At Terraxis, we help organisations resolve workplace challenges through mediation, investigations, employee support, and conflict resolution services.

Explore our case studies to see how we deliver practical, confidential, and lasting solutions for healthier workplace relationships.

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We deliver confidential Alternative Dispute Resolution (ADR) and relationship engineering solutions to resolve friction, ensure compliance, and protect team well-being.

We combine absolute neutrality, strict confidentiality, and human-centric resolution to turn workplace tension into lasting alignment.

When personal integrity, team cohesion, and organisational performance were at risk, a workplace conflict had escalated beyond a simple disagreement. Both parties believed their professional standing and personal values were under threat, creating a breakdown in trust, communication, and collaboration.

Rather than allowing the situation to progress into a formal grievance procedure or employment dispute, the organisation engaged Terraxis to facilitate an independent workplace mediation process. Through structured preparation, confidential dialogue, and practical agreement-building, the parties were able to move beyond entrenched positions and rebuild a productive working relationship.

The mediation resulted in a written agreement, restored communication, and provided a clear framework for future collaboration while avoiding the disruption associated with formal workplace disputes.

Case Study Overview

• Client: Confidential (Multinational Employer) 
• Client Industry: Marine / Nautical industry  
• Client Location: Geneva, Switzerland 
• Project Duration: 3 weeks
• Services Provided: Workplace Mediation, Neutral Dispute Resolution 
• Workplace Mediation Lead: Jérémie Girod, Sworn Workplace Mediator and Managing Director of Terraxis. 

Key Outcomes

• Workplace conflict resolved through a structured mediation process
• Resolution achieved within days to weeks rather than months or years
• Most issues addressed within 1-3 mediation sessions
• Working relationship preserved and strengthened
• Formal grievance procedures avoided
• Written agreement established with clear commitments and accountability
• Organisational disruption minimised and collaboration restored

The organisation was experiencing a serious breakdown in a key working relationship. What had previously been a productive professional partnership had deteriorated into a cycle of misunderstanding, defensiveness, and mistrust.

As the conflict intensified, communication became increasingly difficult. Both individuals felt their credibility, values, and professional integrity were being challenged. The dispute began to affect not only the individuals involved but also the wider team environment.

The impact extended beyond the immediate relationship:

• Team collaboration became increasingly strained
• Day-to-day communication deteriorated
• Operational effectiveness began to suffer
• Managers faced growing challenges in maintaining team cohesion
• The wider organisation risked being affected by ongoing tension

Like many workplace conflicts, the dispute did not emerge in isolation. The relationship had previously functioned effectively, but changing circumstances created pressures that neither party successfully navigated.

Factors contributing to the breakdown included:

• Organisational change and restructuring
• Increased workload and operational pressure
• Unclear responsibilities and reporting arrangements
• Heightened stress linked to business priorities
• Misaligned expectations and communication challenges

As tensions escalated, the organisation recognised that allowing the conflict to continue unchecked could create wider organisational consequences. A structured intervention was required to restore communication and prevent further deterioration.

The organisation considered the available options for resolving the dispute.

While formal grievance procedures and other adversarial processes were available, there was significant concern that such approaches would further damage the relationship and make future collaboration difficult.

Importantly, both individuals had a history of successful cooperation. The objective was therefore not to determine winners and losers, but to understand what had caused the relationship to break down and identify a constructive path forward.

Workplace mediation provided an alternative approach focused on resolution rather than escalation.

Key reasons for selecting mediation included:

• The opportunity to address issues quickly and confidentially
• The ability to preserve an important working relationship
• A structured environment that encouraged open dialogue
• Independent facilitation by a neutral third party
• A practical focus on future collaboration rather than past blame

By engaging in mediation, the parties retained ownership of the outcome while receiving expert support to navigate a difficult and emotionally charged situation.

Every workplace mediation conducted by Terraxis is designed to help participants move beyond entrenched positions, understand the interests driving the conflict, and develop practical agreements that support sustainable working relationships.

Our approach combines structured facilitation, procedural neutrality, and evidence-based mediation techniques to create an environment where meaningful resolution becomes possible.

This mediation followed Terraxis’ established multi-stage methodology.

The process began with individual confidential discussions with each participant.

These meetings allowed the mediator to understand the history of the conflict, identify key concerns, and explore each participant’s perspective before any joint discussions took place.

The preparation phase also helped establish trust in the process and ensured both individuals understood the purpose, structure, and expectations of mediation.

By investing time in preparation, Terraxis created a strong foundation for constructive dialogue.

Before substantive discussions began, the mediator focused on creating an environment where both parties felt safe to participate openly and honestly.

