Disagreements between GP partners happen. Whether it’s a breakdown in communication, disagreement over finances, or clashing views on the direction of the practice, unresolved issues between partners can quickly start to affect morale — and the wider running of the practice.
Mediation offers a way to address those issues constructively, before things escalate. It’s a confidential, practical process that gives partners the chance to talk, be heard, and work towards an agreed outcome — with the help of a neutral facilitator.
Mediation is a voluntary and confidential process in which an independent mediator helps people in dispute explore solutions and reach agreement. It’s not about deciding who’s right or wrong. It’s about helping the individuals involved find a way forward.
GP partnerships are personal as well as professional. You share premises, patients, staff, and the pressure of running a practice. Unlike many business partnerships, GPs are often working closely day-to-day — which can make conflict feel even more intense.
Mediation works well in this setting because:
We’re often brought in where:
Often, both sides want to resolve things — they just need a structured and impartial space in which to do it.
Real-world examples (anonymised)
🩺 Case 1: Breakdown of trust
Two partners of equal status in a three-partner practice had stopped communicating altogether after a series of disagreements. Staff were picking up on the tension, and meetings were becoming unworkable. After a full-day mediation, they agreed a clearer division of responsibilities, regular check-ins, and a plan for one partner to reduce sessions over time.
🩺 Case 2: Supporting a Partner Returning from Long-Term Sick Leave
A GP partner on long-term sick leave due to burnout and stress was preparing to return. The partnership was concerned about how to support the partner’s return without risking a repeat of the issues that led to the burnout.
Mediation provided a confidential and neutral space where the partner and the other partners could openly discuss concerns and expectations. Together, they agreed on a phased return plan, including reduced sessions and clearer boundaries around workload and responsibilities.
They also explored ways to share duties more effectively and set up regular check-ins to monitor wellbeing. This proactive approach helped build trust, reassured the partner they would be supported, and allowed the partnership to plan ahead without uncertainty.
Prevention is better than cure — and one of the simplest ways to protect your practice is to include a mediation clause in your Partnership Agreement.
A well-drafted dispute resolution clause will:
It’s a small clause that can make a big difference when tensions run high.
Legal action has its place — but for ongoing relationships like GP partnerships, it’s often a blunt instrument. Litigation is expensive, slow, and rarely helps people work together again. Mediation is quicker, more flexible, and preserves relationships wherever possible. Even if you don’t reach a full resolution, it can narrow the issues or pave the way for a more constructive exit.
I’m an accredited mediator with a background in GP partnership disputes and healthcare law. I understand the pressures GP partners face — and how hard it can be to navigate conflict while continuing to care for patients and lead a team.
If you’re facing a tricky situation, or want to strengthen your Partnership Agreement to handle future issues better, I’m here to help.
If you think mediation might benefit your practice — now or in the future — get in touch for an initial, no-obligation chat. I can also advise on mediation clauses in your Partnership Agreement to safeguard against disputes.
Contact Sarah Cook - sarah.cook@porterdodson.co.uk