Judith Stoop | Mediation in English

This year, I’m celebrating my 10th anniversary as a mediator specializing in workplace issues. Collaboration is always at the core - whether between employer and employee, colleagues, or within teams. The goal is to restore the employment relationship or to end it in a way that meets everyone’s interests.

With a background in communication science and a strong foundation in psychology and employment law, I help parties engage in constructive, solution-focused dialogue. My approach quickly brings clarity and supports parties in finding a resolution they can stand behind.

In addition to my mediation practice, I train new mediators in the Basic Mediation Training at Kyden and provide soft skills training. I’m also involved in systemic coaching and consulting. Previously, I served as a board member at the Mediators’ Federation of the Netherlands (MfN) and as chair of the professional association for workplace mediators (VAN), where I worked to enhance the quality and development of the profession.

And beyond that—I regularly publish in professional journals.

Workplace mediation encompasses all disputes in which the employment relationship is at stake. These conflicts can arise between an employee and employer, between colleagues, or among members of a partnership, team, or other collaborative group.

There are many possible causes of workplace conflicts: lack of recognition, clashing personalities, unclear roles or responsibilities, miscommunication, working conditions, employment terms, or experiences of inappropriate behavior.

Around 90% of workplace mediations are related to absenteeism or illness. Under the Gatekeeper Improvement Act (Wet Verbetering Poortwachter), company doctors often recommend mediation as an intervention.

Roughly one-third of all mediations involve a workplace conflict, and this number continues to rise - partly because mediation clauses are increasingly included in employment contracts.

A successful workplace mediation results in either the continuation of the employment relationship under mutually agreeable conditions or the termination of the collaboration under terms that all parties can agree upon - in a settlement agreement.

For all forms of workplace mediation, early intervention increases the likelihood of a positive outcome. Addressing conflicts in time can help prevent serious consequences such as prolonged absenteeism and reputational damage.

What does mediation cost?

The cost of mediation depends on the time required for conversations, organization, any reports, and documenting the outcome. On average, this totals around 10-12 hours.

In workplace mediation, it is common for the employer to cover the costs. My hourly rate for workplace mediation is €220 per hour (excluding VAT). The mediation process begins with separate intake meetings with each party (approximately 45 minutes each). After that, the first plenary session is scheduled. Typically, two to three joint sessions of around two hours each are needed.

Additional time is required for preparation, reporting, correspondence, organization, and drafting an agreement or summary of agreements. For travel time, I charge €110 per hour (excluding VAT).

A phone call to discuss whether mediation is suitable for a specific case or for more information is, of course, free of charge.