The mediation process was conducted within a neutral and confidential setting designed to reduce defensiveness and encourage engagement.

Each participant was given uninterrupted time to explain their experience and perspective without challenge, criticism, or interruption.

This approach ensured that both parties felt heard and respected while reducing the emotional intensity that often prevents productive conversations.

Once both perspectives had been heard, the mediator worked with the participants to identify and document all issues contributing to the conflict.

Rather than focusing on assumptions or interpretations, the discussion centred on the specific matters that required attention.

A critical part of this stage involved ensuring that both parties acknowledged the legitimacy of discussing each issue openly.

This created a shared understanding of the matters requiring resolution and established a framework for the next phase of the process.

With the issues clearly identified, the mediation shifted away from positions and toward underlying interests.

Rather than debating who was right or wrong, the discussion explored:

• What each participant needed in order to move forward
• Which concerns were most important to address
• What outcomes would support future collaboration
• Where common ground could be identified

This approach helped participants move beyond entrenched viewpoints and focus on practical solutions that met the needs of both parties.

By addressing the interests driving the conflict rather than simply the positions being defended, the parties were able to identify opportunities for cooperation that had previously been obscured by tension and mistrust.

A successful mediation outcome requires more than good intentions.

For this reason, Terraxis places significant emphasis on translating discussion into clear, measurable commitments.

Each agreed point was converted into practical actions supported by realistic expectations and clear responsibilities.

This stage focused on answering the critical question of how the parties would work together moving forward rather than simply acknowledging what had gone wrong.

The result was a practical roadmap for rebuilding the relationship and preventing future misunderstandings.

The mediation concluded with the development of a written agreement.

The agreement documented:

• Agreed actions and commitments
• Expectations regarding future communication
• Responsibilities for each participant
• Mechanisms for maintaining accountability

Both parties formally endorsed the agreement, creating a shared reference point for future collaboration.

This final stage ensured that the progress achieved during mediation translated into sustainable behavioural change beyond the mediation room.

The mediation delivered a constructive resolution without the need for formal grievance procedures or prolonged workplace disputes.

Most importantly, the parties were able to restore communication and establish a more productive working relationship.

The organisation benefited from:

• Resolution achieved within a relatively short timeframe
• Reduced risk of further escalation
• Preservation of a valuable professional relationship
• Improved ability to move forward collaboratively
• Reduced disruption to team functioning and business operations

Rather than becoming adversaries through a formal process, the participants were able to work together to create a mutually acceptable solution.

One of the most significant outcomes of workplace mediation is the opportunity to repair relationships rather than simply manage disputes.

In this case, mediation provided a structured environment in which both individuals could express concerns, understand each other's perspectives, and identify practical ways of working together more effectively.

What had become a damaging conflict was transformed into a constructive conversation focused on future success.

By preserving the relationship rather than sacrificing it to a formal process, the organisation retained valuable experience, knowledge, and working partnerships that might otherwise have been lost.

For Human Resources professionals, managers, and organisational leaders, workplace mediation offers an effective method for addressing conflict before it develops into a more serious organisational problem.

A structured mediation process can provide:

• Early intervention before disputes escalate
• Confidential and impartial facilitation
• Preservation of valuable working relationships
• Improved communication and collaboration
• Practical agreements focused on future success
• Reduced disruption to teams and business operations

When workplace relationships begin to deteriorate, timely intervention can prevent wider organisational consequences while supporting a healthier and more productive working environment.

Terraxis is Switzerland’s trusted provider of workplace mediation, independent workplace investigations, Employee Assistance Programmes (EAP), Person of Trust services, and workplace compliance solutions for multinational employers.

Our experienced professionals help organisations resolve complex workplace challenges through impartial, practical, and evidence-based approaches that strengthen organisational health and support long-term success.

Workplace disputes rarely resolve themselves.

When communication breaks down and tensions begin to affect individuals, teams, or organisational performance, early intervention can make the difference between a constructive resolution and a prolonged conflict.

Speak confidentially with one of our experienced Workplace Mediators to explore the most effective path forward for your organisation. Contact us! 

A multinational organisation in Switzerland faced escalating internal conflict, loss of psychological safety, and serious concerns regarding its work environment. Following several investigation triggers, including allegations of discrimination and workplace misconduct, the organisation commissioned independent external investigators through Terraxis. The investigation provided an objective factual record, identified critical misconduct, recommended appropriate corrective action, and strengthened organisational trust and compliance.

Case Study Overview

• Client: Confidential (Multinational Employer)
• Client Industry: Financial Services
• Client Location: Geneva, Switzerland
• Project Duration: 3 weeks
• Services Provided: Workplace Investigation
• Workplace Investigation Lead: Jérémie Girod, Workplace Investigator and Managing Director of Terraxis.

