The Advisory, Conciliation and Arbitration Service (Acas) has proposed a significant update to its Code of Practice on disciplinary and grievance procedures, placing greater emphasis on resolving workplace concerns early and informally before they escalate.

Published for consultation on 30 July 2026, the draft Code represents a substantial update to the framework. The existing Code was last fully revised in 2009, with specific amendments made in 2015.

For employees considering raising a grievance at work, the proposals could change how their concerns are addressed.

What is Acas Proposing?

The central theme of the proposed Code is early resolution.

The existing Code focuses predominantly on formal disciplinary and grievance procedures. Although its Foreword currently refers to informal resolution, Acas points out that this guidance does not form part of the statutory Code itself.

Read More: ACAS Urges Employers to Support Neurodiverse Staff | Redmans Solicitors

Under the new draft, informal resolution would be incorporated directly into the Code. Employers and workers would be encouraged to speak to each other to resolve concerns early and prevent unnecessary escalation. Issues should also be addressed promptly, without unreasonable delays to conversations, meetings or decisions.

This does not mean that every employee dispute must be dealt with informally. There will still be circumstances where formal action is necessary or appropriate. Instead, the proposals seek to ensure that informal options are properly considered before formal procedures are automatically made the first response.

Acas says the change reflects its wider goal of preventing and resolving workplace conflict before it escalates, potentially saving employers and workers time, money and stress. According to Acas, formal disciplinary and grievance procedures are estimated to cost UK employers £2.36 billion each year. In contrast, the cost of informal resolution can be around 10 times lower.

Why the Acas Code Matters

The Acas Code is more than simply workplace guidance.

Employment tribunals take the Code into account in relevant cases. Where an employer or employee unreasonably fails to comply with an applicable provision, a tribunal can, in certain claims, increase or reduce compensation by up to 25%. If the proposed provisions on informal resolution become part of the final statutory Code, how employers and workers attempt to resolve disputes before resorting to formal procedures could therefore become more significant.

That makes it particularly important for employers to ensure their grievance policies remain consistent with the Code once the final version is published.

How Could Formal Grievance Procedures Change?

The basic stages of formal grievance procedures would remain under the proposed Code. However, there are several notable changes to what employees would be expected to include when formally raising a grievance.

If informal attempts have not resolved the problem, a worker should raise the grievance in writing. This should be done without unreasonable delay and with a manager who is not the subject of the complaint.

Under paragraph 63 of the proposed Code, the written grievance should explain the nature of the concern and, where possible, state how the worker would like it to be resolved. It should also explain what informal resolution steps have already been taken – or why no informal steps have been taken.

This is an important proposed change. Rather than a formal grievance focusing solely on what has gone wrong, employees would be encouraged to think about what practical outcome could resolve the situation.

Grievances Could Become Shorter and Clearer

Another significant proposal concerns the length and complexity of written grievances.

Acas says some employer and worker representatives have expressed concerns about a trend towards unnecessarily long and complicated grievances. Lengthy submissions can cause delays, increase tensions and potentially make disputes more difficult to resolve.

Read More: £155k Awarded After No Reasonable Adjustments for Mental Health

The proposed Code therefore states that a short, clear written explanation of the concern will often be sufficient when initially raising a formal grievance.

That does not mean employees would lose the opportunity to provide detailed evidence. Instead, the employer should take the initial concern seriously and allow the worker to provide further information later where necessary.

For someone raising a grievance at work, this could mean less pressure to produce a document covering every piece of evidence. Employees should, however, still ensure their grievance clearly identifies the problem and provides enough information.

A Less Adversarial Approach to Workplace Disputes

The proposed changes are not limited to the mechanics of submitting a grievance. Acas also wants to change the tone surrounding workplace conflict.

Acas’ research indicates that language can influence constructive dialogue and whether an environment supports early resolution. The draft therefore moves away from some more adversarial or legalistic terminology.

The draft Code increasingly uses the term “concerns” rather than automatically describing informal workplace problems as disciplinary or grievance issues. Formal terminology would largely be retained for situations that have actually progressed to formal procedures.

