For the first time in over 15 years, ACAS has published a draft update to its Code of Practice on Disciplinary and Grievance Procedures. While many of the principles remain familiar, one message is impossible to miss: employers should be looking to resolve workplace issues earlier, more informally and, where appropriate, through mediation.
This is a significant shift in emphasis.
Rather than seeing formal disciplinary or grievance procedures as the default response, the draft Code encourages organisations to explore early resolution before positions become entrenched. For HR professionals and managers, this represents both an opportunity and a challenge.
The draft Code introduces a much stronger focus on early and informal resolution of workplace concerns. ACAS makes clear that many issues can be resolved more effectively before they escalate into formal processes, helping preserve working relationships while reducing the emotional, financial and operational costs of conflict.
The consultation also reinforces good practice around:
While mediation has long been recognised by ACAS as an effective option, its inclusion within the draft Code signals a greater expectation that employers actively consider it before progressing to formal action.
By the time a grievance reaches a formal hearing, relationships have often deteriorated, positions have hardened and trust has broken down.
Mediation offers an alternative.
Using an independent, impartial mediator, employees can have structured conversations that help them understand each other’s perspectives, rebuild communication and reach practical agreements for moving forward.
Not every dispute is suitable for mediation, but where it is appropriate, organisations frequently benefit from:
Early intervention also allows managers to focus on leading their teams rather than managing lengthy formal procedures.
Although the consultation is still underway, now is the ideal time to review your organisation’s approach to workplace conflict.
Consider asking:
Organisations that embed informal resolution into their culture are likely to be well placed once the revised Code is introduced.
At Resolution at Work, we’ve long believed that the best workplace conflicts are the ones that never become formal disputes.
We support organisations across the UK with:
Whether you’re reviewing your disciplinary and grievance procedures or looking to build confidence in early conflict resolution, our experienced team can help.
The draft ACAS Code is currently out for consultation, but its direction of travel is clear: early resolution, constructive conversations and mediation are becoming increasingly central to good workplace practice. You can contribute to the consultation here: https://www.acas.org.uk/about-us/acas-consultations/code-of-practice-disciplinary-grievance-2026
Forward-thinking employers won’t wait until the Code becomes final.
Now is the time to review your approach, equip managers with the right skills and ensure mediation forms part of your conflict resolution toolkit.
If you’d like to discuss how your organisation can strengthen its approach to workplace conflict, get in touch with Resolution at Work to find out how we can help. Get in contact here
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It is not uncommon for conflict to arise between different teams. This can have considerable impact on both individuals and performance. A number of approaches can be used in this sort of scenario, including neutral assessment, team facilitation and group mediation.
Agreement could not be reached to enter into mediation in this situation and therefore coaching was an alternative support provided to one of the parties. The relationship between a majority shareholder and a shareholder/director was causing conflict. The relationship would be ok at times but disagreements would flare up from time to time and this was beginning to impact on the business.