Tag: conflict at work

New study looks at why disabled workers face significantly higher rates of conflict at work

Acas stats show 68% of disabled workers experienced workplace conflict, compared to 44% of adults overall

Disabled workers are facing significantly higher rates of conflict than their non-disabled colleagues, with challenges around workplace support, communication and reasonable adjustments identified as key factors, according to new Acas research.

A study by the National Centre for Social Research, commissioned by Acas, explored why disabled staff report disproportionately high levels of conflict.

The findings showed that ineffective support, challenges around reasonable adjustments, communication issues, and overly rigid application of workplace policies were key drivers of conflict.

The research also showed that awareness training, wellbeing services and counselling, along with third-party support from unions and specialist health advisors, were effective in preventing and resolving workplace conflict involving disabled people.

Acas stats also show that 68% of disabled employees whose condition has a substantial impact on their daily activities had experienced workplace conflict, compared with 44% of working-age adults overall.

Julie Dennis, Acas Head of Inclusivity, said: “Disabled workers have told us that the conflict they face at work is driven less by their condition or disability itself, and more by misunderstandings, communication difficulties and challenges in identifying and providing the right support.

“We also know that disabled workers are facing significantly higher rates of conflict than their colleagues, and Acas has seen an almost two-fold increase in disability discrimination cases compared to a decade ago.

“I would urge employers and managers to support disabled workers by identifying pressure points and having conversations as early as possible.  Acas advice and training can provide the skills and knowledge to strengthen working relationships, support disabled workers and prevent disputes.”

Disabled employees described a range of experiences that they felt contributed to workplace conflict, including difficulties obtaining support, rigid responses to disability-related needs, and workplace practices that left them feeling isolated or excluded. Examples included:

        A dyslexic employee said that, after colleagues complained about her reading words aloud to help with spelling, her manager moved her into what she described as a “cupboard”, leaving her feeling isolated from colleagues.

        An employee undergoing cancer treatment said they were threatened with disciplinary action for absences directly related to their condition. Reflecting on their employer’s response, they said: “It was like they’re saying that it was my choice to get a brain tumour, but it wasn’t.”

        A neurodivergent employee working in education said that disabled staff were expected to find their own way through support arrangements.  They said: “You’d put all these provisions in place for the children … But then for the staff, it’s kind of like, go do it alone.”

In 2024 to 2025, Acas received more than 28,000 disability discrimination early conciliation notifications, almost one in five of all cases, up from fewer than one in ten at the start of the decade.

The research suggests that conflict experienced by disabled workers is linked to how workplace support and management processes operate, rather than the health conditions themselves.

It found that difficulties around agreeing and implementing reasonable adjustments, delays in putting support in place, and a lack of effective dialogue about workplace needs were key triggers.

The research highlights the important role line managers can play in preventing conflict. Giving managers the knowledge, confidence and organisational support to handle sensitive conversations effectively can help build positive working relationships and resolve issues early.

Employees described a range of strategies they had experienced that they felt could help resolve conflict. These included:

        conversations with line or senior managers
 

        referrals to occupational health
 

        third party involvement, such as trade union or legal representatives
 

        specialist health and disability support
 

        workplace mediation
 

        changing manager or department

Acting early protects worker wellbeing and saves organisations the cost of lost trust, absence and turnover.

Acas is encouraging employers and managers to work with disabled staff to identify support needs early and create workplaces where concerns can be discussed openly.

Acas guidance, advice and training can help employers agree reasonable adjustments collaboratively, record and implement them consistently, and address concerns before they escalate.

ACAS TIPS FOR EMPLOYERS AND MANAGERS

  • Create conditions in which employees feel safe to discuss their disability or changing support needs.
     
  • Do not assume that the same condition means the same needs. Ask, listen, and explore options collaboratively. 
     
  • Act promptly. Delays, silence and repeated requests can damage trust and make resolution harder. 
     
  • Use early, informal approaches where appropriate while maintaining fair access to formal procedures. 
     
  • Build managers’ disability confidence and conflict confidence through practical training and organisational support. 

To view the full report, please visit the Acas website:

https://www.acas.org.uk/research-and-commentary/workplace-conflict/disabled-employees-experiences-of-workplace-conflict/report

Acas marks 50th anniversary as new report shows nearly half of people experience conflict at work

The Advisory, Conciliation and Arbitration Service (Acas) is celebrating five decades of helping millions of people resolve workplace issues and improve working relationships across Britain.

Since 1975, Acas has been the nation’s trusted voice in workplace relations, evolving from addressing industrial disputes to tackling modern workplace challenges while maintaining its commitment to impartial, expert guidance.

In 1975, the Conciliation and Arbitration Service added the advisory function to its dispute services to become Acas.

