-
- Art. 5a FC
- Art. 6 FC
- Art. 10 FC
- Art. 16 FC
- Art. 17 FC
- Art. 20 FC
- Art. 22 FC
- Art. 29a FC
- Art. 30 FC
- Art. 32 FC
- Art. 42 FC
- Art. 43 FC
- Art. 43a FC
- Art. 55 FC
- Art. 56 FC
- Art. 60 FC
- Art. 68 FC
- Art. 75b FC
- Art. 77 FC
- Art. 96 para. 2 lit. a FC
- Art. 110 FC
- Art. 117a FC
- Art. 118 FC
- Art. 123b FC
- Art. 136 FC
- Art. 166 FC
-
- Art. 11 CO
- Art. 12 CO
- Art. 50 CO
- Art. 51 CO
- Art. 84 CO
- Art. 143 CO
- Art. 144 CO
- Art. 145 CO
- Art. 146 CO
- Art. 147 CO
- Art. 148 CO
- Art. 149 CO
- Art. 150 CO
- Art. 701 CO
- Art. 715 CO
- Art. 715a CO
- Art. 734f CO
- Art. 785 CO
- Art. 786 CO
- Art. 787 CO
- Art. 788 CO
- Transitional provisions to the revision of the Stock Corporation Act of June 19, 2020
- Art. 808c CO
-
- Art. 2 PRA
- Art. 3 PRA
- Art. 4 PRA
- Art. 6 PRA
- Art. 10 PRA
- Art. 10a PRA
- Art. 11 PRA
- Art. 12 PRA
- Art. 13 PRA
- Art. 14 PRA
- Art. 15 PRA
- Art. 16 PRA
- Art. 17 PRA
- Art. 19 PRA
- Art. 20 PRA
- Art. 21 PRA
- Art. 22 PRA
- Art. 23 PRA
- Art. 24 PRA
- Art. 25 PRA
- Art. 26 PRA
- Art. 27 PRA
- Art. 29 PRA
- Art. 30 PRA
- Art. 31 PRA
- Art. 32 PRA
- Art. 32a PRA
- Art. 33 PRA
- Art. 34 PRA
- Art. 35 PRA
- Art. 36 PRA
- Art. 37 PRA
- Art. 38 PRA
- Art. 39 PRA
- Art. 40 PRA
- Art. 41 PRA
- Art. 42 PRA
- Art. 43 PRA
- Art. 44 PRA
- Art. 45 PRA
- Art. 46 PRA
- Art. 47 PRA
- Art. 48 PRA
- Art. 49 PRA
- Art. 50 PRA
- Art. 51 PRA
- Art. 52 PRA
- Art. 53 PRA
- Art. 54 PRA
- Art. 55 PRA
- Art. 56 PRA
- Art. 57 PRA
- Art. 58 PRA
- Art. 59a PRA
- Art. 59b PRA
- Art. 59c PRA
- Art. 62 PRA
- Art. 63 PRA
- Art. 67 PRA
- Art. 67a PRA
- Art. 67b PRA
- Art. 75 PRA
- Art. 75a PRA
- Art. 76 PRA
- Art. 76a PRA
- Art. 90 PRA
-
- Vorb. zu Art. 1 FADP
- Art. 1 FADP
- Art. 2 FADP
- Art. 3 FADP
- Art. 5 lit. f und g FADP
- Art. 6 Abs. 6 and 7 FADP
- Art. 7 FADP
- Art. 10 FADP
- Art. 11 FADP
- Art. 12 FADP
- Art. 14 FADP
- Art. 15 FADP
- Art. 19 FADP
- Art. 20 FADP
- Art. 22 FADP
- Art. 23 FADP
- Art. 25 FADP
- Art. 26 FADP
- Art. 27 FADP
- Art. 31 para. 2 lit. e FADP
- Art. 33 FADP
- Art. 34 FADP
- Art. 35 FADP
- Art. 38 FADP
- Art. 39 FADP
- Art. 40 FADP
- Art. 41 FADP
- Art. 42 FADP
- Art. 43 FADP
- Art. 44 FADP
- Art. 44a FADP
- Art. 45 FADP
- Art. 46 FADP
- Art. 47 FADP
- Art. 47a FADP
- Art. 48 FADP
- Art. 49 FADP
- Art. 50 FADP
- Art. 51 FADP
- Art. 54 FADP
- Art. 57 FADP
- Art. 58 FADP
- Art. 60 FADP
- Art. 61 FADP
- Art. 62 FADP
- Art. 63 FADP
- Art. 64 FADP
- Art. 65 FADP
- Art. 66 FADP
- Art. 67 FADP
- Art. 69 FADP
- Art. 72 FADP
- Art. 72a FADP
-
- Art. 2 CCC (Convention on Cybercrime)
- Art. 3 CCC (Convention on Cybercrime)
- Art. 4 CCC (Convention on Cybercrime)
- Art. 5 CCC (Convention on Cybercrime)
- Art. 6 CCC (Convention on Cybercrime)
- Art. 7 CCC (Convention on Cybercrime)
- Art. 8 CCC (Convention on Cybercrime)
- Art. 9 CCC (Convention on Cybercrime)
- Art. 11 CCC (Convention on Cybercrime)
- Art. 12 CCC (Convention on Cybercrime)
- Art. 25 CCC (Convention on Cybercrime)
- Art. 29 CCC (Convention on Cybercrime)
- Art. 32 CCC (Convention on Cybercrime)
- Art. 33 CCC (Convention on Cybercrime)
- Art. 34 CCC (Convention on Cybercrime)
FEDERAL CONSTITUTION
CODE OF OBLIGATIONS
FEDERAL LAW ON PRIVATE INTERNATIONAL LAW
LUGANO CONVENTION
CODE OF CRIMINAL PROCEDURE
CIVIL PROCEDURE CODE
FEDERAL ACT ON POLITICAL RIGHTS
CIVIL CODE
FEDERAL ACT ON CARTELS AND OTHER RESTRAINTS OF COMPETITION
FEDERAL ACT ON INTERNATIONAL MUTUAL ASSISTANCE IN CRIMINAL MATTERS
DEBT ENFORCEMENT AND BANKRUPTCY ACT
FEDERAL ACT ON DATA PROTECTION
SWISS CRIMINAL CODE
CYBERCRIME CONVENTION
- I. Mediation as part of Alternative Dispute Resolution (ADR)
- II. Historical development of mediation
- III. Terminology
- IV. Legal basis, scope of application and treaties
- V. Principles and structure of the mediation process
- VI. Practical questions
- Bibliography
I. Mediation as part of Alternative Dispute Resolution (ADR)
1 Mediation is a procedure that is used both explicitly and implicitly to resolve conflicts, whereby the "conflicts" do not necessarily involve a legal issue in the strict sense. A mediation procedure is explicit if it is explicitly designated and understood as such by both the mediator and the parties involved and basically proceeds according to the phase model (see section V.B. below). Implicit mediation is used when elements from mediation theory are used to resolve a conflict that does not take place in the explicit setting of a mediation process. One might think of the implicit use of techniques such as paraphrasing, which are typical of mediation procedures. The mediator does not necessarily have to be a mediator in the strict sense. Supervisors, colleagues or neutral persons of trust and contact often even intuitively make use of methodological tricks from mediation theory without them or the conflict parties imagining themselves to be in a "mediation process".
2 In jurisprudential discourse, mediation is generally assigned to the subject area of Alternative Dispute Resolution (ADR) or alternative dispute resolution procedures. Along with arbitration, it is considered the most prominent ADR method and is conducted by an impartial and neutral third party who is equally recognised by all parties to the conflict. Unlike other ADR methods such as arbitration, mediators are not involved in the decision-making process. This means that mediators are not allowed to make concrete proposals for a solution within the mediation process, especially not in the form of a settlement proposal, as is customary in arbitration proceedings. Mediation thus differs significantly from other ADR procedures such as conciliation or arbitration; and ultimately also from traditional judicial jurisdiction. In addition to the basic forms of pure mediation and arbitration, hybrid forms (MEDARB, ARBMED, MEDALOA, etc.) have also developed in practice, combining the features of several ADR methods.
3 One of the main goals of mediation procedures is to restore the relationship between the conflicting parties. To this end, a space is created in the mediation setting in which those concerned are invited to reflect and change attitudes and behaviour on the way to finding a joint solution. It follows that there are just as many possible solutions as are considered by the conflict parties. The prerequisite for this diversity of conflict resolution options is that the parties put aside their own needs, ideas or desired outcomes, and can sometimes also endure uncertainty. The fact that the conflict parties rely on analysing and blaming each other for past mistakes should not be the focus, although past hurts, dissatisfaction or misunderstandings are certainly addressed and reflected upon. It is important that mediation does not drift into a therapeutic setting, but rather directs the focus of the parties in the process of change towards common potential solutions. A scope for consensual solutions opens up only when all parties involved break away from entrenched expectations and undergo a change of perspective. A central feature of the classical mediation process is that both participation in the process and the conclusion of a mediation agreement are always voluntary for the parties to the conflict. In summary, the main task of mediators is to provide the parties with a space and to accompany them in finding a solution, without making proposals themselves.
