As a certified mediator with extensive experience in employment law, I guide employers and employees toward a workable solution. Especially when a working relationship has reached an impasse, a labour dispute has arisen, or a dismissal is imminent, it is valuable to work with a mediator who truly has both parties’ interests at heart and who speaks the language of the legal advisors.
Conflicts in the workplace can escalate quickly. Disputes that drag on for months cost time, money, and energy for everyone involved. The danger is that it quickly turns into a back-and-forth game of accusations and legal arguments, while no one is looking at what the parties really need. That is rarely the best path to a solution.
Mediation works differently. It focuses on the parties themselves, on their relationship with one another, on the way they communicate, and on the patterns that have emerged in that communication. By exploring what’s really bothering someone, what’s affecting them or holding them back, you can get to the heart of the problem much more quickly. And with that, you can reach a solution.
Mediation doesn’t just result in a solution on paper. It clears up much more than that. The parties start talking to each other again. They gain insight into each other’s motivations and intentions, and with that, an understanding of the other person’s situation. Stalled relationships start moving forward again. Mediation gives people a new perspective.
For employers, this means:
de-escalation
shorter processes
lower costs
less absenteeism
a significantly lower risk of costly and protracted legal proceedings.
Whether it involves a workplace conflict, a strained working relationship with a supervisor, a return-to-work dispute, or a situation requiring exit mediation—mediation keeps the situation manageable and offers a structured and confidential alternative to legal proceedings.
For employees, mediation often provides exactly what is needed most:
the chance to truly be heard;
to have the conversation that hasn’t taken place for far too long; and
to work with their employer to find a way forward that takes their interests and needs into account
My approach: focusing on the person behind the conflict
In a mediation process, the participants take centre stage, and the parties themselves are responsible for the outcome. Together, we strive to create an environment in which the parties can once again engage in dialogue and reach a solution.
Participants often enter the session feeling tense, almost rigid. The pressure of a workplace conflict, an impending termination, or a difficult reintegration process takes its toll. But what stands out time and again is how much progress is made as soon as there is finally room for an open, honest conversation.
In that conversation, I am active, curious, open, and practical. Together with the parties, I explore what is really going on, including what isn’t being said out loud. This way, we get to the heart of the matter step by step and arrive at a solution that works for both sides.
Participants describe my approach as follows:“You’re so good at taking the weight off. Everything gets discussed, but it still feels lighter.”
“You make it so concrete—at least that’s something we can use.”
“You’re so good at picking up on what isn’t being said.”
"You can figure people out so quickly."
Group sessions can be intense. Emotions can run high, and that’s okay. Sometimes that’s exactly what’s needed to make progress. Triggers surface, the tipping point in the relationship becomes apparent, and people are given the opportunity to reflect. This leads to mutual insight and understanding—which are necessary to reach a solution.
What sets my guidance apart is the combination of in-depth legal and analytical knowledge with a keen intuition for what’s going on beneath the surface. These two qualities reinforce each other. Especially in complex situations such as long-term disability or a reintegration dispute, a performance review process, complaints about inappropriate behaviour or an unsafe work environment, or an impending termination. This combination ensures that interests are carefully and quickly identified, escalation is prevented, and the process continues to move toward a concrete, realistic outcome.
My extensive and varied experience has taught me to listen openly and without prejudice, and to remain curious about what has not yet come to light.
I facilitate mediations with parties at all levels and from all industries: from board members, directors, and top executives to employees on the shop floor. This breadth is a conscious choice; a labour dispute deserves a sound approach at every level. Organisations that engage my services operate in the commercial, healthcare, and government sectors.
Sessions typically take place in Den Bosch, but can also be held on-site. My practice covers the entire Netherlands.
Want to learn more about my approach to specific situations? See also the pages on mediation in general and mediation in labour disputes.
An employment dispute calls for a quick, expert approach, and sometimes a single conversation is enough to determine the best course of action. Wondering if mediation is the right step for your situation? Feel free to contact me for a no-obligation introductory meeting. Together, we’ll explore what works best.