To coincide with the anniversary, Acas has published a report showing that almost half (44%) of working age adults in Britain experienced conflict at work in the past 12 months.

Niall Mackenzie, Acas Chief Executive, said: “This year marks 50 years since we became Acas and started providing workplace advice, as well as resolving disputes.

“For 50 years, Acas has been at the heart of workplace relations, helping employers and employees navigate change and find common ground even in the most challenging circumstances.

“Our report into conflict prevalence shows that there is still a need for Acas’s experts to bring their experience and cool heads to workplace disputes.”

The research found that:

  • Capability and performance issues were the most common cause of conflict (38%), followed by personal disagreements and relationship issues (33%)
  • Stress, anxiety and depression was the most common impact of conflict, affecting 57% of involved, followed by a drop in motivation or commitment (49%)
  • Retail workers faced the highest levels of conflict, with half (50%) of wholesale and retail trade employees reporting conflict
  • Disabled people whose disability significantly affects their daily life reported the highest prevalence of conflict at 68%
  • The most common person to report experiencing conflict with was another colleague in the organisation (34%) or the person’s line manager (32%)
  • Most conflicts were resolved through informal discussion with managers (45%) or directly with the other person (30%)

Niall added: “Disputes at work might be inevitable, but the knock-on effects can be very costly if they are not managed and resolved properly.

“It is encouraging to see that informal methods to prevent and resolve disputes are already being used by bosses.

“Part of Acas’s role, as we mark 50 years of providing workplace advice, is to make sure managers and leaders have the skills to build more harmonious workplaces.”

Acas continues to demonstrate its vital role in supporting the UK economy and workforce. This year alone, the organisation has:

  • Resolved 93% of collective conciliation disputes, helping avoid costly industrial action
  • Found resolutions for 9 out of 10 potential employment tribunal claims without needing a tribunal hearing
  • Increased the number of people reached through training and advisory services by 78%.

As Acas marks this milestone anniversary, the organisation is positioning itself for the challenges and opportunities of the next 50 years and recently launched a new five-year strategy.

Beyond supporting the Employment Rights Bill implementation, Acas continues to innovate and adapt its services to meet the evolving needs of modern workplaces, from supporting flexible working arrangements to addressing new forms of workplace conflict.

Employment Rights Minister Kate Dearden said: “For half a century, Acas has given workers a voice and supported employers to build stronger, more productive workplaces. Its work resolving conflict and improving employment relations has delivered real benefits for organisations and significant savings for the economy.

“Early dispute resolution is vital to a modern, growing economy, and Acas will remain central to our plans to modernise industrial relations in a way that works for both workers and businesses.”

A full copy of the report can be viewed here: https://www.acas.org.uk/research-and-commentary/workplace-conflict/prevalence-of-conflict-at-work/

For more information about Acas and its services, visit www.acas.org.uk.

Colleagues not doing jobs properly makes staff the angriest at work

Nearly half (49%) of employees said that people that are perceived not to be doing their job properly is the thing that makes them angriest at work, according to a new survey.

The YouGov survey, commissioned by workplace expert Acas, asked employees to consider what would make them the most angry while at work.

Over two-fifths (44%) of respondents said it would be others claiming credit for their work, followed by an over-demanding boss (39%) and rude customers or staff (37%).

Acas Head of Individual Dispute Resolution, Stewart Gee, said: “It’s clear from our poll that there’s a range of issues that make people angry at work. Anger over a lack of recognition, rudeness, their boss or a colleague seen as not pulling their weight can impact productivity and escalate to conflict if left unresolved at work.

“Unresolved emotions over things that seem unfair can have a detrimental effect at work and it is important for workplace conflict to be addressed at the earliest possible opportunity.

“An informal resolution through an initial chat or mediation can help organisations prevent the cost and stress of more formal procedures such as an employment tribunal.”

Dealing with conflict positively and quickly can build trust and improve relationships. If employees feel that their frustrations could cause conflict, they should check their workplace policy and see what support is available.

Employers should typically encourage employees to raise issues informally first, before going through set formal procedures. This will usually help resolve disputes more quickly which is beneficial for everyone involved.

Stewart added: “Conflict at work is estimated to cost UK organisations £30 billion each year and Acas is holding a special conference next week that will feature expert mediators, trade unions, academics and employers on how we can prevent, handle and resolve conflict at work.

“Getting the basics right plays a key part in helping to reduce conflict at work. Acas offers employers training in performance management and this can be a key ingredient alongside an effective conflict management strategy to help prevent conflict at work.”

Acas is hosting a conference around discussing and resolving conflict in the workplace. If you would like to attend and speak to any of our workplace conflict experts, please email sbarclay@acas.org.uk.

For more information about the Acas conference, please visit here.