Tag: disputes

Acas launches new strategy as polling shows over two in five workers say workplace conflict is rising

The Advisory, Conciliation and Arbitration Service (Acas) has today launched a transformative five-year strategy to modernise how disputes at work are handled across Britain.

The new Acas strategy will help to support economic stability by reducing the cost of conflict – estimated to be £28.5 billion – through increased prevention, improved management, and earlier resolution of disputes.

This builds on strong results from our previous strategy, which saw record levels of disputes resolved without the need for a tribunal.

This comes as Acas experiences increased demand for its services and ahead of major new employment law reforms.

  • New Acas-commissioned YouGov polling of over 1,000 employees in Great Britain finds that 44% of workers who knew of conflict in their organisation over the last 3 years said it has increased, compared to just 13% who say it has decreased.
  • The same survey reveals that pay, working patterns, and capability and performance are now among the top causes of workplace conflict.
  • Latest figures show Acas handled 117,000 individual disputes in 2024-25, the highest number since the covid-19 pandemic.

The Employment Rights Bill will introduce significant changes to employment law as part of the government’s plan to Make Work Pay.

The new Acas strategy will:

  • Prevent more disputes before they arise by targeting industries and groups where conflict is most likely
  • Support employers to manage conflict well with clear guidance, tools and training offers
  • Equip workers and employers with the skills and confidence to resolve problems earlier, including doubling the number of SMEs Acas is equipping to manage conflict well
  • Harness technology and data more effectively to focus Acas’s efforts where they can have the greatest impact
  • Drive innovation in dispute resolution, maintaining Acas’s record settlement rates (70% for individual disputes and 90% for collective disputes) while exploring the use of AI and new digital services to make support faster and more accessible.

Clare Chapman, Acas Chair, said: “The world of work is changing, and this is an ambitious strategy for a landmark period in Britain’s labour market history.

“Over our last Strategy period of 2021-25 Acas successfully changed the ways in which we work. This strategy sets out how Acas will contribute even further to improve British workplace relations. 

“We will do more to help prevent conflict arising. If conflict can’t be prevented, Acas will be there to help workplaces manage it by disagreeing well.

“And if conflict continues, Acas will help parties resolve disputes quickly and fairly. Working together, we can deliver lasting improvements to working life and contribute to Britain’s future economic growth.”

Niall Mackenzie, Acas Chief Executive, said: “Britain is a great place to work and grow a business; but we can do even better to ‘disagree agreeably’ in the workplace.

“Our strategy for the next five years will give employers and workers the skills and knowledge they need for the healthy employment relations that prevent conflict.

“By supporting employers and workers to build stronger relationships we will protect productivity, safeguard jobs, and strengthen the foundations for sustainable economic growth.”

Employment Rights Minister, Justin Madders MP said: “Strong workplace relationships are fundamental to the productive, stable employment that drives higher living standards.

“Acas’s new strategy will help prevent workplace disputes before they escalate and provide the skills and tools to resolve conflicts early. This comes as the Government is ensuring employment rights are fit for a modern economy and contributing to economic growth as part of the Plan for Change.”

Rain Newton-Smith, CBI Chief Executive, said: “Acas has an important role to play in supporting the economic growth that is needed to drive up living standards and fund public services.

“Rising employment costs are already colliding with flatlining productivity, forcing firms to make tough trade-offs about jobs, pay and working conditions, putting a strain on the relationships between employers and workers. At the same time, the unintended consequences of the Employment Rights Bill will mean an increase in workplace disputes that need to be resolved.

“Acas has rightly identified that its impartial support and early intervention will be more critical than ever in helping employers and employees navigate these threats and unlock the potential of the UK workforce.” 

Paul Nowak, TUC General Secretary, said: “With the Employment Rights Bill set to modernise industrial relations, this Acas strategy is welcome and timely – recognising the importance of good working relationships between unions and employers.”

https://www.acas.org.uk/about-us/acas-strategy-2025-to-2030

TUC: Attacking the right to strike does nothing to resolve current disputes

Responding to yesterday’s attack on the right to strike to defend workers’ pay and conditions, the TUC has said that the Prime Minister should concentrate on fixing our public services, not attacking public sector staff.