II. Historical development of mediation
4 From a historical perspective, mediation has a long tradition in many countries and cultures. For example, the first beginnings of mediation can be found as early as 3000 years B.C. among the Sumerians of southern Babylonia, and the first traces of mediation in the broader sense can be found 6000 years ago in China. However, the cradle of the modern mediation movement is the USA of the 1960s, which experienced turbulence during the tense period of the civil rights movement, Vietnam protests and the flare-up of student unrest. Since then, mediation has spread from the USA to Canada and Europe towards the end of the 1980s. However, after the first attempts to make the new method at home in Germany – and in Switzerland it is likely to be similar – disillusionment set in: it became clear that it was not enough to train mediators and enrich the range of services on offer locally, as the continental European development differs significantly from the original US movement: In the USA, the professionalisation of mediation essentially went back to the Harvard concept, which is strongly influenced by negotiation theory and is reflected in the publication The Promise of Mediation (1994) by R.A.B. Bush and J. Folger. In addition, mediation and ADR methodology have been systematically integrated as an integral part of undergraduate legal education at universities in the USA and Australia since the 1990s. In contrast, continental European and especially Swiss mediation theory was not primarily derived methodologically from the negotiation model. Rather, it was also influenced by other factors, such as approaches from systemic therapy and a debate on the topic of mediation instead of judging that can be traced back to the 1920s, which was ideologically linked to the democratisation of the judiciary and its relief, which is still propagated by authorities as an argument today. In this development, a conscious reaction to and demarcation from the legally standardised, traditional conflict resolution procedures can be read. However, such historical contexts should no longer tempt us to understand mediation and ADR procedures in their current form as the counterpart to judicial procedures: They are merely "alternative" in the sense that a conflict can be resolved with the help of different third parties: Whether this is a state court or a mediator, a (state) conciliation board or an arbitrator depends on the specific circumstances of the conflict situation.
5 In Switzerland, mediation first became established in the late 1980s in the French-speaking part of Switzerland and was applied in various subject areas. A wide variety of efforts also contributed to the level of awareness; for example, in 1991, initiative groups organised an international colloquium on mediation at the Swiss Institute of Comparative Law in Lausanne. However, much resistance had to be overcome before mediation was introduced as a concept in the CPC: Apart from isolated provisions on the recusal and the right of mediators to refuse to testify, as well as the suspension of the proceedings for conducting a mediation, the expert commission did not foresee any regulation of mediation in the preliminary draft of the CPC. When Switzerland finally adopted a uniform CPC under federal law, it also contained norms on mediation. Thus, mediation (Art. 213–218 CPC) was introduced under the special procedures of Title 2. However, the aim was not to regulate mediation conclusively, but only to clarify its relationship to judicial proceedings. The approach as a non-conclusive regulation proves to be quite sensible due to the diversity of mediation schools and with regard to the many hybrid forms of ADR (MEDARB, ARBMED, MEDALOA), because from a practical perspective it results in a high degree of flexibility in the concrete design and structuring of out-of-court conflict resolution procedures, which in the end benefits the parties, especially since in classical mediation they are themselves and exclusively responsible for the formulation of a solution.
III. Terminology
A. Definition
6 Uniform definitions of mediation and the related mediation-specific terms have not yet been established. It should be noted that both the definitions and the variety of professional backgrounds of mediators and their interpretation of mediation reflect a great diversity. It is obvious that the latter can also generate difficulties of interpretation and understanding. The actual term mediation has both Greek and Latin roots; the Greek word medos stands for neutral, impartial, mediating – the Latin phrase media pars denotes the middle. The Latin word mediatio then translates as mediation. This focus on mediation coincides with the often used image of the mediator who stands in the middle between the conflict parties and supports them – facing both equally – in bridging the differences that generate the conflict.
7 Both in teaching and in practical everyday professional life, mediators speak of the profession of solution-finding, a kind of action concept, or "mediation" as a service, as an attitude or as a method for the benefit of the client: mediators see themselves as neutral, impartial and independent third parties who make themselves available to disputing parties as a mediating element, limiting themselves within the methodological ADR spectrum to mediation. After the mediation term was initially used very broadly in the 1980s, a counter-movement followed that sought to differentiate the term mediation, such as that of Glasl, and clearly differentiated which mediation method is suitable for which type of conflict situation. In the meantime, the definitions of the term "mediation" are so numerous and yet so similar in their different shades that it does not seem opportune to list them here. Keydel, for example, offers a very basic definition when she describes mediation on the basis of the two most fundamental prerequisites for mediation: an existing conflict and the willingness of the parties to the conflict to want to resolve it. However, terms closely associated with mediation, such as neutrality and impartiality, cannot be clearly defined with the mediation-specific vocabulary and continue to give rise to discussions and interpretations, as Heck and Letzel, for example, state and elaborate in detail in their article. In fact, in everyday professional life, it is precisely the conflict parties concerned who bring their own understanding of terms such as "neutrality", "independence" or "voluntariness", and practising mediators cannot assume that this coincides with what they consider to be the "correct" understanding in each case. For this reason, many mediators explain to the parties what they understand by "mediation" and what implications their understanding will have for the further course of the mediation process, and in particular for terms that are important for the process, such as "neutrality", "impartiality", "independence", "voluntariness" or "confidentiality".
8 As with the text at hand, Fischer and Schneuwly adhere to the definition of mediation from the mission statement of the Centre for Effective Dispute Resolution (CEDR) in London: "Mediation is a flexible process conducted confidentially in which a trained neutral mediator actively assists parties in working towards a negotiated agreement of a dispute of difference, with the parties in ultimate control of the decision to settle and the terms of resolution". This definition, which is common in practice, enables mediators from all kinds of professional backgrounds to exploit sufficient leeway for client- and case-specific needs and requirements in their process without departing from the generally accepted principles of the relevant umbrella organisations. For aspiring mediators, it is worthwhile to take a closer look at the respective rules and regulations of an association before seeking membership or accreditation. In this way, a definition of mediation can be found that is in line with the established principles of the umbrella organisation as well as the mediator's own ideas and specific needs (such as a specific area of expertise). However, it is possible that even mediators who have been practising mediation for many years may change their understanding of mediation over time, which may require adjustments to the definition of mediation.
B. Demarcation issues
1. Mediation
9 Systematically, both mediation and conciliation or arbitration can be classified under the umbrella term "ADR". In a conciliation procedure, the parties to the conflict present their positions and arguments to one or more neutral conciliators. Afterwards, the mediator usually submits a mediation proposal, which, however, is not binding for the parties, so that the outcome of the mediation ultimately remains open. If the proposal is accepted by both parties, the conflict is considered to have been mediated; if it is rejected by at least one party, the mediation attempt has failed.
10 One advantage of the conciliation procedure is that a neutral third party submits a solution proposal to the parties in a timely manner, which has a particularly credible effect due to the authority as conciliator. It is true that such a desire to propose solutions also resonates in mediation proceedings: However, due to the lack of decision-making authority on the part of the mediator or the parties' own responsibility, it cannot be fulfilled. It is therefore all the more important to point out this important difference to the parties explicitly and, if necessary, several times in the run-up to a mediation: Mediators do not make proposals for solutions as a matter of principle. Therefore, if the parties come to the conclusion that they are looking for a concrete proposal from a neutral third party in their situation, they must resort to another ADR procedure such as mediation. Conflict resolution professionals should therefore be familiar with the different forms of ADR as well as the demarcation issues in order to be able to identify and apply the most appropriate procedure for the case. As an example, conciliation, as distinct from mediation, is better suited to situations involving more sober and less emotional issues. This applies, for example, to conflicts that can be reduced to factual or legal issues and where the focus is not necessarily on clarifying the relationship. In mediation, as in conventional court proceedings, concrete facts from the past are dealt with, whereas mediation is characterised by a pronounced orientation towards the future and a consideration of the relationship level between the conflict parties.
2. Mediation close to the court
11 According to the Swiss Code of Civil Procedure (CPC), mediation can be used instead of conciliation proceedings (Art. 213 CPC), without entirely replacing compulsory conciliation proceedings:
12 This requires a formal initiation of conciliation proceedings as well as an application for mediation to the conciliation authority. If, as a result of mediation, the conciliation proceedings are written off as settled (settlement, acknowledgement of claim or withdrawal of claim) (Art. 208 para. 1); the effects are those of a "final decision" (Art. 208 para. 2 CPC); if mediation fails, the authorisation to sue is issued by the conciliation authority (Art. 213 para. 3 CPC). Mediation may also be ordered – or rather recommended – as part of court proceedings. The decision to do so is at the discretion and initiative of the judge in charge. In the model of mediation close to the court, the involvement of external mediators is assumed, whereby the time factor is often cited as an argument for this type of mediation, since an appointment for mediation is usually available at shorter notice than an appointment for a classic oral hearing. Just as important as the time factor is the argument of cost reduction. Above all, it is crucial that mediation, which takes place in connection with civil proceedings, always remains independent of the court proceedings (Art. 216 para. 1 CPC). Even if the legislative mandate to the courts remains to end conflicts between disputants by means of a judgement, Staubli sees mediation as an additional conflict resolution instrument for the court. As usual, the specific case must be examined separately for its suitability for mediation before it is initiated.
3. Arbitration
13 In contrast to mediation, in which the decision-making competence always lies with the conflict parties themselves, in the ADR method "arbitration" the parties transfer both this decision-making competence and the authority to organise the process accordingly to one or more neutral third parties determined by them by mutual agreement. The competence of the arbitral tribunals is thereby granted by the state, whereby they function as private courts for civil disputes established by private or public legal entities, in that they are called upon by the parties on the basis of a privately agreed declaration of intent.
14 An arbitral tribunal is thus a "body established by the parties to adjudicate disputes in a binding manner in lieu of the normally competent state courts". As with mediation, there is no statutory definition of arbitration in either the CPC or the IPRG; however, the procedure and arbitrability are described in detail under Art. 353 ff. CPC and Art. 176 et seq. IPRG. Basically, a distinction is made between institutional arbitration and ad hoc arbitration. The binding nature of conflict resolution distinguishes arbitration from mediation and conciliation.
IV. Legal basis, scope of application and treaties
A. Legal bases
15 Mediation as a method can only be found in a few Swiss federal laws. The primary areas of application are civil proceedings (Art. 213 ff. CPC), administrative proceedings before federal authorities (Art. 33 VwVG) and juvenile criminal proceedings (Art. 17 JStPO); however, the inclusion of mediation in the Swiss Code of Criminal Procedure has so far been waived. Mediation is mainly used in civil proceedings as an alternative to traditional conciliation proceedings or as a supplementary instrument during court proceedings. It is also particularly suitable for children's matters in family law proceedings (Art. 297 para. 2 CPC) and is often used there.
