ACAS – The NEN – North Edinburgh News

Acas updates its Code of Practice as formal disciplinaries estimated to cost employers 2 billion a year

Workplace expert, Acas, has today launched a consultation on updates to its Code of Practice on disciplinary and grievance procedures to promote early and informal resolution of concerns at work.

The new Code will help employers and workers handle concerns in a fair, transparent and timely way. Employers and workers have rights and responsibilities and handling concerns that come up early and informally can save on costs and stress at work.

Acas research on the annual cost of conflict has found that managing formal disciplinary and grievance procedures is estimated to cost UK employers £2.36 billion a year, while the annual cost of informal resolution is around ten times lower at £250 million.

Acas Chair, Baroness Maggie Jones, said: “Acas research shows that formal processes can be very costly for everyone involved. Effective early intervention in conflict saves money and time as well as promoting staff wellbeing and productivity.

“Our new Code reflects the benefits of handling work issues early and informally. It will help employers and workers handle concerns in a way that’s fair, transparent and timely. I would encourage everyone to take part in the consultation.”

Acas statutory Code of Practice on disciplinary and grievance procedures was last fully revised in 2009. It currently applies where there is potential for disciplinary action to be taken against a worker or where a worker raises a formal concern or grievance with their employer.

The purpose of the Code is to provide employers, workers and representatives with guidance on handling disciplinary and grievance situations in the workplace.

Employment tribunals must take the Code into account in relevant cases and can increase or reduce an award by up to 25% for unreasonable failure to follow the Code by an employer or worker. Size and resources of the organisation are taken into account.

As well as promoting the benefits of informal and early resolution of conflict, the draft updated Code also seeks views on how to improve handling formal procedures.

Acas has also published a new YouGov poll today, which asked British businesses about what options best help their organisations to resolve workplace conflict informally. The top three picked were:

Having a good working relationship with the other person (58%);
A shared willingness to find a solution (53%); and
A workplace culture that supports open conversations (52%).

The consultation on the draft Code closes on 23 September 2026.

To respond please see: https://www.acas.org.uk/about-us/acas-consultations/code-of-practice-disciplinary-grievance-2026

Unfair dismissal changes among biggest Employment Rights Act 2025 challenges for bosses

New research by workplace expert Acas shows that changes to sick pay, paternity leave and unfair dismissal will pose the greatest challenges for businesses under new rules.

The YouGov survey, commissioned by Acas, asked employers which changes in the Employment Rights Act 2025 will be the hardest to adopt for their organisation.

Nearly 1 in 3 employers (30%) said that paying statutory sick pay from the first day of illness would be the hardest. More than one quarter (27%) said it would be the right to take paternity leave from the first day of employment.

New unfair dismissal protections, reducing the qualifying period from 2 years to 6 months, were also ranked among the top concerns (23%).

The valuable insights gained from the results will help Acas target its support for employers where they need it the most. Acas has already updated its advice on probation periods to reflect the new law changes on unfair dismissals.

Baroness Maggie Jones, Acas Chair, said: “The reforms in the Employment Rights Act are the biggest shake-up to employment law in a generation, and it is vital that employers get up to speed quickly.

“The new day one rights on sick pay and paternity are already in effect and new protections against unfair dismissals are set to come in next year.

“Acas has updated its advice on probations to reflect the new changes on unfair dismissals, which is a significant change in the law. Businesses that get on top of all the changes early can prevent costly disputes from happening.”

From 1 January 2027, protection from unfair dismissal will become a right after 6 months of being in a job. Currently, someone must have worked for their employer for 2 years before claiming unfair dismissal.

The limit on the amount of compensation for unfair dismissal will also be removed.

A probation period is a time at the start of employment to check if someone is suitable for a job.

There is no legal right to have a probation period, but some employers may be thinking about reducing the period to less than 6 months before the law changes on 1 January 2027. However, this does not avoid legal risks.

Employees still have protections during their probation such as:

discrimination
whistleblowing
breach of contract

Probation periods should also be tailored to the job. Probations of 6 months or less might not be appropriate for all roles. For example, technical or specialist roles might need longer for training and assessments.

Dismissing an employee during probation should be a last resort. Employers should consider other steps such as:

extending a probation period
using performance management to help someone improve

Find out more about:

Acas publishes Annual Report

Our latest Annual Report shows we helped resolve over 9 in 10 individual dispute cases and settle 93% of collective disputes.

