Acas opens consultation on disciplinary and grievance

Have your say  before Wednesday 23rd September 2026.

Employers across the UK are being encouraged to have their say on proposed updates to the Acas Code of Practice on disciplinary and grievance procedures, with a public consultation now underway.

The Acas Code plays a significant role in workplace relations, providing employers with guidance on handling disciplinary issues and employee grievances fairly and consistently. Employment Tribunals regularly refer to the Code when considering whether an employer has followed a reasonable process, and non-compliance can influence compensation awards by up to 25%.

Why the Review Matters

The current Code was last comprehensively updated in 2009. Since then, workplace practices, employee expectations and methods of communication have evolved considerably. Acas believes an updated Code will help organisations manage workplace concerns more effectively, while promoting greater fairness, transparency and early resolution of issues.

The consultation comes alongside new Acas research highlighting the significant financial impact of formal workplace disputes. According to the findings, UK employers spend an estimated £2.36 billion each year managing formal disciplinary and grievance procedures. Acas suggests that greater use of informal resolution methods could reduce these costs dramatically, potentially lowering the annual figure to around £250 million.

The Value of Early Resolution

Research conducted by Acas found that employees believe workplace conflict is more likely to be resolved successfully when:

• There is a positive working relationship between colleagues.
• Both parties are willing to find a solution.
• The organisation supports open and honest conversations.

These findings reinforce a principle HR professionals have long recognised: addressing concerns early and informally can often prevent situations from escalating into formal disputes.

For many businesses, investing time in manager training, communication skills and effective workplace mediation can lead to better outcomes for both employees and the organisation.

What This Means for Employers

While the consultation is still ongoing, employers should use this opportunity to review their existing disciplinary and grievance procedures. Key areas to consider include:

• Whether policies remain up to date and legally compliant.
• The effectiveness of investigation processes.
• Manager confidence and capability when handling workplace concerns.
• Opportunities to resolve issues informally before formal action becomes necessary.
• Ensuring employees understand how to raise concerns and access support.

A fair, transparent and consistent approach not only reduces legal risk but can also enhance employee trust, engagement and wellbeing.

HR2day’s View

At HR2day, we regularly support organisations dealing with disciplinary, grievance and workplace conflict matters. While robust formal procedures remain essential, our experience shows that early intervention and proactive people management often deliver the best outcomes.

As Acas reviews its Code, this serves as a timely reminder for employers to assess whether their people policies, manager training and workplace culture are helping to resolve issues quickly and constructively.

The Acas consultation is open until 23 September 2026. Employers and HR professionals who wish to contribute can submit their views directly through Acas.  

You’re strongly encourage you to read the draft Code in full before responding to the consultation.

Details of the consultation process, including how to respond can be found here:

Acas consultation: draft Code of Practice on disciplinary and grievance procedures | Acas