16 With regard to the refusal of statements by the mediator, the CPC explicitly states that mediators have a limited right to refuse to testify with regard to the obligation to cooperate in the judicial evidence procedure (Art. 166 para. 1 lit. d CPC). However, this provision within the CPC applies solely and exclusively in dealings with judicial authorities and thus only regulates the relationship of mediation to judicial proceedings. As far as the content or methodology of mediation as a procedure is concerned, the rules of relevant umbrella organisations such as the Swiss Mediation Federation (SDM-FSM), the Swiss Chamber of Commercial Mediation (SKWM) or the Swiss Bar Association (SAV) are authoritative for mediators in this respect.
B. Main scope of application of mediation
17 Although mediation can be used in almost all areas of interpersonal conflict constellations, some main areas of application have emerged over time in which the ADR method of mediation has become particularly well established. The main areas of application of mediation in Switzerland can be described as family law matters on the one hand and labour law matters on the other, which is incidentally also reflected in the corresponding legal provisions of various European states. This focus on certain areas of application has become visible, among other things, in the fact that specific further training courses for mediators have emerged, which has led to an increasing specialisation of mediators in one field and the further training institutes are adapting the range of courses to the needs of practice. This development towards specialisation can also be observed in the USA; in contrast to Switzerland, for example, the focus in the USA is not primarily on family and labour law conflicts, but rather on conflicts from business mediation.
18 It is always the case that a conflict situation arises in an area where certain specialist knowledge may be helpful. Although the question of whether mediators should have such specialised knowledge in the specific area of application is certainly discussed, there is no clear answer. Basically, mediation is not about clarifying contentious technical issues, but about resolving the underlying conflict between people. Certainly, the mediator's expertise in the respective area of application can be helpful, because otherwise the mediator risks not recognising possible pitfalls or backgrounds right away and thus jeopardising the professional conduct of the mediation process. Moreover, in practice, conflict parties often ask whether the mediator has experience or a certain expertise in the relevant field. This is understandable, as the parties to the conflict want to ensure that the mediator is a suitable and competent professional whose skills they can rely on in the mediation process. On the other hand, there is always the risk that specialist mediators use their specific knowledge too one-sidedly, drift into an expert role, follow certain tendencies and finally can no longer appear as all-partial due to their profound knowledge in the respective field. The same applies with regard to the role of law in mediation: although there is a legal component in almost all conflicts, which could form the basis for discussions, the legal classification of the subject matter of the dispute in the mediation process need not necessarily form the basis of conflict resolution: In contrast to traditional court proceedings, mediation does not serve the purpose of legal consideration and decision-making on the merits, but rather the concrete confrontation of conflict parties with the interests and needs underlying their claims. The legal level can, however, be quite useful at the outset for orientation, as it can help the parties to prioritise a specifically factual solution. The mediator's task is exclusively to work on the conflict with the parties, not to make a professional assessment or reflect on the subject matter of the conflict. Ultimately, the decision as to whether the mediator should focus on in-depth professional competence lies solely with the parties to the conflict, who must weigh up their personal and case-specific requirements before deciding.
C. Contracts in mediation
1. Legal classification
19 Contracts can play a role in the mediation process at several stages, as various contractual agreements can be concluded. It is important to note that Switzerland does not have any explicit provisions on contractual agreements in mediation proceedings, nor has any uniform terminology developed in this regard. Lenz and Sommer place the main emphasis on the mediation agreement, which is concluded at the beginning of the mediation, and on the mediation conclusion agreement, which sets out the eventual outcome of the mediation. From a purely legal point of view, it follows from the principle of private autonomy that every legal subject has the possibility to shape its legal relationships itself, which allows for a variety of possible contractual agreements in mediation. The concrete form of the contractual relationships therefore depends on the needs and wishes of the conflict parties, but also on any existing contract templates of the mediator.
20 Legally, the mediation relationship between the client and the mediator qualifies as a simple contract pursuant to Art. 394 et seq. of the Swiss Code of Obligations. There is an analogy to the relationship between the parties to the conflict and the arbitrator. As is customary in contract law, the mediator does not owe any success, which means that the performance effect of the specific contract comes into effect with an ordinary termination of the mediation proceedings, irrespective of whether the parties to the conflict were able to reach an agreement. It follows implicitly from the principle of voluntariness that the mandate is also fulfilled in the case of aborted mediations, mediators can understandably not urge their clients to end the proceedings in an orderly manner. This principle arises not only on a legal level from mandate law, but also from the core methodological element of mediation, which places the responsibility for working out a substantive solution to the conflict solely in the hands of the parties to the conflict, since they must in principle make their decisions without outside intervention. The fee agreement is usually negotiated with the conflict parties in advance, although the term negotiation is not unproblematic in this context. This does not mean that in practice the amount of the fee in the narrow sense is negotiated or debated with potential clients. The individual conditions of the mediation fee are primarily based on the core or source profession of the mediator, especially since mediation procedures are in principle remunerated. Accordingly, the parties to the conflict do not have any actual leeway with regard to the question of fees, unless the mediator agrees with the client on a lump sum with precisely defined general conditions on the basis of an available budget. Conversely, mediators can voluntarily provide for special rates if this appears opportune from their perspective in a specific case. For example, a mediator trained as a lawyer in a commercial mediation case would certainly charge a different fee than a mediator with a social background who has to resolve a family law conflict. In hybrid ADR forms such as MEDARB or MEDALOA, the market fees of arbitrators also play a role. As with the legal profession, both the region and the area of expertise have a significant influence on the amount of the fee.
2. Mediation agreement and working alliance
21 The first contractual relationship constitutes the legal relationship between the conflict parties themselves: A mediation agreement is commonly referred to as the decision between the parties to conduct or commence mediation and, if necessary, to record this decision in a mutual written agreement. However, other terms for this inter-party legal relationship can also be found in the literature, whereby the legal nature of this relationship between the parties has not yet been conclusively clarified: Eiholzer, as well as Fankhauser-Lobsiger, are of the opinion that the legal relationship should be treated as a sui generis agreement outside the legal type system and therefore as an innominate contract.
22 Whether the concluded mediation agreement, as an attempt to resolve the conflict between the parties, is capable of developing a legally binding character and thus constitutes a ground for preventing an action. The main argument for this is that the mediation process may be terminated unilaterally and at any time by one or both parties to the conflict due to the principle of voluntariness, which has been supported as a prerequisite by courts in Germany in the past. This view is countered by the fact that a mediation agreement on the basis of the pacta-sunt-servanda principle may not be disregarded and that despite the fact that it can basically be broken off at any time, at least certain minimum steps of a mediation process must be initiated and gone through. However, it is unclear what these minimum steps would have to look like in concrete terms. In practice, examples of "substantial reasons" for discontinuing a mediation procedure would include the situation that the mediator himself considers an agreement between the parties to be futile, if one or both conflict parties repeatedly violate previously agreed principles, or if the neutrality or impartiality of the mediator is no longer given. It should also be noted that insisting on a mediation procedure is of no use even to the party who would prefer not to break off the procedure: If there is not even a minimal consensus on conducting mediation, the chances of success of a voluntary conflict resolution are very limited. Moreover, there are also conflicts that are so hopelessly deadlocked that both the conflict parties and the mediator decide to break off the mediation that has begun.
23 As soon as the parties have clearly defined their goals in the mediation process and the mediation agreement has been reached between the conflict parties, the mediator can explain the process in detail and try to explain the principles for the joint work, which can (but do not have to) be laid down in the form of a so-called working agreement. The working agreement contains the essential basic rules of the mediation process with regard to voluntariness, openness, information and disclosure, personal responsibility, neutrality, confidentiality or secrecy, the obligation to maintain secrecy and the right to refuse to testify. Depending on the situation, this can be recorded in written or oral form, or, for example, concluded graphically on a flipchart. Compared to oral and graphic agreements, a written agreement has the decisive advantage that the rights and obligations arising from this working agreement always remain comprehensible and visible and that each party to the conflict can be given a concrete copy. If such a working agreement is concluded, the procedure to be followed in the event of a possible termination or cancellation of the mediation process should also be recorded in the working agreement: Especially if the mediator notices signals at the beginning of a mediation process that indicate a later escalation, it is worth explicitly addressing this termination scenario at an early stage. Individual points can then be added during the mediation process with the agreement of all parties, as it is not uncommon for certain issues to arise later in the process.
3. Mediation contract and mediation agreement
24 According to prevailing doctrine, the agreement between the mediator and the parties to the conflict is called a mediation contract and refers to an agreement under private law between two or more persons or groups with one or more mediators. In contrast, German literature uses the term mediator contract for the same legal relationship. In contrast, the agreement on the outcome of the mediation process is often referred to as a mediation agreement. It is at the free discretion of the parties to decide with which outcome they conclude the mediation, whereby any agreement reached by the parties at the end of a mediation process can be understood as an expression of the parties' will, which may well contain components of a creative achievement.
25 If the conclusion of a legally binding agreement was envisaged within the framework of the working alliance, it is the responsibility of the mediator to comply with the necessary formal requirements. From the perspective of the parties, it should therefore also be central that they think about competences in this regard when choosing the mediator. In the event that mediators without a legal background are mandated, it is advisable to have the mediation agreement additionally drafted or at least reviewed by a lawyer in order to ensure that the document also stands up from a legal perspective. However, even the use of general legal advice does not mean that the parties involved in the conflict are no longer actively participating in the mediation process, as it is only a matter of describing the facts to a lawyer and having the legal situation presented, as a general legal assessment is not part of the mediator's field of activity. The active participation of all parties involved ensures that the interests of the conflict parties are in the foreground and that no conflict party gains an advantage through this.