The union body says that the proposed legislation would make it harder for disputes to be resolved. 

TUC General Secretary Paul Nowak said: “This is an attack on the right to strike. It’s an attack on working people. And it’s an attack on one of our longstanding British liberties.  

“It means that when workers democratically vote to strike, they can be forced to work and sacked if they don’t. That’s wrong, unworkable, and almost certainly illegal.  

“The announcement offers nothing more to help with this year’s pay and the cost of living crisis.  

“The only offer of talks is for next year. But we need to resolve the current disputes and boost the pay of public sector workers now. 

“The Prime Minister said yesterday his door is always open – if he’s serious, he should prove it. He should take up my offer to get around the table to improve this year’s pay and end the current disputes.  

“There is a world of difference between promises of jam tomorrow with technical discussions about pay review bodies, and proper negotiations on pay in the here and now. 

“Our public services are already deep in a staffing crisis. But this government has gone from clapping key workers to threatening them with the sack if they take lawful action for a pay rise. It will only push more people away from essential jobs in public services, harming the whole nation.” 

On the trade union campaigning to defend the right to strike, Paul added: “Trade unions will fight this every step of the way. We’re inviting every worker – public and private sector, and everyone who wants to protect British liberties -to be a part of our campaign to defend the right to strike.” 

Alternative Solutions for Relationship Disputes

Family law experts in Edinburgh are suggesting five alternative solutions to couples wrestling with relationship disputes and unable to go to court to reach a resolution under current guidelines.

Gibson Kerr has seen an influx of requests from concerned parents and separating partners as to what options are available to resolve disputes while the courts remain closed for non-urgent cases.

Head of Family Law Fiona Rasmusen (above) said: “We try to encourage clients to adopt ways of resolving their family disputes and concerns which don’t involve a lengthy or expensive court process.

“With the courts currently closed for non-emergency disputes, now is an even better time to engage in an alternative method to try to resolve issues and concerns.

“The particular route you decide to take will depend on many things including the relationship that you have with your former partner and the nature of the dispute.”

The firm has revealed five common methods of resolving disputes that can take place outside of the courts. The more common disputes Gibson Kerr deal with include dividing assets, support, occupation of the family home, and childcare arrangements.

Fiona, an accredited expert in family law, said: “Former couples can sit down together and negotiate an agreement themselves, with advice from their lawyers to hand – this is what’s referred to as ‘Kitchen Table’ resolution.

“This can save a lot of legal fees, and can even make the relationship more amicable than other methods. Once you have terms decided, you should engage your solicitor to have the arrangements drafted into a formal agreement.”

For couples who can’t easily sit down together to discuss their separation, they might find it easier to work with a neutral mediator to come to an agreement. Gibson Kerr advises that couples have separate legal advice throughout the process, and ask their solicitors to create an agreement once they have reached a resolution.

Collaborative law is another avenue open to couples in conflict, where they work with specially trained solicitors to come together and reach a fair and reasonable settlement. In these situations, both parties agree they will not raise court proceedings, meaning it is less likely to result in a total breakdown of relationships.

Fiona said: “The most common way family law disputes are dealt with is negotiations through solicitors, where each party’s solicitor works to come to an agreement – outside of a court.

“Instead of going to courts, we also encourage clients to look at arbitration, where an independent and qualified arbitrator is appointed to hear a case and make a decision. Arbitration can be very useful if there are one or two important points you want to solve, for example deciding the date you separated, or where your child should go to school.

“As well as being completely confidential, you choose your arbitrator and you can decide the timescales and how the proceedings are managed – including where and when it takes place.”

“When the courts reopen fully, separated partners can look to raise an action. The advantages of going to court are that the process is strict in terms of fairness and timescales, and you will get a definite result at the end of it.

“However, as it’s expensive and lengthy, and can be stressful, we tend to advise clients to look at all of the other options available ahead of making the decision to go to court.”

Anyone interested in alternative methods of dispute resolution should contact one of the family law solicitors at Gibson Kerr on 0131 226 9161.