Background <p>Workplace conflicts are common and complex, often leading to reduced job satisfaction, health problems, long-term absenteeism, and even job loss. When unresolved, they can seriously disrupt team dynamics and organizational functioning. Understanding the needs of employees, employers, and occupational health professionals in preventing, de-escalating, and resolving conflicts is essential for fostering healthier work environments. Therefore, this study explores the needs and challenges faced by these key stakeholders while triangulating the findings for effectively preventing, managing, and resolving workplace conflicts.</p> Method <p>A qualitative, explorative study design was used. Between June 2023 and January 2025 semi-structured interviews (<i>n</i> = 18) and focus groups (2x <i>n</i> = 9) were conducted with employees, employers, and occupational health professionals. A thematic analysis was applied to identify recurring themes in the data.</p> Results <p>The findings of this study highlight the complex and multi-layered nature of workplace conflicts. Three overarching themes were identified from the interviews: (1) Lack of mutual understanding and miscommunication hinder prevention, de-escalation and resolution of workplace conflicts; (2) opposing perspectives on workplace conflicts between employees and employers, often leading to misunderstandings and escalation; and (3) the needs for prevention, de-escalation, and resolution of conflicts. All stakeholder groups emphasized the importance of open communication, a safe and transparent organizational culture, clearly defined roles and responsibilities, approachable and well-trained managers, and accessible support systems such as clear protocols and professional guidance. These preconditions were seen as essential for enabling workplace conflicts to be addressed openly at an early stage.</p> Conclusion <p>This is, to our knowledge, the first qualitative study integrating employee, employer, and occupational health professional perspectives on the prevention and solution of workplace conflicts in a Dutch context. The triangulation of these perspectives highlights the importance of incorporating these viewpoints when designing interventions. In developing interventions, fostering a culture of openness, safety and shared responsibility is essential for promoting workplace harmony and reducing the adverse effects of conflicts. The findings further suggest that occupational health policies could be strengthened through earlier involvement of occupational health services, clearer protocols to prevent and manage conflict-related sick leave, and the implementation of communication training focused on prevention of conflict escalation.</p>