This thesis discusses the adoption by Brazilian companies of Alternative Dispute Resolution (ADR) methods for individual workplace conflicts. Brazil is an interesting case to study ADR due to its high level of institutionalized individual workplace conflicts and its extensive workplace statutory regulation. Investigating the case of four Brazilian private companies of different sectors and sizes, I found that Brazilian companies are developing their own ADR practices, focusing on ombudsman offices, instead of using the mediation and arbitration methods that are predominant in the US. I argue that the adoption of the ombudsman can be explained by institutional and workplace level factors, which include the characteristics of Brazilian industrial relations system, each company's human resources strategy and the relationship between companies and unions. Furthermore, I discuss how the usage rate of the ombudsman offices might vary according to the ombudsman office's internal structure and its functioning rules.