V. Principles and structure of the mediation process
26 In the course of the modern mediation movement, numerous own rules and maxims of mediation theory emerged, but also the conceptualisation of relevant training and further education as well as the establishment of research institutes. The increasing professionalisation of mediation has accordingly also led to a catalogue of general basic principles, which has meanwhile become more or less globally accepted and established in the literature. These basic principles, however, do not have a mandatory character, but are understood as a guideline and a guideline for mediative activity.
A. Principles of the mediation process
27 The possibility of reaching an amicable agreement with parties to a conflict aims at granting them maximum freedom to shape their solution-finding process. This principle is summarised in practice and doctrine under the term party autonomy and means that the parties involved manage the solution-finding process independently, above all without the direct influence of the mediator. The resulting restraint required of the mediator in the formulation of proposed solutions is therefore not only decisive for the characterisation of the role as mediator, but rather creates a space in the first place in which the parties to the conflict can work on their own solution. Closely linked to the maxim of party autonomy in the mediation process is also the principle of individual responsibility, according to which the parties involved also bear the entire responsibility for resolving their conflict. Accordingly, the less invasive role of the mediator not only allows the parties a space to find a solution, but, with exclusive competence, also transfers to them the duty to achieve it within the envisaged framework of the mediation procedure. Confidentiality is also considered to be a fundamental principle of the mediation process, although here too there are a wide variety of formulations. In addition to these three conditions of the mediation process, which are unanimously regarded by scholars as indispensable, additional principles such as openness are formulated, depending on the authorship: The criterion of "openness" refers to constructive engagement between the parties, which includes tolerating mutual confrontation with relevant facts as well as with personal points of view. In concrete terms, it should be possible for the parties to address and disclose unpleasant issues in mediation, which could weaken their position, without having to fear a legal disadvantage. A confidential, and in this sense "open" framework allows the parties to grow beyond their previous horizon of experience and to find their own creative solutions.
28 The principle of voluntariness means that the parties involved participate in mediation of their own free will, i.e. without coercion, and must not be pressured in any way to find a way out of the conflict. Notwithstanding the methodological principle of voluntariness, however, there are situations in which parties are required to participate in mediation, which is referred to as so-called compulsory mediation and has been supported by the Federal Supreme Court. The relevant legal basis for compulsory mediation arises from Art. 307 para. 3 CC, which provides for so-called appropriate measures to protect the best interests of the child. Although the dispatch on the CPC refers to the voluntary nature of mediation as its core element, which can at most be recommended to the parties, compulsory mediation differs from voluntary mediation primarily in terms of its scope of application: ordered mediation is used specifically in family matters and focuses on the interests and rights of the children, even if in individual cases one of the parents opposes it.
B. Structure of the mediation process (phase model)
29 In practice, the mediation process is carried out on the basis of different models, so there is no strictly prescribed procedure: from three-stage procedures to mediation in 12 stages, the most diverse variants are presented in the literature. Depending on the area of application, certain conventions have prevailed: for example, in family mediation several sessions are held at different times, while in business mediation block procedures are more common. What can be considered the lowest common denominator is the description of the mediation process according to a structured phase model, which is basically the same regardless of the variants. However, the individual phases are not to be understood as a rigid schedule, but rather as a basic structure, which under certain circumstances – after consultation with the parties – must also be flexibly adapted:
30 The phase model serves as orientation and to avoid gross procedural errors, which can happen especially in highly escalated conflict situations. The predefined structure makes it possible to dissolve blockades between the participants. In addition, the phase model is suitable for promoting the cooperative attitude of the parties and for making the process more controllable. When moving from one phase to the next, it can be useful to briefly summarise and acknowledge the results achieved so far.
Phase 0: Preliminary phase
31 The preliminary phase is central to mediation and constitutes the initial contact between mediator and potential client. Strictly speaking, the initial enquiry is therefore not yet a contractual relationship, but rather qualifies as an invitatio ad offerendum. From a legal perspective, it is therefore decisive for the mediator at which point in time the actual mandate relationship arises or when he or she is initially only in an initiation phase for the actual mandate. What needs to be clarified is primarily who the clients are and what the mandate is. The solid establishment of this preliminary phase has a significant influence on the further course of the mediation and its chances of success, as there are numerous stumbling blocks, especially at the beginning, which can cause a mediation process to fail: A classic example of this is the direct entry into the conflict discussion without having ensured a secure framework beforehand. If a party tries to influence the process in this way, the mediator should postpone the concerns of a conflict party to the following phase in order to establish and consolidate his/her impartiality even before a possible commissioning relationship. This is not to say that one should not listen empathetically to an upset conflict party and ignore basic needs; rather, it is to sensitise the latter to the role of impartiality and, invoking this very quality, to insist that the actual processing of the conflict only take place in the presence of all parties involved.
32 The risks and dangers within the preliminary phase can be particularly present if the mediation is commissioned by a third party, i.e. if, for example, a team leader commissions the mediator to settle a conflict between two or more employees. As a rule, the mandate for mediation (with the exception of the above-mentioned compulsory mediations) should necessarily come from the parties themselves, based on the voluntary nature of the process, as they are the experts on their conflict in the end. At the same time, a person with managerial responsibilities may well decide, within the framework of his or her executive position, that conflict situations be dealt with with the help of an external, neutral person. In this respect, the scope of application of business mediation is an exception to the rule.
Phase 1: Beginning of mediation and orientation
33 Normally, the first joint discussion between the parties and the mediator takes place in the preliminary phase or immediately at the beginning of the first phase. During the first phase or phase 1, the parties to the conflict are asked to present their concerns briefly and clearly, so that the mediator has the opportunity to draw up an appropriate contract for the specific case, which serves to prepare the mediation in a safe framework. It is crucial to inform the parties about the process and principles of the mediation procedure and to outline the tasks of the mediator, thus creating a pleasant atmosphere of transparency, which can be controlled by appropriate welcoming rituals, among other things. At the end of the first phase, all formal framework conditions of the mediation assignment should be clarified to such an extent that the most important elements can be recorded in written contract form. This applies even if no explicit written contract is concluded: It is essential that the negotiated framework conditions are clear to all participants. Legally, both the written and the oral agreement constitute a valid private law agreement, depending on the constellation between two or more parties or groups, or with one or more mediators, as the case may be.
Phase 2: Clarifying the facts and determining the issues
34 In the second phase, or phase 2, the mediator's task is to gain an overview of the facts of the case and, based on this, to develop a collection of issues. In terms of content, the topics are to be determined as amicably as possible with the parties involved. Although the parties describe their views of the conflict, the mediator is not interested in a detailed description of the conflict, but rather in finding out what is currently happening and where to start in order to have a de-escalating effect.
35 Mediators listen actively, paraphrase what they hear and ask questions about the situation and the topics covered, as appropriate. What the parties have just said is summarised in their own words in this phase, so that the person concerned receives a mirror image of what the mediator has just said and can thus find a new approach to his or her own statement. Paraphrasing, however, is not just a matter of repeating what has been said. The technique of paraphrasing also serves to show to what extent the mediator has understood what the parties have said. This gives them the opportunity to make additions, to resolve contradictions or to experience a change of perspective already at this stage. Paraphrasing as a technique thus makes it possible to steer the conversation, eliminate ambiguities and involve all participants, as well as to defuse any possible or underlying aggression in the formulations. It is therefore important to anticipate emerging changes in topics or new conflicts: This is particularly common towards the end of sessions. It is therefore all the more important for the mediator to maintain an overview and control over the moderation of the discussion.
36 Complex sequences of topics can also overwhelm the parties at the beginning and lead to minor friction, which is why it can make sense to start with simpler or less controversial topics and to prioritise them without completely ignoring any burning issues. If the process is conducted strictly according to the strictest possible standard in relation to the mediation doctrine, all information on the collection of issues must be supported by relevant documents, figures and contracts. This can lead to considerable delays, because at best one or the other party to the conflict may find such access to the file to be encroaching and therefore also refuse it. It may also be difficult for legal laypersons among the mediators to keep certain documents with them. Although there are occasional calls for such refusal to be overcome professionally and for the perspectives of the parties to be reconciled through targeted enquiries and clarification, it must also be clearly understood at this point: Mediators do not have any legal authorisation or position of authority to demand any (possibly even confidential) files from parties. They are neither public officials nor party representatives in the sense of an advocacy relationship and are therefore well advised to communicate this clearly to their clients and to strictly respect the limits of their own activities. The mutual "inspection of files" that may take place must be based on the voluntariness of all parties involved in the conflict and must be justified in their efforts to contribute to the clarification of any open questions by making documents available that cannot be clarified in any other way. In any case, the parties must not be given the impression that the success of the mediation process stands or falls with the decision to "submit" any documents; even if the refusal of a party in an individual case means that an issue cannot be conclusively clarified as a result.
Phase 3: Conflict management
37 The clarification of interests in the third phase or phase 3 is perhaps the most difficult phase in mediation processes, but at the same time also the most important. This is because only when the central interests of the conflict parties have been predominantly clarified do creative options open up for a mutually agreeable solution between the participants. There are some important core issues to be considered, such as how to deal with power and hierarchies. For where decisions are made through power, the interests of the other party play at best a subordinate role. Mediators should therefore always keep in mind what exactly the relationships between the conflict parties look like and whether there are any additional, implicit or hardly visible dependencies that could jeopardise the voluntary or open nature of the mediation process.
