Acas seems determined to help us disagree better at work. Its new draft Code of Practice would substantially overhaul the current version, placing much greater emphasis on informal resolution and introducing measures that could help employers deal with lengthy grievances. But how easy will it be for employers to put these expectations into practice?
In its first major revision since 2009, Acas has published a new draft Code of Practice on disciplinary and grievance procedures, with consultation open until 23 September 2026. It’s clear from the accompanying introduction that the overarching aim is to promote the early resolution of concerns in the workplace. This supports Acas’s ambitious strategy of helping “employers and workers prevent, manage and resolve conflict, avoiding escalation and saving time, money and stress” – phew! But with recent research indicating that “poorly executed” workplace disciplinary processes costs the UK economy 28.5bn a year, the case for change is compelling.
As we set out below, the proposed changes are significant. Not only does the Code more than double in length, employers will need to rethink their default approach on some core processes. As a reminder, although breach of the Acas Code does not have a stand-alone remedy, employment tribunals must take it into account in relevant cases, and an unreasonable failure to comply can result in an uplift to compensation of up to 25%. With only months remaining until the unfair dismissal...
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