Acas seeks views on new disciplinary and grievance code: What employers need to know
- Trish Attah
- 11 minutes ago
- 4 min read
The way employers manage disciplinary and grievance issues could soon be changing.
ACAS has launched a consultation on a revised Code of Practice for disciplinary and grievance procedures, the first significant update in more than 15 years. While the consultation is ongoing, the proposed changes give a clear indication of the direction of travel for workplace relations: encouraging employers to resolve issues earlier, improve communication and place greater emphasis on fair, proportionate and informal approaches wherever appropriate.
For businesses, now is the ideal time to review policies, procedures and management capability to ensure they're prepared for the revised Code when it comes into force.
Why is the ACAS Code changing?
The workplace has evolved significantly since the current Code was introduced.
Hybrid working, increased awareness of employee wellbeing, changing expectations around workplace culture and the growing complexity of employee relations mean organisations need modern guidance that reflects today's working environment. The proposed Code seeks to support employers in resolving workplace issues fairly while encouraging early intervention and reducing unnecessary conflict.
What are the key proposed changes?
Although many of the existing principles remain, the draft Code places greater emphasis on several important areas.
Earlier and more informal resolution
Perhaps the biggest change is the stronger encouragement for employers to consider informal resolution before moving into formal disciplinary or grievance procedures.
Not every workplace issue needs to become a formal investigation or grievance hearing. Where appropriate, managers are encouraged to have early conversations, address concerns promptly and explore constructive solutions before positions become entrenched.
For employers, this means developing the confidence and capability to manage difficult conversations effectively.
Greater emphasis on mediation
Alongside informal resolution, the draft Code highlights mediation as an important option where relationships have broken down but there is a willingness to rebuild them.
Independent workplace mediation can often resolve issues more quickly, preserve working relationships and reduce the need for lengthy formal processes.
This is an area where our sister company, Resolution at Work, provides specialist support. Their experienced workplace mediators help organisations resolve conflict constructively, allowing businesses to retain valuable employees while reducing the cost and disruption associated with formal disputes.
Supporting managers
The revised Code also reinforces the importance of managers handling workplace issues consistently, fairly and confidently.
Many employee relations problems escalate because managers feel uncertain about how to approach difficult conversations or are unsure when to intervene.
Providing managers with the right training and practical guidance can significantly reduce the likelihood of issues developing into formal grievances or disciplinary action.
Fair and proportionate processes
The proposed Code continues to emphasise the importance of fair investigations, reasonable decision-making and allowing employees the opportunity to respond to concerns.
Employers should ensure their procedures remain transparent, well documented and consistently applied across the organisation.
What should employers be doing now?
Although the consultation has not yet concluded, businesses do not need to wait before preparing.
Now is a good opportunity to review:
Disciplinary and grievance policies
Employee handbooks
Investigation procedures
Manager capability and confidence
Informal resolution processes
Record keeping and documentation
Training for managers involved in employee relations matters
Taking proactive steps now will help ensure compliance while also improving workplace culture and reducing conflict.
Want to have your say?
You can contribute to the ACAS consultation by completing this form https://www.acas.org.uk/about-us/acas-consultations/code-of-practice-disciplinary-grievance-2026
How Haylo HR can help
At Haylo HR, we work alongside businesses to create practical, compliant and people-focused HR solutions. As the new ACAS Code develops, we can support organisations by:
Reviewing and updating disciplinary and grievance policies
Auditing current employee relations processes
Providing HR advice on complex employee relations cases
Training managers on handling difficult conversations confidently
Supporting investigations and disciplinary processes
Helping organisations embed effective early resolution practices
Advising on implementing the revised Code once it is finalised
Rather than simply updating policies, we help businesses create processes that are both legally compliant and practical to apply in everyday situations.
Supporting conflict resolution through Resolution at Work
Where workplace conflict requires independent intervention, our sister company, Resolution at Work, provides specialist workplace mediation, conflict coaching, neutral assessments and independent investigations.
Resolution at Work has been trading for over 20 years and has highly qualified consultants, some of whom are legally trained and qualified. All Resolution at Work mediators are CMC trained and have extensive experience in managing and escalating conflict. You can see more https://www.resolution-at-work.co.uk/
Looking ahead
The consultation on the revised ACAS Code is an opportunity for employers to look beyond compliance and consider how they manage workplace relationships more broadly.
Organisations that invest in early intervention, confident management, effective policies and constructive conflict resolution are likely to be best placed for the future.
Whether you need support reviewing your HR policies, preparing managers for the changes or accessing specialist mediation services, Haylo HR and Resolution at Work are here to help.
Want to prepare your business for the new ACAS Code?
Get in touch with Haylo HR to discuss how we can review your policies, strengthen your employee relations approach and ensure your organisation is ready for the changes ahead.
I want some HR Help from Haylo HR ✅
We support your business with getting its HR foundations right, without stopping you from doing what you love. Get in contact for more details!
How do I get in contact?
Feel free to email us or book a free consultation.
Follow us on our social media platforms!
Disclaimer
All information within the post is provided for guidance only; always seek your own legal advice.
The information with this post was correct at the time of publishing, August 2026 but may be subject to change.
Comments