This reflects the broader objective behind the proposals: not every disagreement needs to become an entrenched formal dispute.

Mediation and Facilitated Conversations

The draft Code also gives greater prominence to mediation and facilitated conversations. These methods are not mentioned in the existing Code, but the proposed version contains a dedicated section covering them.

Mediation generally involves an independent and impartial third party helping those involved in a dispute explore possible solutions. A facilitated conversation can similarly provide structure and support for discussions intended to resolve a workplace problem.

Read More:What is Disability Harassment at Work? Gardener Wins £27k

The draft acknowledges that some organisations, particularly smaller employers, may not have the resources to provide these options. Nevertheless, it encourages their use where possible.

For employees, mediation or a facilitated conversation may offer an alternative route to resolving a disagreement without immediately progressing through potentially lengthy formal grievance procedures.

However, informal resolution will not necessarily be appropriate in every case. The nature and seriousness of the allegations will remain important considerations.

Why Grievance Policies Could Need Updating

If the proposals are ultimately adopted, employers may need to review their existing grievance policies.

Written policies should clearly explain how employees can raise workplace concerns, who they should approach and the difference between informal and formal routes.

The proposed Code also emphasises the importance of training. Acas considers it good practice for employers to provide training and support so that managers, workers and representatives have the skills and confidence needed to resolve concerns effectively at an early stage.

This could be particularly important for line managers, who are often the first people to become aware of an employee dispute.

Employers may therefore want to review whether managers understand how to conduct informal conversations, when mediation could be appropriate, when an issue needs to become formal and how to avoid escalating a disagreement unnecessarily.

What Does the Proposed Code Mean for Employees?

Employees should be aware that these changes are currently proposals rather than the final Code.

Acas opened its consultation on 30 July 2026, with responses due by 11:59 pm on 23 September 2026. Once the consultation has concluded, Acas will consider the feedback and may modify the draft. If it decides to proceed, the updated Code will require further steps before coming into effect.

Until that happens, employees should continue to follow their employer’s existing grievance policies and the Code currently in force.

How Can Employees Prepare When Raising a Grievance at Work?

Employees experiencing a workplace problem do not necessarily need to wait for the new Code before thinking carefully about how they approach the situation.

Where it is appropriate and safe to do so, an employee can consider whether the problem might first be addressed through an informal conversation with their manager, HR department or another suitable person.

Employees should also consider the outcome they actually want. This might include an apology, a change in working arrangements, clarification of responsibilities, mediation, action to prevent particular conduct from recurring or another practical solution.

Keeping a written record can also be useful. Employees may want to retain relevant emails, messages, meeting notes and other documents relating to the dispute, particularly if informal discussions do not resolve the problem.

If it becomes necessary to raise a formal grievance, employees should check their employer’s grievance policies and ensure they understand the applicable procedure.

The draft Acas Code suggests that an initial grievance does not necessarily need to become a lengthy legal document. A concise explanation identifying the concern, steps taken to resolve it and the outcome sought may be more effective.

What Happens Next?

The Acas consultation remains open until 23 September 2026. It welcomes responses from employees, employers, trade unions, legal professionals, representative organisations and others interested in workplace dispute resolution.

The proposals do not remove formal grievance procedures or suggest that serious workplace complaints. Instead, they represent a shift towards resolving suitable workplace concerns earlier, before positions become entrenched and disputes become unnecessarily complex.

For employees, that means thinking carefully about the nature of the problem, whether informal resolution is appropriate and what outcome they want before raising a grievance at work.

For employers, it means ensuring managers have the confidence and training to recognise workplace conflict early and that internal grievance policies provide meaningful opportunities for resolution rather than simply directing every problem into a formal process.

Get Help with Redmans

If you are considering raising a grievance at work, are involved in an employee dispute, or believe your employer has failed to deal with your concerns fairly, Redmans Solicitors can help. Our specialist employment solicitors can advise you on your legal rights, review your employer’s grievance procedures, and guide you through the process of resolving a workplace dispute.

To begin your journey with us now, please:

• Give us a call directly on 020 3397 3603
• Fill out our online form with your details to request a consultation