38 Other conflict constellations inherent in the system cannot always be pacified in a goal-oriented manner. In this phase, it is important to promote mutual understanding by working out the motives, interests and needs that have led to the conflict in order to develop an understanding of the other party's point of view. In this respect, however, it is important to act with caution: For in the case of a conflict, it may well be legitimate for one party not to show understanding for the views of the other party. In this respect, it would be counterproductive if the mediator tried to force understanding of the other party's position. Contrary to popular belief, the mediation process is not fundamentally designed to bring the conflicting parties back together, to make up or to find a compromise. Like other dispute resolution procedures, it can also be an objective to separate in a structured way or to be allowed to determine any irreconcilable differences with the help of a neutral, impartial third party and to draw personal consequences from this, but without succumbing to the immense destructive potential of conflicts. For example, it can already contribute to a significant calming of the situation if parties come to the conclusion that they have no understanding for the other, but at the same time decide to leave each other alone in future and to refrain from continuing the conflict.
39 Finally, the breaks between meetings are also important. The fact that actively not dealing with the conflict situation can make a significant contribution to the solution may seem surprising at first glance, although the relevance of such a rest period can be proven with insights from creativity research, for example. Often, the breaks between mediation sessions are also a time for reflection, which at best leads to a change of perspective on the part of the participants and can form the basis for further discussions. This delicate balancing act between the demands of deadlines and thorough conflict management requires special sensitivity on the part of every mediator. The breaks should therefore not be too long.
Phase 4: Working out solution options
40 After the interests behind the positions have been uncovered, the fourth phase or phase 4 is about the conflict parties negotiating the most concrete possible solution options together. This phase is often perceived by the participants as more positive and purposeful than the preceding clarification of interests and sometimes even enables a constructive change of perspective, which is the turning point in the mediation process. The fact that the parties to the conflict are open to the viewpoint or perspective of the other party and, if necessary, can even approach each other despite difficulties, requires careful accompaniment, since consensual conflict solutions can only come about on the basis of mutual understanding. If a sufficient number of different solution variants are available for assessment, one or the other option is then selected. To this end, the conflict parties evaluate or prioritise the options that have been worked out and negotiate together on the best choice. The mediator carefully supports this negotiation phase without imposing his or her own proposals and solution options on the parties.
Phase 5: End of mediation
41 The fifth phase or phase 5 commonly concludes the mediation process. If the process has proceeded satisfactorily up to this point, selected solution options and implementation variants of the parties involved can now be set down. Any final agreement that is reached is written down in the language of the parties to the conflict, and can be supplemented and secured with parts of minutes from past meetings or additional agreements, so that the parties are able to implement these results in a controlled manner.
42 Once the content of the agreement has been revised and cleared up, it can be submitted to all parties for signature. Sometimes mediators also sign in their function as process managers. In the end, all participants receive a copy, and the mediator receives a copy for his or her files for security purposes. In addition, in Switzerland it is possible to have the separation or divorce agreement drawn up during the mediation process subsequently approved by the court for payment of the relevant fee.
VI. Practical questions
A. Professionalisation and qualifications in mediation
43 In Switzerland, there is basically no legal basis with regard to profession-specific qualifications and requirements for mediators. However, the authorisation of free mediation under Art. 218 paras. 2 and 3 CPC is an exception to this principle, as the mediator's remuneration is paid by the canton, which usually also imposes certain requirements on the mediator's training and relevant qualifications. In the absence of clear framework conditions, some mediators offer their services without having completed any training or further training in this area. They advertise their communicative talent or their special ability to deal with people. Still others see mediation as a mere component of their basic profession, and see themselves as already sufficiently professionally qualified, e.g. as lawyers or psychologists. People from a wide variety of professions decide to undergo mediation training and have a wide variety of motives for doing so. The professional backgrounds of the mediators are formative for the mediation process.
44 The term mediator is not in itself a protected professional title and can theoretically be used by anyone; i.e. no legally defined training or qualifications are required to practice the profession. However, when choosing a mediator to entrust, experience has shown that clients pay particular attention to the mediator's training, accreditation and professional experience. Anyone wishing to carry out mediation work professionally should, as a first step, certainly strive for a solid professional qualification and accordingly complete specialised further training in which both theoretical and practical knowledge is acquired and improved, for example with regard to technically oriented posture and intervention skills.
B. Lawyers as mediators
45 In practice, the question often arises as to how the mediation activities of lawyers are to be qualified, especially since the popularity of mediation has drawn many lawyers into the mediation profession: Indeed, many lawyers in Switzerland now have additional training in mediation. However, doctrine is divided as to whether mediation is a lawyer's activity. This question is controversial in the literature. According to Ross, the increasing popularity of mediation in the legal scene has had an effect in that he notes a shift in interests from the purely emotional needs of the parties to the answering of legal questions. This is also reflected in the fact that clients expect to benefit from the legal knowledge of a mediator with legal training. Experience has shown that clients expect a certain degree of certainty with regard to the outcome of the mediation process if they choose a lawyer as their mediator, whether or not he or she is a lawyer. Precisely because this distinction is not clear to laypersons, it seems particularly important for lawyers to inform their clients in advance about the methodological peculiarities of the mediation process and in particular to point out the distinction from purely party-oriented legal work: This is primarily to prevent misunderstandings and to create clarity with regard to the roles and substantive limits of the mandate. They are thus also required to clarify these considerations sufficiently for themselves first and then to communicate them to their clients accordingly.
This article is based on the monograph Fischer Jonas/Schneuwly Anne Mirjam, ADR – Alternative Dispute Resolution, published by Dike and Nomos in 2021.
Bibliography
Ade Juliane/Alexander Nadja, Mediation und Recht. Eine praxisnahe Darstellung der Mediation und ihrer rechtlichen Grundlagen, 3. Aufl., Frankfurt a.M. 2017.
Adler Peter S., Is ADR a Social Movement?, in: Negotiation Journal 3/1987, S. 59 ff.
Ahmeti Zef, Das kosovarische Mediationsgesetz zwischen Tradition und Gegenwart, in: Perspektive Mediation 3/2010, S. 144 ff.
Becker Urs, Von Mediation, Meditation und sozialer Phantasie, in: Perspektive Mediation 4/2017, S. 251 ff.
Bennett Steven C., Arbitration: Essential Concepts, New York 2002.
Berger Iris/Ukowitz Robert, Die Stellung der Mediation im Rechtssystem, in: Gerhard Falk/Peter Heintel/Ewald E. Krainz (Hrsg.), Handbuch Mediation und Konfliktmanagement, Wiesbaden 2005, S. 105 ff.
Bernard Luc, Médiation et Négociation en relation d’aide et en contexte d’autorité, Laval 2002.
Berres Anita, Konfliktlösung durch Wirtschaftsmediation, in: Herbert J. Joka (Hrsg.), Führungskräfte Handbuch, Berlin et al. 2013, S. 253 ff.
Besemer Christoph, Mediation – Die Kunst der Vermittlung in Konflikten, 3. Aufl., Karlsruhe 2013.
Bisel Christoph, Hilft mir eine Mediation? Alles, was Sie wissen sollten, bevor Sie sich für eine Mediation entscheiden, Berlin 2019.
Böttger Andreas/Hupfeld Jörg, Mediation im Dienst der Justiz – Begleitforschung zum Modellprojekt «Schlichten statt richten», in: ZKM 2004, S. 155 ff.
Bohnet François, Kommentierungen zu Art. 213 und 216 ZPO, in: Bohnet François/Haldy Jacques/Jeandin Nicolas/Tappy Denis (Hrsg.), Commentaire Romand, Code de procédure civile, 2. Aufl., Basel 2019 (zit. CR-Bohnet).
Buschmann Barbara, Tipps für den Umgang mit Baustreitigkeiten. Konfliktprävention und alternative Streitbeilegung, Berlin et al. 2015.
Bush Robert A. B./Folger Joseph P., The Promise of Mediation: Responding to Conflict Through Empowerment and Recognition, San Francisco 1994.
Busmann Johanna/von Ins Peter, Kommunikation statt Konfrontation – wie anwaltliche Verhandlungen gelingen, in: Anwaltsrevue 2015, S. 245 ff.
Canyameres Manel/Salberg Anne Catherine, Historical Contribution to the Ethical and Methodological Principles of Mediation, in: Jacques Faget (Hrsg.), Mediation in Political Conflicts, Oxford et al. 2011.
Carneiro Davide/Novais Paulo/Andrade Francisco/Zeleznikow John/Neves José, Online Dispute Resolution: an Artificial Intelligence Perspective, in: Artificial Intelligence Review 41/2014, S. 211 ff.
Clark Bryan, Lawyers and Mediation, Heidelberg et al. 2012.
Cornelius Jasmin, Mediation und systemische Therapie. Überlegungen zu einer Adaptierung des Mediationsverfahrens auf die speziellen Bedürfnisse von Paaren, Frankfurt a.M. 2010.
Daly Brenda/Higgins Noelle/Bolger Sarah, International Peace Mediators and Codes of Conduct: An Analysis, in: Journal of Humanitarian Assistance 2010.
Dasser Felix, Vorbemerkung zu Art. 353–399 ZPO, in: Oberhammer Paul/Domej Tanja/Haas Ulrich (Hrsg.), Kurzkommentar zur Schweizerischen Zivilprozessordnung, 3. Aufl., Basel 2021 (zit. KuKo-Dasser).
Dekker Stephan, Wirtschaftsmediation. Kooperatives Konfliktmanagement als Erfolgskonzept, in: Zindel et al. (Hrsg.), Wirtschaftsrecht in Bewegung, Festgabe zum 65. Geburtstag von Peter Forstmoser, Zürich et al. 2008, S. 557 ff.
Dendorfer Renate/Lack Jeremy, The Interaction between Arbitration and Mediation: Vision v Reality, in: Dispute Resolution International, 1/2007, S. 73 ff.
Deutschmann Clara Maria/Lenz Cristina, Die Verschwiegenheit in der Mediation, in: Perspektive Mediation 2/2009, S. 98 ff.
Domont Philippe, Der Mediationsmarkt in der Schweiz, in: Perspektive Mediation 1/2012, S. 12 ff.
