Mediation/Resolution

Not every professional disagreement requires formal disciplinary proceedings.

Where appropriate, IPR may offer or recommend mediation.

Mediation provides an opportunity for parties to discuss concerns through a structured and impartial process.

Mediation may be appropriate where:

communication has broken down;
expectations were unclear;
there has been a misunderstanding;
professional boundaries require clarification;
an apology or acknowledgement may assist resolution;
corrective action can reasonably address the concern; or
both parties are willing to participate.

Mediation is voluntary

Participation should ordinarily require agreement from the relevant parties.

Mediation will generally not be used as a substitute for formal investigation where allegations involve serious misconduct, exploitation, abuse, significant safeguarding concerns, serious dishonesty or substantial risk to the public.

Possible mediation outcomes

Agreed outcomes might include:

acknowledgement of concerns;
apology;
clarification;
corrective action;
additional supervision;
additional professional development;
amendment of professional procedures;
boundary-management measures; or
another mutually acceptable resolution.

Successful mediation may conclude the complaint where appropriate.

However, IPR retains responsibility for considering whether separate professional-conduct action remains necessary to protect the public.