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  • Writer's pictureAntonia Rogers

What is the cost of workplace conflict?

As an organisation are you struggling with budget constraints?


Do you need to make efficiencies without compromising the quality of the service?


Have you ever considered the cost of conflict in the workplace?


According to the CIPD Workplace Conflict Survey 2019, 29% of employees, 9.7 million, have first-hand experience of conflict in the workplace costing UK companies a staggering £28.5 billion a year.


When we look at those statistics further out of the 9.7 million employees identified approximately:

  • 5% resigned as a result of the conflict

  • 9% required time of sick

  • 19% reported a drop in productivity

  • 40% reported reduced motivation, commitment and engagement

  • 56% reported suffering from stress/anxiety and depression.


Translating these statistics into a monetary figure the report concluded that the cost of:

  • Resignation (factoring in also the cost of recruitment, training, and the loss of output) was on average £25,181 per resignation

  • Sickness Absence was on average £148 per day, per employee

  • Negative impact on productivity and reduced engagement and wellbeing was on average £238 per day, per employee.


The report all looked at the real cost of conflict within the workplace in four different scenarios and the figures speak for themselves:





So my question to you is can your business really afford to ignore conflict in the workplace and does it not makes commercial sense to identify an issue and “nip them in the bud” as quickly and efficiently as possible allowing people to “move on” and add value to your organisation once again?


Processes cost and therefore it is time that we benefit all by putting people before process.


Mediation allows parties to speak confidently in a safe and secure environment and encourages a mutual understanding in how to improve working relationships. It focuses on trying to address underlying causes of conflict and has a win/win emphasis, supporting both sides of a dispute to find solutions that are acceptable to each side. It therefore encourages more positive outcomes in the workplace than more traditional adversarial formal processes which are therefore more likely to be adhered to in the short and long term.


Interested in finding out more, please contact Antonia who will be happy to discuss your requirements with you.



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