Eckardt Tobias, Mediation in Australien, in: ZfRV 39/1998, S. 177 ff.
Ehrli Nicola, Mediation im öffentlich-rechtlichen Anstellungsverhältnis, in: Thomas Pfisterer (Hrsg.), Konsens und Mediation im Verwaltungsbereich, Zürich 2004, S. 47 ff.
Eiholzer Heiner, Die Streitbeilegungsabrede, Fribourg 1998.
Engel Martin, Collaborative Law. Mediation ohne Mediator, Tübingen 2010.
Erk Nadja, Streitbeilegungsmechanismen im Aktionärbindungsvertrag, in: REPRAX 4/2017, S. 146 ff.
Erzigkeit Ilse, Mediation in Planen und Bauen, in: Thomas Trenczek/Detlev Berning/Cristina Lenz/Hans-Dieter Will (Hrsg.), Mediation und Konfliktmanagement, 2. Aufl., Baden-Baden 2017, S. 571 ff.
Falk Gerhard, Vom «guten» Anfang in der Wirtschaftsmediation, in: Perspektive Mediation 2/2004, S. 56 ff.
Fankhauser-Lobsiger Lukas, Mediationsrecht. Rechtsverhältnisse, Vertraulichkeit, Neutralität, Freiwilligkeit, Haftung, Bern 2014.
Fillié-Utz Iris, Gedanken zu Gefühl und Verständnis in der Mediation, in: Perspektive Mediation 4/2017, S. 227.
Fischer Jonas, Die Durchsetzung einer Honorarforderung aus Mediation. Juristische und strategische Aspekte, in: AJP 2020, S. 305 ff.
Fischer Jonas/Schneuwly Anne Mirjam, Alternative Dispute Resolution: Verhandlung, Mediation, Schlichtung, Schiedsgerichtsbarkeit, Schiedsgutachten, Hybride ADR-Verfahren, Zürich et al. 2021.
Fischer Konrad, Wann ist Wirtschaftsmediation der bessere Weg?, in: SZW 2005, S. 79 ff.
Fischer-Homberger Esther/Zanolli Noa, Konflikt um Grenzen – Grenzen der Konfliktlösung/Mediation, in: Perspektive Mediation 1/2010, S. 23 ff.
Frank-Esslinger Sigrid, Mit Fragen führen. Die besten Techniken für Führungskräfte und Coaches, 2. Aufl., Freiburg i.Br. 2019.
Frenkel Douglas N./Stark James H., The Practice of Mediation: A Video-Integrated Text, New York 2018.
Gabriel Sidonia, The Technocrazy Trap. Innovation or Technocracy in International Mediation?, in: Perspektive Mediation, 3/2017, S. 153 ff.
Gelzer Philipp/Ruggle Peter, Vorbemerkung zu Art. 213–218 ZPO, in: Spühler Karl/Tenchio Luca/Infanger Dominik (Hrsg.), Basler Kommentar, Schweizerische Zivilprozessordnung (ZPO), 3. Aufl., Basel 2017 (zit. BSK-Gelzer/Ruggle).
Geronemus David/Shaw Margaret L., Mediation in the Public and Private Sectors: Similarities and Difference, in: Samuel Estreicher/David Sherwyn (Hrsg.), Alternative Dispute Resolution in the Employment Arena, New York et al. 2004, S. 893 ff.
Girsberger Daniel, Eine optimale Form der Streiterledigung für KMU? Neuere Tendenzen im Gesellschaftsrecht, in: Hans-Caspar von der Crone et al. (Hrsg.), Neuere Tendenzen im Gesellschaftsrecht, Festschrift für Peter Forstmoser zum 60. Geburtstag, Zürich 2003, S. 639 ff.
Girsberger Daniel/Habegger Philipp/Mràz Michael/Peter Flavio/Weber-Stecher Urs, Vorbemerkung zu Art. 353–399 ZPO, in: Spühler Karl/Tenchio Luca/Infanger Dominik (Hrsg.), Basler Kommentar, Schweizerische Zivilprozessordnung (ZPO), 3. Aufl., Basel 2017 (zit. BSK-Girsberger/Habegger/Mraz/Peter/Weber-Stecher).
Girsberger Daniel/Peter James T., Aussergerichtliche Konfliktlösung. Kommunikation – Konfliktmanagement – Verhandlung – Mediation – Schiedsgerichtsbarkeit, Zürich et al. 2019.
Glasl Friedrich, Konflikt-Diagnose in drei Schritten, in: Perspektive Mediation 1/2004, S. 11 ff.
Glässer Ulla, Lohnt sich gerichtliche Mediation? Von den Schwierigkeiten einer Kosten-Nutzen-Bilanz, in: Perspektive Mediation 3/2010, S. 126 ff.
Glenewinkel Werner/Kraft Volker, Zum Verhältnis von Mediation und Beratung. Zeigetheoretische Überlegungen in heuristischer Absicht, in: Katharina Kriegel-Schmidt (Hrsg.), Mediation als Wissenschaftszweig, Wiesbaden 2017, S. 501 ff.
Gloor Urs/Umbricht Lukas Barbara, Vorbemerkung zu Art. 213–218 ZPO und Kommentierung zu Art. 213 ZPO, in: Oberhammer Paul/Domej Tanja/Haas Ulrich (Hrsg.), Kurzkommentar zur Schweizerischen Zivilprozessordnung, 3. Aufl., Basel 2021 (zit. KuKo-Gloor/Umbricht Lukas).
Göksu Tarkan, Vorbemerkung zu Art. 353–399 ZPO, in: Chabloz Isabelle/Dietschy-Martenet Patricia/Heinzmann Michel, Petit commentaire CPC (Code de procédure civile), Basel 2020 (zit. PC-Göksu).
Gornig Gilbert, Mediation im Verwaltungsverfahren und im Verwaltungsprozess, in: Joachim Hengstl/Ulrich Sick (Hrsg.), Recht gestern und heute, Festschrift zum 85. Geburtstag von Richard Haase, Wiesbaden 2006, S. 243 ff.
Götz Marc L., «Anwaltliche Mediation» – eine originär anwaltliche Tätigkeit?, in: AJP 2005, S. 282 ff.
Günter Michael/Bruns Georg, Psychoanalytische Sozialarbeit. Praxis, Grundlagen, Methoden, Stuttgart 2014.
Greiter Ivo, Die Suche nach kreativen Lösungen, in: Fritjof Haft/Katharina Gräfin von Schlieffen (Hrsg.), Handbuch Mediation. Verhandlungstechnik, Strategie, Einsatzgebiete, München 2002, S. 287 ff.
Grill Anne-Karin, Konfliktmanagement im internationalen Rechtsverkehr. Prozesse vermeiden – Prozesse vorbereiten – Prozesse führen, Bern 2017.
Günther Klaus/Hilber Marc, Mediation im Zivilrecht, insbesondere im Wirtschaftsrecht, in: Martin Henssler/Ludwig Koch (Hrsg.), Mediation in der Anwaltspraxis, 2. Aufl., Bonn 2004, §15 ff.
Haab Zehrê Katharina/Sotoudeh Shirin, Lernfeld interreligiöser Dialog, in: Perspektive Mediation 3/2019, S. 167 ff.
Hager Günter, Schutz der Vertraulichkeit bei der Mediation, in: Ingeborg Schwenzer/Günter Hager (Hrsg.), Festschrift für Peter Schlechtriem zum 70. Geburtstag, Tübingen 2003, S. 53 ff.
Hamacher Peter/Erzigkeit Ilse/Sage Sebastian, So funktioniert Mediation im Planen + Bauen. Mit Fallbeispielen und Checklisten, Wiesbaden 2011.
Hauser Christoph, Verhandlungsprobleme sind verschieden – Mediationen auch, in: Perspektive Mediation 2/2005, S. 73 ff.
Hattemer Stefanie B. K., Mediation bei Störungen des Arzt-Patient-Verhältnisses, Heidelberg et al. 2012.
Heck Justus/Letzel Walter H., Mediation in Selbst- und Fremdbeschreibung, in: Perspektive Mediation 2/2018, S. 103 ff.
Heigl Norbert J., Konflikte verstehen und steuern, Wiesbaden 2014.
Hellriegel Mathias, Mediation im Umweltrecht, Berlin 2002.
Henschel Marc, Die Bedeutung von Verträgen in der Mediation und die rechtliche Stellung des Mediators, in: Caroline Meller-Hannich/Sascha Weigel (Hrsg.), Mediation. Grundlagen, rechtlicher Rahmen und Anwendungsfelder, Baden-Baden 2020, S. 41 ff.
Herrmann Gabriele/Scherg Nina, Wirtschaftsmediation im Jemen, in: Perspektive Mediation 2/2006, S. 73 ff.
Hillard Amy L., Explicit and Implicit Stereotypes: Current Models and Measurement of Attitudes, in: Joel T. Nadler/Elora C. Voyles (Hrsg.), Stereotypes. The Incidence and Impacts of Bias, Santa Barbara 2020.
Hilmer Hendrik, Mediation im öffentlichen Bereich und Umweltmediation. Besonderheiten und Vorteile der alternativen Streitschlichtung, in: Ingo Recker/Petra von der Weien (Hrsg.), Mediation, Moderation und Coaching. Erfolgreiche Methoden und Strategien aus der Praxis für die Praxis, Baden-Baden 2019, S. 64 ff.
Hinnen Hannes, Ausbruch aus dem traditionellen Mediationsverständnis, in: Perspektive Mediation 4/2013, S. 152 ff.
Hinrichs Ulrike, Praxishandbuch Mediationsgesetz, Berlin et al. 2014.
Holler Ingrid, «Mit dir zu reden ist sinnlos! ... Oder?» Konflikte klären durch Mediation mit Schwerpunkt GFK, Paderborn 2010.
Hopt Klaus J./Steffek Felix, Mediation. Rechtstatsachen, Rechtsvergleich, Regelungen, Tübingen 2008.
Horn Claus-Henrik, Ratgeber für Erben. Recht bekommen bei der Abwicklung des Erbes, in der Erbengemeinschaft und beim Pflichtteil, 3. Aufl., München 2017.
Horstmeier Gerrit, Das neue Mediationsgesetz. Einführung in das neue Mediationsgesetz für Mediatoren und Medianden, München 2013.
Ihde Katja, Mediation, Freiburg i.B. 2012.
Irle Günter, Mediation – Moderation – Supervision. Ein Vergleich, in: Gruppendynamik 32/2001, S. 5 ff.
Itten Anatol, Mediation: Politikgestaltung im öffentlichen Raum, in: Perspektive Mediation 3/2016, S. 164 ff.
Kaienburg Nils, Compliance in High Profile-Fällen der WTO: Legal Case Management am Beispiel des Airbus-Boeing-Falls, Tübingen 2010.
Keydel Birgit, Das Besondere der Mediation – ihr Erfolgskonzept ..., in: Perspektive Mediation 2/2018, S. 95 ff.
Klappenbach Doris, Mediative Kommunikation. Mit Rogers, Rosenberg & Co. konfliktfähig für den Alltag werden, 2. Aufl., Paderborn 2011.
Kobel Pierre/Rüedi Hubert, Zehn Fragen zu den Richtlinien SAV für die Mediation, in: Anwaltsrevue 2005, S. 445 ff.
Koch Ludwig, Vertragsgestaltungen in der Mediation, in: Martin Henssler/Ludwig Koch (Hrsg.), Mediation in der Anwaltspraxis, 2. Aufl., Bonn 2004.
Kolodej Christa, Strukturaufstellungen für Konflikte, Mobbing und Mediation, 2. Aufl., Wiesbaden 2019.
Korbion Claus-Jürgen, Baurechtsfälle und Schlichtung nach VOB, Freiburg et al. 2019.
Köstler Anja, Mediation, 2. Aufl., München 2019.
Krainz Ewald E./Rabl Tina, Gruppen- und Organisationsdynamik. Notwendige Themen für die Mediation, in: Perspektive Mediation 1/2018, S. 37 ff.
Krepper Peter, Mediation: nein danke!?, in: Perspektive Mediation 4/2017, S. 258 ff.
Kreuser Karl, Mir doch egal, was Mediation ist, in: Katharina Kriegel-Schmidt (Hrsg.), Mediation als Wissenschaftszweig, Wiesbaden 2017, S. 17 ff.
Kühr Ann-Kathrin/Löchtefeld Stefan, Iku-Interessenanalyse – Das ganze System begreifen, in: Perspektive Mediation 1/2004, S. 23 ff.
Kummer Juliane, Die Entwicklung des Mediationsgesetzes in Deutschland, in: Caroline Meller-Hannich/Sascha Weigel (Hrsg.), Mediation. Grundlagen, rechtlicher Rahmen und Anwendungsfelder, Baden-Baden 2020, S. 17 ff.
Landry Sherry, Med-Arb: Mediation with a Bite and an Effective ADR Model, in: Defense Counsel Journal 63/1996, S. 263 ff.
Lauterbach Matthias, Wie Wirtschaftsmediation zum State of the Art werden kann, in: Detlev Berning (Hrsg.), Mediation und Konfliktkultur. Wie Top-Manager Konflikte lösen, Wiesbaden 2017, S. 77 ff.
Le Forestier Tanja, Zukunft im Jetzt – mit wenigen Beteiligten von der Konfliktebene auf die Lösungsebene, in: Ingo Recker/Petra von der Weien (Hrsg.), Mediation, Moderation und Coaching. Erfolgreiche Methoden und Strategien aus der Praxis für die Praxis, Baden-Baden 2019, S. 44 ff.
Lederer Susanne, Wie fördern WIR die Verbreitung von Mediation?, in: Perspektive Mediation 3/2018, S. 187 ff.
Lehmann Lorenz, Mediation – ein gewöhnungsbedürftiges Verfahren. Praxiserfahrungen eines Parteivertreters am Beispiel Deponie Bärengraben Würenlingen, in: Umweltrecht in der Praxis URP 2005, S. 169 ff.
Lenz Cristina/Sommer Martin, Die MediatorIn als VertragsgestalterIn, in: Perspektive Mediation 4/2010, S. 176 ff.
Lies Jan, Praxis des PR-Managements: Strategien – Instrumente – Anwendung, Wiesbaden 2015.
Liatowitsch Peter/Mordasini Claudia, Kommentierung zu Art. 213 ZPO, in: Sutter-Somm Thomas/Hasenböhler Franz/Leuenberger Christoph (Hrsg.), Kommentar zur Schweizerischen Zivilprozessordnung (ZPO), 3. Aufl., Zürich 2016 (zit. Schulthess-Komm.-Liatowitsch/Mordasini).
Lünse Dieter, Konfliktvermittlung in Hamburg. Stadtteilgespräch Gewaltprävention, in: Perspektive Mediation 1/2012, S. 38 ff.
Mähler Gisela/Mähler Hans-Georg, Kriterien für Gerechtigkeit in der Mediation, in: Anne Dieter/Leo Montada/Annedore Schulze (Hrsg.), Gerechtigkeit in Konfliktmanagement und in der Mediation, Frankfurt et al. 2000, S. 9 ff.
Marriott Arthur, Corruption in arbitration and mediation compared, in: Arbitration 72/2006, S. 231 ff.
Masser Kai/Engewald Bettina/Scharpf Lucia/Ziekow Jan, Die Entwicklung der Mediation in Deutschland. Bestandesaufnahme nach fünf Jahren Mediationsgesetz, Baden-Baden 2018.
Meiffert Torsten, Verwandlung durch Begegnung – Metamorphose und Mediation, in: Perspektive Mediation 2/2019, S. 82 ff.
Menkel-Meadow Carrie, When Dispute Resolution Begets Disputes of Its Own: Conflicts among Dispute Professionals, in: 44 UCLA Law Review, S. 1871 ff.
Merz Barbara, Entwicklungen in Zivilprozessrecht und Schiedsgerichtsbarkeit. Zur Inkraftsetzung der Schweizerischen Zivilprozessordnung, in: SJZ 107/2011, S. 30 ff.
Meyer Valerie, Court-connected Alternative Dispute Resolution, Amerikanische Erfahrungen und Schweizer Perspektiven, Zürich 2005.
Morawe Doris, Mediation und Gesundheit. Ein Konfliktlösungsmodell für die psychotherapeutische Praxis, Berlin 2018.
Müller Elke, Gerechtigkeit in der Mediation, in: Perspektive Mediation 2/2005, S. 78 ff.
Mundschütz Katrin, Mediationsrechtliche Bestimmungen in Europa – ein kurzer Überblick, in: Perspektive Mediation 2/2005, S. 87 ff.
Normann Katrin/Löbel Anke, Was wann warum? Mediation und/oder Beratung, in: Perspektive Mediation 4/2017, S. 233 ff.
Notter Pandora, Mediation im Verwaltungsverfahren, Zürich et al. 2013.
Oldenbruch Hannah, Die Vertraulichkeit im Mediationsverfahren, Berlin 2006.
Parkinson Lisa, Ausbildung und Einschätzung der Kompetenzen von FamilienmediatiorInnen, in: Perspektive Mediation 1/2006, S. 15 ff.
Patera Mario, Neurobiologie und Mediation – Impulse für interessenbasierte Mediationsprozesse, in: ZKM 2009, S. 4 ff.
Pauluhn Max, Mediationspflicht im Zivilrecht – Zweckmässigkeit obligatorischer und richterlich angeordneter Mediation am Beispiel Italiens, in: Caroline Meller-Hannich/Sascha Weigel (Hrsg.), Mediation. Grundlagen, rechtlicher Rahmen und Anwendungsfelder, Baden-Baden 2020, S. 117 ff.
Pfändler Andrea Maria, Mediation beim Finanzintermediär – eine Alternative zum Gerichtsprozess? Management der Reputationsrisiken von Banken durch aussergerichtliche Verfahren der Streitschlichtung, Hamburg 2015.
Pfisterer Thomas, Konsens und Mediation im Verwaltungsbereich, Zürich 2004.
Pilartz Heinz, Mediation für mehr Gesundheit am Arbeitsplatz. Gesundheitsthemen im Berufsalltag mal anders anpacken, Wiesbaden 2017.
Poschke Sabrina, Das neue Schweizer Scheidungsrecht. Ausgewählte Aspekte im Rechtsvergleich mit dem deutschen Scheidungsrecht, Berlin 2000.
Prestin Cornelia, Mediationsgesetz, Mediationsvereinbarung und rechtliche Vorgaben, in: Ingo Recker/Petra von der Weien (Hrsg.), Mediation, Moderation und Coaching. Erfolgreiche Methoden und Strategien aus der Praxis für die Praxis, Baden-Baden 2019, S. 10 ff.
Proksch Stephan, Mediation. Die Kunst der professionellen Konfliktlösung, Wiesbaden 2018.
Pühl Harald, Organisationsmediation beginnt mit der Pre-Mediation, in: Perspektive Mediation 2/2005, S. 82 ff.
Rafi Anusheh, Familienmediation, in: Thomas Trenczek/Detlev Berning/Cristina Lenz/Hans-Dieter Will (Hrsg.), Mediation und Konfliktmanagement, 2. Aufl., Baden-Baden 2017, S. 509 ff.
Rajk Alessandra/Lenz Cristina, Qualitätssicherung von MediatorInnen – ein Vergleich zwischen Österreich, Deutschland, Schweiz, in: Perspektive Mediation 2/2011, S. 91 ff.