Early intervention can help prevent issues from escalating.

Acas’s services performed well during the financial year 2025 to 2026. This was despite rising demand.

We met or exceeded most of our key targets, supporting employers and workers in a changing employment landscape.

Our expenditure was £72.4 million.

Key achievements included:

handling over 150,000 individual conciliation cases, with the majority of cases resolved before reaching an employment tribunal
handling 400 collective disputes, with 93% resolved or progressed towards settlement
supporting employers and workers in 584,000 calls to the Acas helpline
18.5 million sessions on the Acas website as users accessed advice and guidance
delivering over 1,650 training sessions

acas-annual-report-accounts-2025-2026 Download

Acas tips to help employers manage workplace challenges due to hot weather

Workplace expert Acas has offered some recommendations to help employers manage workplace challenges due to hot weather.

Acas Chief Executive Niall Mackenzie said: “The Met Office has issued a weather warning for extreme heat, which will mean an uncomfortable week for many people.

“Some workers with certain health conditions or disabilities may be adversely affected by the heat. The hotter weather can also impact public transport, which can disrupt people’s journeys to and from work.

“Acas has some top tips for employers to help ensure their businesses remain productive during the heatwave while keeping staff happy, too.”

By law, employers have a ‘duty of care’ to make sure working temperatures are reasonable for their staff. This includes at the workplace and working from home.

Acas’s recommendations for hot weather working include:

Workplace temperatures should be reasonable

There is no legal maximum working temperature. The Health & Safety Executive (HSE) advice is that the temperature in all workplaces inside buildings must be reasonable.

The HSE offers advice on how to carry out a thermal comfort risk assessment if staff are unhappy with the temperature:

http://www.hse.gov.uk/temperature/index.htm

Keeping cool at work

Switch on any fans or air conditioners to keep workplaces comfortable and use blinds or curtains to block out sunlight. Staff working outside should wear appropriate clothes and use sunscreen to protect from sunburn.

Stay hydrated

Employers must provide staff with suitable drinking water in the workplace. Workers should drink plenty of water throughout the day to prevent dehydration and not wait until they are thirsty. Employers could allow extra breaks for staff to get cold drinks.

Dress code

Employers are not under any obligation to relax their uniform or dress code requirements during hot weather but where possible it may be advisable to for employers to relax the rules for wearing ties or suits.

Getting into work

If public transport gets adversely affected by the hot weather, this could affect staff attendance and their ability to get into work on time. Staff should check timetables in advance, and employers should be flexible.

https://www.acas.org.uk/disruption-getting-to-work

Vulnerable workers

Workers with health conditions or disabilities may be affected more by hot weather. Employers should assess for any risks and discuss what they need to reduce or remove that risk. This might include providing fans, portable air-cooling units or more frequent or longer breaks. Employers must make reasonable adjustments for workers with disabilities.

https://www.acas.org.uk/reasonable-adjustments

https://www.acas.org.uk/extreme-temperatures-in-the-workplace

One in four workers say managers and unions are failing to prevent conflict, Acas survey finds

More than one-quarter (26%) of workers feel their managers and employee representatives are ineffective at working together to prevent and resolve conflict, according to a new Acas survey.

The survey, carried out by YouGov, also found that nearly one in three (31%) workers do not have any employee representatives who could help prevent conflict.

The Employment Rights Act 2025 gives new access rights to trade unions which makes effective employer and trade union relationships critical.

The government has consulted on a Code of Practice on the new independent right of trade unions to access workplaces that is expected to come into force in October 2026. It will provide guidance on how access is requested, agreed and implemented.

Acas is calling on government, trade unions and employers to work together positively to achieve access and prevent conflict.

Kevin Rowan, Acas Director of Dispute Resolution, said: “We know there is a conflict management skills gap in Britain, and our survey shows too many cases where employee representatives and managers are not effective enough at working with each other, leading to conflict and disruption.

“Effective relationships between employee representatives and managers can help build trust, prevent disputes and contribute to productive organisations.

“I’m pleased the new draft Code recognises the valuable work that Acas collective conciliators do to build positive relationships between trade unions and employers. There is need for a balance on both sides on the right for trade union access outlined in the Code.”

