Request a structured online discussion
Submit a factual summary and contact details using SulahMitra’s form. The team can review the request and explain the proposed process, fees and participation arrangements. Ask who will attend and how the discussion and documents will be handled.
A facilitator helps parties discuss the issue; the outcome depends on their participation and agreement. If terms are proposed, check that they are clear and workable before accepting them. Seek independent advice for questions about rights, deadlines or the legal effect of any agreement.