Originally published in the LERA Perspectives on Work, 2025 – Volume 29, by the Labor and Employment Relations Association.

The default tool for dispute resolution in unionized environments has long been binding arbitration. Detailed processes and timelines are typically spelled out in collective bargaining agreements, and employers and unions are familiar with the process.

But as labor–management dynamics grow more complex and workplace relationships require greater nuance, mediation can help parties save time and money, preserve working relationships, and create solutions that improve operational continuity. As inhouse and outside counsel evolve into strategic partners rather than just legal fixers, mediation should become part of the broader labor–management toolkit.

Full article below: