ACAS Disciplinary and Grievance Changes 2026: What Employers Need to Know

Acas is proposing changes to its Code of Practice on disciplinary and grievance procedures. 

The main change is a stronger emphasis on sorting out the workplace problems early, before they turn into formal disciplinary or grievance cases. The draft also gives clearer guidance on investigations, suspension, reasonable adjustments, mediation and formal grievances. 

Please note, these changes are not in force yet. Acas is still consulting on the draft, with the consultation running until 23 September 2026. This means the final Code could still change. 

In this guide, we explain what the proposed changes are, what they could mean for employers and what you should do now.

What Are the Proposed Acas Disciplinary and Grievance Changes?

The biggest proposed change is a greater focus on resolving workplace issues early and informally where possible. This means employers may be expected to try and sort out some workplace issues through a conversation first, instead of moving straight into a formal process. 

The draft also gives clearer guidance on how employers should handle informal conversations, investigations, suspension, reasonable adjustments, employee grievances, mediation and requests to be accompanied at meetings.

The aim is not to remove formal procedures, but to make sure they are used when they are really needed and that issues are handled in a fair and practical way. 

What Does Informal Resolution Mean?

So, what does resolving an issue informally actually look like?

For a disciplinary issue, it could be as simple as a manager speaking to an employee about a concern, such as lateness or poor performance, and agreeing what needs to be improved. 

For a grievance, it could mean an employee raising a problem with their manager and trying to find a solution before marking a formal complaint.

An informal conversation could include:

• Explaining the problem
• Listening to the other person’s point of view
• Agreeing what needs to change
• Offering support
• Setting a date to review the situation

Not every disciplinary or grievance issue should be dealt with informally. More serious concerns may need to go straight to a formal process. The important thing is to consider whether the problem can be resolved early before making it formal.

What Is Changing with Disciplinary Procedures?

If an employer decides to start a formal disciplinary process, they may need to explain what steps have already been taken to try and resolve the issue informally. If an informal approach wasn’t appropriate, they may need to explain why.

This doesn’t mean every workplace issue has to be dealt with informally first. Serious concerns may need formal action straight away, while lower-level issues could often be resolved with a simple conversation. 

The key is choosing the right approach for the situation rather than moving straight to a formal disciplinary process when an issue arises.

What Is Changing With Employee Grievances?

While a disciplinary is started by an employer when they have concerns about an employees’s conduct or performance, a grievance is raised by an employee when they have a problem or complaint at work.

Under the proposed changes, employees raising a formal grievance would be encouraged to clearly explain what the problem is, what they have already done to try and resolve it and what they would like to happen next.

Just like disciplinary issues, there is emphasis on trying to resolve grievances informally where it is appropriate to do so. However, serious concerns may still need to go straight to a formal grievance process. 

For employers, this should make it easier to understand the issue from the start and decide the best way to deal with it. 

How Should Employers Handle Investigations and Suspension?

Once a formal disciplinary process is needed, the next step may be to investigate the issue. The proposed Code puts more emphasis on making sure this is done fairly and with an open mind.

Managers should gather the facts, listen to everyone involved and avoid reaching conclusions before they have all the information. The purpose of an investigation is to understand what happened and decide the right next step.

In some cases, en employer may also consider suspending the employee while the investigation takes place. However, suspension shouldn’t be automatic. Employers should first consider whether it is really necessary or whether it is really necessary or whether another option, such as temporarily changing duties or working from home, could be suitable.

Whatever approach is taken, employers should be able to explain their decision and show that is was reasonable for the situation.

Are the New Acas Disciplinary and Grievance Rules in Force Yet?

No, not yet. Acas published the draft code for consultation on 30 July 2026, with the consultation running until 23 September 2026.

This means the proposed changes are not final and could still change, so employers don’t need to start rewriting their policies just yet.

What Can I Do Now to Prepare?

While the proposed changes are still being consulted on, it’s a good time to look at how your current disciplinary and grievance processes are working. Getting organised now can help you spot any gaps and make future changes easier to manage.

Here are a few practical things you can do now to prepare:

• Review your current procedures – check how your business handles disciplinary and grievance issues.
• Look at informal resolution – make sure managers know when a conversation could resolve an issue before it becomes formal.
• Check manager confidence – ensure managers know how to handle difficult conversations, investigations and suspension fairly.
• Keep an eye on the final Code – once the changes are confirmed, review and update your policies, templates and processes where needed.