Cross-border mediation: Why international economic disputes require specialists

Cross-border mediation: Why international economic disputes require specialists Cross-border mediation is establishing itself as a separate field of work - mediators in Wuppertal and Zug highlight differences from traditional mediation

Wuppertal/Zug, February 18, 2026 - A German company takes over a Swiss firm. Cultures clash, decision-making processes are unclear, warranties are disputed. One year later: deadlock. Lawyers on both sides. Costs in the six-figure range.

Dr. Hartmut Frenzel and Izolda Petrosyan are familiar with such cases. The two mediators specialize in cross-border conflicts - a field that has its own unique requirements. "Cross-border mediation is more than just mediation with an international flavor," says Frenzel. "It involves the collision of different legal systems, cultures, and expectations. This fundamentally changes the dynamics of the conflict."

What makes cross-border mediation different? Cross-border mediation differs from traditional mediation on several levels at once: Different communication styles make understanding difficult. Different legal systems create uncertainty. Divergent expectations regarding procedures and outcomes block progress. Time zones complicate organization.

"In a conflict between two German companies, both know the rules of the game," explains Petrosyan. "In a joint venture between the EU and Asia or a carve-out between DACH and the US, this common ground is missing. We first have to clarify the interfaces before we can work on the content."

These interfaces shape many realities of life: international business relationships, distributed teams, cross-border succession arrangements, licensing disputes across national borders. Specialization as a quality feature Frenzel and Petrosyan emphasize that specialization is not a marketing strategy, but a professional necessity. "Framework conditions and dynamics change noticeably across borders," says Frenzel. "A mediator must know how to deal with different legal traditions, how to recognize cultural differences without falling into stereotypes, and how to design procedures so that they work at interfaces."

The two mediators work from Wuppertal and Zug--deliberately across borders. Frenzel is a member of the German Institution of Arbitration (DIS) and specializes in business mediation, compliance, and governance. Petrosyan focuses on intercultural negotiation and mediative leadership. From M&A conflicts to succession disputes

The fields of application range from post-M&A conflicts and joint venture blockades to succession arrangements in family businesses with international connections. A typical case: A DACH company sells a division to a US investor. Dispute over warranties. German or American law? Mediation proceedings according to which standards? What role do the different negotiation cultures play?

"In such cases, speed is crucial," says Frenzel. "While competitors are tied up in arbitration proceedings for years, our clients reach an agreement in two to eight weeks." How the process works The process starts with a mandate: Which parties are negotiating? Which language will be used? Which law applies to the mediation itself? Which confidentiality rules apply?

This is followed by preparation: stakeholder analyses, data rooms, time zone coordination, consultation with legal advisors on both sides. In structured meetings, priorities are clarified, options developed, and package solutions negotiated. Cultural differences are actively managed--without stereotypes, but with an awareness of different communication patterns. Results are documented and legal issues are coordinated with law firms.

"We do not provide legal advice," Petrosyan emphasizes. "But we coordinate with internal teams and external law firms to ensure that agreements are viable in all jurisdictions involved." Orientation instead of buzzwords With their positioning, Frenzel and Petrosyan want to provide orientation - for companies looking for suitable conflict resolution procedures and for a differentiated discussion about mediation.

"Mediation is not a collective term, but a bundle of different fields of application, each with its own requirements," says Frenzel. "We are sending a clear signal: cross-border mediation stands for a focused approach to conflicts that are characterized by international references."

The difference to traditional procedures is measurable: in mediation, the parties themselves reach an agreement - in court or arbitration proceedings, third parties decide. The duration is weeks to months instead of months to years. Confidentiality is high. The relationship between the parties remains future-oriented instead of polarized.

Interview requests Dr. Hartmut Frenzel and Izolda Petrosyan are available for interviews, expert discussions, and background research. Both publish regularly in the "Executive Mediation" newsletter on cases, methods, and developments in conflict resolution at the C-level. Contact: Dr. Hartmut Frenzel Phone: +49 160 29 12 140
Email: hf@executive-mediation.pro Izolda Petrosyan Phone: +41 78 422 33 48 Email: ip@executive-mediation.pro More about https://cross-border-mediation.pro

Dr. Hartmut Frenzel | EXECUTIVE MEDIATION
Fuhlrottstr. 15
42119 Wuppertal
Germany

https://executive-mediation.pro/

Herr Dr.Hartmut Frenzel
+49-1602912140

hf@executive-mediation.pro

About Executive Mediation: Executive Mediation specializes in conflicts at the top of companies: succession, board members, shareholders, mergers. The mediators work across borders in the DACH region and internationally. The goal is to reach a quick, discreet, and sustainable agreement on equal terms. Note for editorial offices: Interview requests should preferably be directed to Izolda Petrosyan.

This release was published on openPR.