Acas’s response to the Government’s consultation makes several recommendations, including how the Code should:

balance rights and responsibilities, clarifying that effective access arrangements be meaningful, regular and could be in-person or digital, and unions and employers should work together positively to achieve access
promote voluntary agreements on access between unions and employers, rather than rushing to formal procedures, and ensure the Code clearly signposts Acas services

Acas offers training, advice and a free service for managers and representatives to help prevent, manage and resolve conflict at work.

Acas collective conciliation involves working directly with employers and groups of workers or their representatives to settle a dispute. It gives both parties the chance to come to an agreement without taking legal or industrial action.

In 2024-25, Acas handled 522 collective conciliations and helped to resolve 93% of cases.

Acas urges employers to have a good team line up before World Cup kick off

Workplace expert, Acas, has published some top tips today to help employers prepare for potential issues that could arise over the World Cup period.

The World Cup is a big sporting event for many workers who may want to follow their favourite football team and enjoy the event. Some staff may want to book time off to go to the World Cup or attend special group events in the UK. Others will want to use the internet or their phones to stay updated on the match results.

Acas advises employers to plan ahead and have agreements in place that cover requests for time off, sickness absence and flexible working hours during this period.

Acas Head of Workplace Advice, Susan McGuigan, said: “The World Cup is an exciting event for many football fans but staff should avoid getting a red card for unreasonable demands or behaviour in the workplace during this period.

“Many organisations need to maintain a certain staffing level to operate effectively. Bosses should have a set of simple workplace agreements in place before kick-off to help ensure their businesses remain productive whilst keeping staff on side too.

“Our top tips can help managers get the best from their team players, arrange appropriate substitutions if necessary and avoid unnecessary penalties or unplanned sendings-off.”

The 2026 World Cup will take place in Canada, Mexico and the USA between Thursday 11 June and Sunday 19 July. Due to the time difference, football match start times in the UK will vary between 5pm and 5am. There are also likely to be pre-match build ups that staff may be keen to watch or listen to.

Acas offers some top tips for employers to consider for the World Cup:

Time off – employers may wish to look at being a little more flexible when allowing workers time off during this period and staff should remember that it may not always be possible to book a holiday. The key is for both parties to try and come to an agreement. All requests for leave should be considered fairly. A consistent approach should be applied for holiday requests for other major events too as not everyone likes football!

Drinking or being under the influence at work – some people may like to participate in a drink or two while watching the match or go to the pub and watch it live. Match times this year could start late at night into the early hours of the morning, which means fans could drink later than usual.

It may be helpful to remind staff they must not come to work under the influence of alcohol and that anyone caught drinking at work or under the influence of alcohol in the workplace could be subject to disciplinary procedures.

There may be a clear no alcohol policy at work but workers may need a reminder.

Sickness absence – employers may want to remind staff that their sickness and attendance policies will still apply during the World Cup. Any unauthorised absence, patterns of absence or late attendance are likely be investigated and could result in formal proceedings.

Flexibility – one possible option is to have a more flexible working day. Workers could come in a little later or finish sooner and then agree when this time can be made up. This is particularly important given the time differences between the UK and the host countries.

Allowing staff to listen to the radio or watch the TV may be another possible option. Employers could also allow staff to take a break during match times. Another option is to look at allowing staff to swap shifts with their manager’s permission.

It is important to be fair and consistent with all staff if you allow additional benefits during the World Cup. Any change in hours or flexibility in working hours should be approved before the event.

Use of social media and websites – there may be an increase in the use of social media or websites covering the 2026 World Cup.

Employers may wish to remind staff of any policies regarding the use of social media and websites during working hours. The policies should be clear on what is and isn’t acceptable web use.

Bank holidays and being fair to staff – there is a World Cup bank holiday on 15 June 2026 in Scotland but it does not apply to England.

Employers should keep in mind that UK workers support a diverse range of national teams. Any plans and arrangements that are made at work should apply fairly to supporters of any team.

Supporters can be passionate about a national team and managers may want to remind staff to be respectful to each other.

New study reveals a third of employers are likely to make redundancies by January 2027

A new survey from Acas has found that a third of employers (33%) are likely to make staff redundancies by January 2027.

Acas commissioned YouGov to ask British businesses about their redundancy plans between February 2026 and January 2027.

