David Taylor, Head of Workplace Policy – Individual Rights, and Discipline and Grievance
David is the Head of Workplace Policy – Individual Rights, and Discipline and Grievance. He leads the team working on updating Acas's Code of Practice on disciplinary and grievance procedures.
On 30 July 2026, Acas launched a public consultation on our draft Code of Practice on disciplinary and grievance procedures. The consultation was met with immediate and active interest from stakeholders and the public. And for good reason: Acas's Code plays a key role in establishing minimum standards for handling concerns fairly at work. Changing the Code will impact the way disputes are handled in workplaces across England, Scotland and Wales and how employment tribunals consider relevant cases.
Who we consult
Changes to the Code require careful consideration and Acas has a statutory duty to run a public consultation before revising a Code. This enables us to hear from a wide range of stakeholders and ensure that changes are informed by insights and perspectives from a diverse range of voices. We're keen to hear from:
- workers
- managers
- legal and HR professionals
- trade unions
- special interest organisations
- employers of all sizes and sectors
This feedback is critical to ensuring our updated Code sets fair and reasonable standards for all. It will also help us to provide practical advice that equips workers and employers to raise and handle concerns at work effectively.
The case for change
Since its last full review in 2009, the Code has enjoyed broad support from employers, workers and their representatives.
However, in the intervening years, a body of research – including several reports on workplace conflict by Acas – has provided insights into:
- the costs of conflict
- common barriers to early informal resolution
- drivers that can sometimes escalate conflict unnecessarily into formal procedures
At the same time, equality and wellbeing considerations at work have evolved in ways that are not currently addressed in the Code.
These insights point to the importance of promoting and enabling earlier and more effective resolution of concerns at work, as emphasised in Acas's 2025 to 2030 Strategy.
We believe the Code is a powerful lever for changing behaviours, and organisational policies and practices, in ways that can support these outcomes.
Proposed changes to the Code
The draft Code includes new guidance on:
- handling concerns informally where possible – with a new expectation that workers and employers state steps already taken to try to resolve concerns informally (or the reason no steps were taken) when starting a formal disciplinary process or raising a formal grievance
- making reasonable adjustments and other adaptations to procedures that might be needed to avoid unlawful discrimination
- considering mediation and facilitated conversations as an alternative to formal procedures, where these processes are available and appropriate to the nature of the issue
Additionally, the draft Code expands on existing sections, for example:
- suspension – to clarify there are limited circumstances in which suspension should be used, and to provide good practice guidance on how to minimise negative impacts when communicating a decision to suspend someone
- grievances – to encourage workers to keep written grievances short and clear, and include their proposed resolution where possible, to enable employers to consider and respond to their concerns quickly
Language in the Code has also been changed to move towards a less adversarial tone throughout, reflecting its new emphasis on early resolution through constructive informal conversations where possible.
Next steps
The process for revising Acas Codes is set out in law. We will analyse responses to the public consultation and redraft the Code based on feedback received. Oversight by the Acas Council will ensure the final Code is fair and balanced, reflecting the needs of both employers and workers.
The draft Code will then be submitted for approval to the Secretary of State for the Department for Business, Innovation, Science and Trade. After that, it will be laid in Parliament.
We expect the updated Code to come into effect in 2027.
The consultation is open for 8 weeks, closing on 23 September 2026.