Frequently asked questions
For all other questions
how do I know which service fits my situation?
You don't need to know before getting in touch. An initial conversation, by phone or email, allows us to understand the situation, the context and the people involved, and then to define the most appropriate framework together.
In brief: mediation brings the people in conflict together to find their own solution; individual support or supervision is for one person or a team wishing to step back and reflect; the Person of Trust or Ombudsperson role gives employees a confidential space for listening within an organisation; an external investigation establishes the facts following a report of harassment or discrimination.
These interventions meet different needs and do not replace one another.
In practice, how does an intervention work and how long does it take?
It all starts with an initial conversation to clarify your needs. Depending on the framework chosen, a mediation usually begins with a separate meeting with each person, followed by joint sessions. Supervision may be a one-off or a regular process. An investigation or a workplace climate assessment is governed by a mandate setting out the scope, the method and the timeline.
Duration depends on the situation: a neighbourhood dispute or a conflict between colleagues may be resolved in a few sessions; family mediation or an organisational intervention often spans several weeks. The number and frequency of sessions are agreed with you from the outset and can be adjusted along the way.
Will what I say remain confidential?
Yes. Confidentiality is one of the foundations of every intervention I carry out. What is said in mediation, in supervision or to the Person of Trust is not passed on to third parties – including the employer – without your consent.
The limits are defined by the framework of each mandate and are explained at the first meeting. In an external investigation, for instance, the information gathered is recorded in a report for the commissioning organisation, and every person interviewed is informed of this beforehand. As a sworn mediator and a lawyer, I am also bound by professional secrecy.
as a lawyer, can you advise or represent me?
No, not within a mediation, a supervision or an Ombudsperson role. My role is to be independent and impartial: I do not represent the interests of any party and I do not give legal opinions in favour of one side or the other.
My background in law and litigation does, however, allow me to grasp the issues quickly, set a clear framework and help build realistic agreements. Each person remains free to consult their own adviser, which I encourage where useful – in particular before signing an agreement.
What if the other person refuses mediation?
Mediation relies on the voluntary participation of everyone involved. If the other person is hesitant, I can, with your consent, contact them to explain the framework and answer their questions; initial reluctance often falls away once the process is understood. If the refusal persists, individual support can help you clarify your options.
An agreement reached in mediation is a commitment freely undertaken by the parties. Set down in writing, it may, depending on the case, be formalised as a contract and – in family matters in particular – be submitted to the court for approval.
How much does it cost, and what are the practical arrangements?
Fees are set out transparently during the initial conversation, before any commitment. For individuals, sessions are charged at an hourly rate (view rates here). In mediation, costs are generally shared between the participants. Some legal-expenses insurance policies and, in Geneva, the cantonal family mediation subsidies may cover all or part of the costs. For organisations, a quote is prepared on the basis of the mandate.
Interventions take place in Geneva, Vevey or online, in French or English. First contact is by telephone, email or through the website contact form.