Rauschenbach Anne-Katrin, Kreativitätsforschung. Ergebnisse einer empirischen Studie zum Einsatz von Kreativitätstechniken in der Lösungsphase der Mediation, in: Katharina Kriegel-Schmidt (Hrsg.), Mediation als Wissenschaftszweig, Wiesbaden 2017, S. 391 ff.
Recker Ingo, Unternehmensinterne Mediation. Promotoren und Besonderheiten, in: Ingo Recker/Petra von der Weien (Hrsg.), Mediation, Moderation und Coaching. Erfolgreiche Methoden und Strategien aus der Praxis für die Praxis, Baden-Baden 2019.
Reitz Kristina, Ideen über Ideen. Mediation unter Berücksichtigung der angewandten Kreativitätsforschung, in: Katharina Kriegel-Schmidt (Hrsg.), Mediation als Wissenschaftszweig, Wiesbaden 2017, S. 121 ff.
Reutter Wolfgang Paul, Die Achtsamkeit des Mediators. Einführung in eine achtsamkeitsbasierte Haltung in der Mediation, Baden-Baden 2017.
Risse Jörg, Wirtschaftsmediation, in: NJW 53/2000, S. 1614 ff.
Roberto Vito/Hauser Petra, Kommentierung zu Art. 213 ZPO, in: Baker McKenzie (Hrsg.), Stämpflis Handkommentar, Schweizerische Zivilprozessordnung (ZPO), Bern 2010 (zit. SHK-Roberto/Hauser).
Rosner Siegfried/Winheller Andreas, Mediation und Verhandlungsführung. Theorie und Praxis des wertschöpfenden Verhandelns – nicht nur in Konflikten, München et al. 2012.
Ross Donna, Med-Arb/Arb-Med: A More Efficient ADR Process or an Invitation to a Potential Ethical Disaster?, in: Arthur W. Rovine (Hrsg.), Contemporary Issues in International Arbitration and Mediation, Leiden et al. 2013, S. 352 ff.
Röthemeyer Peter, Mediation. Grundlagen, Recht Markt, Stuttgart 2015.
Ruggle Peter, Kommentierungen zu Art. 213 und 216 ZPO, in: Spühler Karl/Tenchio Luca/Infanger Dominik (Hrsg.), Basler Kommentar, Schweizerische Zivilprozessordnung (ZPO), 3. Aufl., Basel 2017 (zit. BSK-Ruggle).
Rumo-Jungo Alexandra, Alternative Streitbeilegungsmethoden in und ausserhalb von Gerichtsverfahren, in: FZR 2002 I (Sonderheft), S. 135 ff.
Salewski Wolfgang, Die Kunst des Verhandelns: Motive erkennen – erfolgreich kommunizieren, Weinheim 2008.
Schäfer Christa D., Einführung in die Mediation. Ein Leitfaden für die gelingende Konfliktbearbeitung, Wiesbaden 2017.
Schlee Jörg, Kollegiale Beratung und Supervision für pädagogische Berufe, 4. Aufl., Stuttgart 2019.
Schmitt Gerd, Mediation von der Mitte her denken – work(s) in progress, in: Katharina Kriegel-Schmidt (Hrsg.), Mediation als Wissenschaftszweig, Wiesbaden 2017, S. 85 ff.
Schmiedel Liane/Wendenburg Felix, Rechtliche Grundlagen der zivilrechtlichen Mediation in Deutschland, Österreich und der Schweiz, in: Perspektive Mediation 3/2010, S. 113 ff.
Schulz Katharina/Kiefer Florian, Mediation als begleitete Orientierung in einer postmodernen Gesellschaft – eine bildungstheoretische Reformulierung, in: Katharina Kriegel-Schmidt (Hrsg.), Mediation als Wissenschaftszweig, Wiesbaden 2017, S. 71 ff.
Schüttel Nadine, Streitbeilegung im Internet – Zukunft oder Irrweg?, Freiburg i.Br. 2014.
Schweizer Philippe, Kommentierung zu Art. 353 ZPO, in: Bohnet François/Haldy Jacques/Jeandin Nicolas/Tappy Denis (Hrsg.), Code de procédure civile, Commentaire Romand, 2. Aufl., Basel 2019 (zit. CR-Schweizer).
Seidenstücker Beate, Macht macht’s unmöglich, in: Perspektive Mediation 2/2009, S. 60 ff.
Sensburg Patrick-Ernst, Quo vadis Wirtschaftsmediation. Wirtschaftsmediation im Jahre 2023 – eine rechtspolitische Prognose, in: Detlev Berning (Hrsg.), Mediation und Konfliktkultur. Wie Top-Manager Konflikte lösen, Wiesbaden 2017, S. 25 ff.
Stacher Marco, Der unzuständige Schiedsrichter, in: ZZZ 29/2013, S. 32 ff.
Stamer Malte/Pfeiffer Ingrid, Aussenwirkungen und Innensicht – zur Landschaft der Mediationsausbildung in Deutschland, in: Perspektive Mediation 1/2006, S. 5 ff.
Staub Liselotte, Pflichtmediation – Mythos oder Wirklichkeit?, in: ZVW 2006, S. 121 ff.
Staubli Andrea, Erfahrungen einer Richterin mit Mediation, in: Perspektive Mediation 3/2010, S. 122 ff.
Steinacher Werner, Mediation im Prozess der Kodifizierung, in: Perspektive Mediation 1/2005, S. 12 ff.
Tan Joyce A., WIPO Guide on Alternative Dispute Resolution (ADR) Options for Intellectual Property Offices and Courts, Genf 2018.
Tercier Pierre, ADR and Arbitration, in: Arnold Ingen-Housz (Hrsg.), ADR in Business. Practice and Issues across Countries and Cultures, New York 2011, S. 3 ff.
Thiele Martina, Medien und Stereotype. Konturen eines Forschungsfeldes, Bielefeld 2015.
Trenczek Thomas, Aussergerichtliches Konfliktmanagement (ADR) und Mediation – Verfahren, Prinzipien und Modelle, in: Thomas Trenczek/Detlev Berning/Cristina Lenz/Hans-Dieter Will (Hrsg.), Mediation und Konfliktmanagement, 2. Aufl., Baden-Baden 2017, S. 35 ff.
Tröndle Jakob, Konfliktauflösung durch Selbstveränderung. Mediation als Subjektivierung, Wiesbaden 2018.
Vogel-Etienne Ueli/Lautenbach-Koch Annegret, Mediation in a nutshell, Zürich et al. 2014.
van der Vleugel Fabienne, Mediation: A Tool for European Business People, in: NYSBA 5/2012, S. 81 ff.
von Deym-Soden Gräfin Benedikta, Spieglein Spieglein an der Wand ...: Über die Beschäftigung von MediatorInnen mit ihrer eigenen Kultur-Zugehörigkeit, in: Perspektive Mediation 1/2005, S. 332 ff.
von Sinner Alex, Über den antiken Ursprung der Bezeichnung Mediation, in: Perspektive Mediation 4/2006, S. 197 ff.
von Westphalen Friedrich, Das Harvard-Verhandlungskonzept für erfolgreiche Juristen, in: Monatsschrift für Deutsches Recht 1993, S. 946 ff.
Wambach-Schulz Marita K., Mediations-Beratungswirklichkeit für Anwält*innen. Eine antinomietheoretische Professionalisierungsperspektive, in: Katharina Kriegel-Schmidt (Hrsg.), Mediation als Wissenschaftszweig, Wiesbaden 2017, S. 415 ff.
Wandrey Michael, Der Konfliktwürfel. Eine Orientierungshilfe zum Fallverstehen in der Mediation, in: Perspektive Mediation 2/2004, S. 62 ff.
Warwel Doreen, Gerichtsnahe Mediation. Empirische Untersuchung der Verhaltens- und Vorgehensweisen von Richtermediatoren in gerichtsnahen Mediationsverfahren, Münster 2007.
Wegner-Kirchhoff Sabine/Kellner Judith, Mediation mit Erben. Lösungsorientiertes Arbeiten mit Familien und kleinen Unternehmen, Wiesbaden 2019.
Wermke Christian, Praxishandbuch Mediation, 3. Aufl., Weil im Schönbuch 2016.
Wetzstein Irmgard, Mediativer Journalismus. Konstruktive Konfliktbearbeitung in der qualitätsjournalistischen Auslandberichterstattung, Wiesbaden 2011.
Wildhaber Isabelle S./Johnson Wilcke Alexandra, Die Schiedsfähigkeit von individualarbeitsrechtlichen Streitigkeiten in der Binnenschiedsgerichtsbarkeit, in: Zeitschrift für Arbeitsrecht und Arbeitslosenversicherung (ARV) 2010, S. 160 ff.
Wirz Pascal, Zum Sinn und Zweck von Mediationsklauseln in Verträgen, in: Zeitschrift für juristische Weiterbildung und Praxis, recht 2013, S. 92 ff.
Wöhrer Bianca, Die Vertraulichkeit in der Mediation und deren Durchsetzung im österreichischen Zivilprozess, Wien 2015.
Wüstehube Ljubjana, Konflikt-Perspektiv-Analyse (KPA). Ein mediationsanaloges Instrument zur konstruktiven Analyse und Bearbeitung von Konflikten, in: Perspektive Mediation 1/2004, S. 18 ff.
Zaal Alfred, Was sind Stereotype?, Norderstedt 2010.
Zbinden Andrea, Mediation und Verhandlung – eine Beziehung von gegenseitigem Nutzen, in: Jusletter vom 29.10.2018.
Zillessen Horst, Mediation. kooperatives Konfliktmanagement in der Umweltpolitik, Opladen et al. 1998.
Zuber Marina, Konfliktmanagement anhand von Mediation und Kommunikationsmodellen. Fallbeispiel von Mitarbeitern einer Kindertagesstätte, Masterarbeit Kaiserslautern 2019.