Key Outcomes

• Independent, evidence-based workplace investigation process delivered with full confidentiality.
• Misconduct and leadership breakdown identified; corrective actions effected.
• Stress-related sick leave in affected teams dropped by 40% in three months.
• Protected business continuity; delivered two at-risk projects on schedule. 
•  Internal “Person of Trust” scheme and safe reporting channels implemented

The organisation, a Swiss-headquartered multinational, was experiencing persistent tensions within a key division. Employee complaints to Human Resources and line management had escalated over two years, culminating in claims of discrimination, chronic workload inequality, and a serious loss of trust in the internal process.

Senior HR professionals and management needed to determine:

• Where did misconduct truly occur?
• Were leadership practices discriminatory or merely perceived as such?
• What legal risks under Swiss law arose around psychological safety, duty of care, and bias? (See: Swiss Code of Obligations – Workplace Protection)
• The matter required a formal Initial Assessment, including a comprehensive risk assessment, to determine whether immediate interim measures or administrative leave were necessary to protect employees and preserve the integrity of the process. 

Early findings suggested potential breaches of the organisation's Code of Conduct and other internal workplace policies governing respectful behaviour, discrimination, and management practices.

The impacts were systemic:

• Employees altered behaviour, avoided formal complaints, and feared retaliation.
• Absenteeism spiked.
• Two strategic projects halted due to deteriorating team cohesion.
• Managers and HR were accused of partiality or indifference.

The gravity required an independent, externally led workplace investigation to reclaim trust and establish facts reliably.

The Terraxis investigation, grounded in Swiss best-practice and evidence-based methodology, identified interwoven causes underpinning the conflict.

Internal HR Was Not Trusted, External Expertise Was Required. Attempts to address these issues internally failed for several reasons:

• Employees doubted HR’s ability to maintain impartiality, believing the process to be subject to internal politics.
• The complexity and seriousness of the allegations exceeded normal HR investigation skills (e.g., critical incident interviewing, legal risk analysis, evidence synthesis).
• The employees involved expressed concerns that internal investigations conducted solely by Human Resources could be vulnerable to allegations of institutional bias.

The organisation's HR Manager, Human Resources Business Partner, and senior business leader recognised that independent external investigators would provide greater credibility and procedural fairness.

Internal efforts risked further reputational harm and exposure to legal challenge for procedural flaws or perceived bias.

Key rationale for external, independent investigation:

Internal HR Process

• Perceived as conflicted

• Skill limitations in complex cases

• Incomplete, disputed findings

Independent External Investigation

• Neutral, trusted by all stakeholders

• Specialist investigation methods, structured interviewing, evidence assessment, and legally defensible reporting.

• Comprehensive, evidence-based, defensible in legal settings

Every workplace investigation conducted by Terraxis is designed to establish a reliable factual record through an impartial, structured, and evidence-based process. Our Workplace Investigators combine investigative expertise with a deep understanding of workplace dynamics, procedural fairness, and organisational governance to ensure findings are objective, defensible, and practical.

This investigation followed our rigorous three-stage methodology.

The investigation began with a comprehensive review of all available documentary evidence to understand the background of the allegations and establish an objective foundation before interviews commenced.

The Terraxis Investigator:

• Reviewed relevant employment records, performance documentation, email correspondence, meeting records, HR files, and previous complaints.
• Examined organisational reporting structures, management responsibilities, and workplace policies relevant to the allegations.
• Constructed a detailed chronological timeline of key events to identify emerging patterns, inconsistencies, and areas requiring further investigation.
• Assessed the available evidence to inform the interview strategy and ensure all relevant issues were explored systematically.

This initial assessment enabled the investigation to proceed from verified facts rather than assumptions or competing narratives.

Terraxis conducted confidential, structured interviews with all relevant participants, including complainants, respondents, line managers, and corroborating witnesses.

Each interview was conducted using recognised investigative interviewing techniques designed to:

• encourage accurate, complete, and independent accounts;
• minimise suggestion, bias, or external influence;
• provide participants with a psychologically safe environment in which to disclose sensitive information;
• test the reliability and consistency of evidence through careful questioning and clarification; and
• ensure procedural fairness by giving all parties an appropriate opportunity to respond to relevant allegations.

Throughout the process, investigators remained impartial, gathering evidence without making premature findings or credibility assumptions.

Following the interviews, all evidence was subjected to a structured analysis.

