By Karly Wannos, Esq. | Florida Supreme Court Certified Civil Mediator

When employment attorneys select a mediator, they often focus on experience and subject-matter expertise. But just as important—and sometimes overlooked—is the mediator’s style.

Whether you're handling a high-stakes retaliation claim, a wage-and-hour collective action, or a sensitive harassment complaint, how a mediator facilitates the session can significantly influence the outcome.

What Is “Mediator Style”?

A mediator’s style refers to how they approach the resolution process—not just what they know, but how they use that knowledge in the room.

Here are the three most common mediation styles:

• Facilitative: The mediator guides the process and helps the parties communicate and reach their own agreement, without offering opinions on the merits.
• Evaluative: The mediator provides feedback on the strengths and weaknesses of each side’s case and may suggest likely outcomes based on legal experience.
• Hybrid: A combination of both, with the mediator adapting the style based on what the case and the parties need at each point in the session.

Why Style Matters in Employment Law Cases

Employment law disputes are often emotional, personal, and reputational. The issues may involve sensitive claims under the ADA, FMLA, Title VII, wage/hour laws, retaliation statutes, and more. These aren’t just legal disputes—they’re often human ones.

Here’s why mediator style matters:

• Emotionally charged claims may require a more facilitative approach to allow space for parties to feel heard.
• Legally complex cases may benefit from an evaluative approach to help litigants understand their risk exposure.
• Multi-claim or collective actions may require a structured, adaptable mediator who can shift strategies as needed.

How Experienced Lawyers Use Mediator Style Strategically

Skilled litigators often tailor their mediation strategy based on the mediator’s role. They’ll choose a different type of mediator depending on the case’s complexity, emotional tone, and stage of litigation.

For example:

• In a hostile work environment case, counsel may prefer a mediator who is facilitative and trauma-informed.
• In a FLSA collective action, they may want someone evaluative who can address complex calculations, legal exposure and damages calculations head-on.

My Mediation Style: Strategic and Flexible

As a practicing employment lawyer and Florida Supreme Court Certified Circuit Mediator, Karly Wannos brings a hybrid style to every session.

Facilitative when the room needs empathy and space for dialogue.
Evaluative when parties benefit from a legal reality check or strategic framing.
Adaptable throughout the day, based on the case dynamics and client needs.

Whether Ms. Wannos is mediating a complex wage-and-hour class, a highly emotional discrimination case, or a post-termination retaliation matter, her goal is to guide the process thoughtfully and efficiently—always with an eye on resolution.

Let’s Work Together

If you're an employment attorney seeking a mediator who understands both the law and the people behind it, Ms. Wannos invites you to connect. She offers:

• Deep litigation experience in employment law
• A strategic, flexible approach to mediation
• Pre-mediation consultation to ensure productive sessions
• A commitment to helping both sides reach durable, practical outcomes

Contact Employment Lawyer, Karly Wannos today to schedule your next employment mediation.