The poll revealed that 46% of large businesses are likely to make redundancies and one in five (21%) small and medium sized (SME) businesses said that were likely to do so over the same period.

The Government has recently consulted on new law changes outlined in the Employment Rights Act 2025 for employers that want to make collective redundancies across their organisation. Acas has published its response to the consultation.

Acas Director of Dispute Resolution, Kevin Rowan, said: “The results of our poll reveal that a third of businesses are considering redundancies by the start of next year.

“Organisations should look at all possible alternatives to redundancies first, but if employers conclude they have no choice, then they have legal requirements they must follow. This means they must consult with staff early to seek their views, or risk being subject to a costly legal process.

“In 2027, the Government’s Employment Rights Act will introduce new consultation requirements if redundancies are proposed across multiple sites. Acas recommends that the Government ensures employers and trade unions understand the value of collective consultation and have the skills to work well together.”

If an employer finds there are no other choices than to make redundancies, then there are strict rules on consulting staff that they must follow.

An employer must discuss any planned changes and consult with each employee who could be affected. By law, employers who wish to make 20 or more staff redundant in a 90-day period must also consult a recognised trade union or elected employee representatives about the proposed changes.

If an employer does not meet consultation requirements, employees can take their employer to an employment tribunal. If successful, the employer may have to pay up to 180 days’ full pay for each affected employee.

An employee can also make a claim of unfair dismissal to an employment tribunal on the grounds that they were not consulted, or the consultation was not meaningful.

At the moment, collective redundancy rules only apply if the redundancies are proposed at one workplace. The Employment Rights Act 2025 introduces a law change that means the rules will count redundancies across an employer’s entire organisation.

An organisation that plans to make a certain number of redundancies across multiple sites or workplaces will have to follow new law changes due to take effect in 2027. The Government ran a consultation to seek views on the changes and what the redundancy threshold number should be that sparks a collective redundancy process for an employer that has multiple sites.

Acas advice is that employers should consider all possible options before considering redundancies as other solutions to their situation could be found through consultation with their staff, employee representatives and unions.

In response to the Government’s consultation, Acas recommended that:

the Government make sure that employers, trade unions and staff representatives understand the value of collective consultation and have the skills to work well together; and
the Government should also pick a threshold for consultation that is easy to understand and does not require complex systems to calculate, as this would help avoid procedural disputes and reduce administrative burdens.

For Acas’s full response to the Government’s consultation, please see:

https://www.acas.org.uk/public-consultation-responses

Acas’s advice for staff and employers about redundancies is available at:

www.acas.org.uk/redundancy

Acas top tips for employers managing hot weather at work

Workplace expert Acas has offered some recommendations to help employers manage workplace challenges due to hot weather.

Acas Chief Executive Niall Mackenzie said: ““The warmer weather will be welcomed by many, but for some staff getting into work, or those working in warmer environments, it can be uncomfortable.

“Some workers with certain health conditions or disabilities may be adversely affected by the heat. The hotter weather can also impact public transport, which can hinder workers travelling to work.

“Acas has some top tips for employers to help ensure their businesses remain productive during the heatwave while keeping staff happy too.”

By law, employers have a ‘duty of care’ to make sure working temperatures are reasonable for their staff. This includes at the workplace and working from home.

Acas’s recommendations for hot weather working include:

Workplace temperatures should be reasonable

There is no legal maximum working temperature. The Health & Safety Executive (HSE) advice is that the temperature in all workplaces inside buildings must be reasonable.

The HSE offers advice on how to carry out a thermal comfort risk assessment if staff are unhappy with the temperature: http://www.hse.gov.uk/temperature/index.htm

Keeping cool at work

Stay hydrated

Dress code

Getting into work

If public transport gets adversely affected by the hot weather, this could affect staff attendance and their ability to get into work on time.

Staff should check timetables in advance, and employers should be flexible. https://www.acas.org.uk/disruption-getting-to-work

Vulnerable workers

Workers with health conditions or disabilities may be affected more by hot weather.

Employers should assess for any risks and discuss what they need to reduce or remove that risk. This might include providing fans, portable air-cooling units or more frequent or longer breaks.

Employers must make reasonable adjustments for workers with disabilities. https://www.acas.org.uk/reasonable-adjustments

For further advice, please see:

https://www.acas.org.uk/extreme-temperatures-in-the-workplace