The Terraxis Investigator:

• Cross-referenced witness accounts against documentary evidence and the established timeline.
• Assessed areas of corroboration, inconsistency, and evidential gaps.
• Distinguished between substantiated findings, uncorroborated allegations, and matters falling outside the agreed Terms of Reference.
• Evaluated patterns of behaviour across multiple evidence sources rather than relying on isolated incidents or individual opinions.
• Ensured conclusions were supported by the available evidence and documented transparently.

This disciplined analytical process enabled the organisation to understand not only what had occurred, but also the organisational factors that had contributed to the workplace conflict.

The investigation concluded with a comprehensive, legally defensible report that presented the evidence in a clear, balanced, and structured manner.

The report:

• Set out the investigation methodology and scope.
• Summarised the relevant evidence gathered.
• Presented factual findings supported by the available evidence.
• Clearly differentiated confirmed findings from unsubstantiated allegations.
• Identified breaches of organisational standards where supported by the evidence. 
• Provided practical recommendations to assist organisational decision-makers in managing workplace risk, restoring trust, and strengthening future governance.

By combining objective evidence gathering, structured analysis, and procedural fairness, Terraxis provided the organisation with a robust factual foundation on which informed decisions could be made with confidence.

To ensure clarity and future-proof the intervention against procedural challenge, Terraxis Workplace Investigator:

• Established and communicated clear terms of reference with Human Resources and executive sponsors
• Kept inquiry tightly restricted to events, timeframes, and individuals relevant to current risk and misconduct
• Documented (but did not expand on) older or tangential grievances, unless they directly related to the current complaint
• Disciplined reporting: Separated factual findings, uncorroborated claims, and disciplinary measures to assist internal decision makers
• At the outset, formal Terms of Reference were established and approved by Human Resources and executive sponsors. These Terms of Reference clearly defined the allegations, relevant parties, timeframe, evidence sources, and reporting expectations.

This maintained the integrity, objectivity, and practical utility of findings reducing future legal and reputational exposure.

The independent investigation delivered measurable improvements across employee wellbeing, operational continuity, and organisational governance, providing a clear foundation for restoring trust and strengthening workplace processes. 

Short-term outcomes

• Stress-related absenteeism: Drop by ~40% (Quarter vs. previous period)

• Business continuity: 2 projects back on track delivered to schedule

• Disciplinary/protective actions: The investigation informed appropriate organisational and corrective actions in accordance with applicable legal requirements and internal governance procedures.

• Governance improvements: New “Person of Trust” appointed; whistleblower reporting protocols introduced

• Managerial oversight: Enhanced policy, regular compliance review schedules introduced

Long-term outcomes

• Eighteen months after the intervention, the affected unit recorded its strongest retention and performance results in three years.
• The investigation's recommendations informed lasting improvements to workplace governance, including strengthened complaints processes, enhanced managerial oversight, and the introduction of a Employee Assistance Program and appointing  a Person of Trust.
• The organisation established a stronger framework for managing future workplace concerns through greater transparency, procedural fairness, and independent oversight.

Before the Terraxis intervention, a culture of silence dominated. Employees self-protected through defensive documentation, withheld grievances, and largely disengaged from internal processes.

Post-investigation:

• Employees willingly participated in open dialogue
• Staff confidence in fairness and psychological safety was restored
• Transparent accountability for misconduct reinforced long-term values and risk assessment under Swiss Duty of Care obligations
• The investigation strengthened collaboration between Human Resources, executive management, and department/unit leadership, creating a more transparent framework for managing future workplace concerns.

The ripple effect led to measurable cultural and performance improvement even amid continued business volatility.

A data-driven, independent workplace investigation by Terraxis delivers:

• Objective fact-finding: Clear separation of personal grievance from organisational risk
• Employee protection: Trauma-informed methodology and strict legal compliance
• Risk minimisation: Reduces chances of costly litigation, negative publicity, or repeat incidents
• Restored trust: Demonstrably improves psychological safety and trust in systems
• Best-practice improvement: Strengthens internal policy, complaint management, and Swiss regulatory compliance

When trust is broken, only independent expertise can create the foundation for sustainable improvement and future risk mitigation.

Terraxis is Switzerland’s trusted provider for independent workplace investigations, workplace mediation, Employee Assistance Program (EAP) and "Person of Trust", as well as various Swiss regulatory compliance solutions for multinational employers. 

All investigations are conducted in full compliance with the Swiss Code of Obligations and relevant data protection requirements.

Complex workplace problems demand more than internal solutions. When trust, performance, and legal risk intersect, an independent investigation delivers clarity, credibility, and actionable results.

Speak in confidence with an expert Workplace Investigator to protect your organisation’s people, reputation, and future.

Request a Confidential Workplace Investigation Consultation. Contact Terraxis!