Disabled workers are facing significantly higher rates of conflict than their non-disabled colleagues, with challenges around workplace support, communication and reasonable adjustments identified as key factors, according to new Acas research.
A study by the National Centre for Social Research, commissioned by Acas, explored why disabled staff report disproportionately high levels of conflict.
The findings showed that ineffective support, challenges around reasonable adjustments, communication issues, and overly rigid application of workplace policies were key drivers of conflict.
The research also showed that awareness training, wellbeing services and counselling, along with third-party support from unions and specialist health advisors, were effective in preventing and resolving workplace conflict involving disabled people.
Acas stats also show that 68% of disabled employees whose condition has a substantial impact on their daily activities had experienced workplace conflict. This is compared with 44% of working-age adults overall.
Julie Dennis, Acas Head of Inclusivity, said:
"Disabled workers have told us that the conflict they face at work is driven less by their condition or disability itself, and more by misunderstandings, communication difficulties and challenges in identifying and providing the right support.
"We also know that disabled workers are facing significantly higher rates of conflict than their colleagues, and Acas has seen an almost two-fold increase in disability discrimination cases compared to a decade ago.
"I would urge employers and managers to support disabled workers by identifying pressure points and having conversations as early as possible. Acas advice and training can provide the skills and knowledge to strengthen working relationships, support disabled workers and prevent disputes."
Disabled employees described a range of experiences that they felt contributed to workplace conflict, including:
- difficulties obtaining support
- rigid responses to disability-related needs
- workplace practices that left them feeling isolated or excluded
Examples included:
- a dyslexic employee said that, after colleagues complained about her reading words aloud to help with spelling, her manager moved her into what she described as a "cupboard", leaving her feeling isolated from colleagues
- an employee undergoing cancer treatment said they were threatened with disciplinary action for absences directly related to their condition – reflecting on their employer's response, they said: "It was like they're saying that it was my choice to get a brain tumour, but it wasn't."
- a neurodivergent employee working in education said that disabled staff were expected to find their own way through support arrangements – they said: "You'd put all these provisions in place for the children ... But then for the staff, it's kind of like, go do it alone."
In 2024 to 2025, Acas received more than 28,000 disability discrimination early conciliation notifications. This is almost one in 5 of all cases, up from fewer than one in 10 at the start of the decade.
The research suggests that conflict experienced by disabled workers is linked to how workplace support and management processes operate, rather than the health conditions themselves.
It found that key triggers were:
- difficulties around agreeing and implementing reasonable adjustments
- delays in putting support in place
- lack of effective dialogue about workplace needs
The research highlights the important role line managers can play in preventing conflict. Giving managers the knowledge, confidence and organisational support to handle sensitive conversations effectively can help build positive working relationships and resolve issues early.
Employees described a range of strategies they had experienced that they felt could help resolve conflict. These included:
- conversations with line or senior managers
- referrals to occupational health
- third-party involvement, such as trade union or legal representatives
- specialist health and disability support
- workplace mediation
- changing manager or department
Acting early protects worker wellbeing and saves organisations the cost of lost trust, absence and turnover.
Acas is encouraging employers and managers to work with disabled staff to identify support needs early and create workplaces where concerns can be discussed openly.
Acas guidance, advice and training can help employers agree reasonable adjustments collaboratively, record and implement them consistently, and address concerns before they escalate.
Acas tips for employers and managers
Tips include:
- create conditions in which employees feel safe to discuss their disability or changing support needs
- do not assume that the same condition means the same needs – ask, listen, and explore options collaboratively
- act promptly – delays, silence and repeated requests can damage trust and make resolution harder
- use early, informal approaches where appropriate while maintaining fair access to formal procedures
- build managers’ disability confidence and conflict confidence through practical training and organisational support
Read the full report: Disabled employees’ experiences of workplace conflict
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Background notes
1. Acas's report 'Disabled employees' experiences of workplace conflict' was conducted by the National Centre for Social Research and is based on 30 qualitative interviews with disabled employees who participated in Acas's 2025 conflict prevalence survey and reported disability-related workplace conflict in the previous 12 months.
That survey found that disabled employees are significantly more likely to experience workplace conflict. Among employees whose condition has a substantial impact on their day-to-day activities, 68% reported workplace conflict, compared with a British average of 44%.
This follow-up research drew its participants from survey respondents who reported a disability or long-term health condition affecting their daily life and whose recent experience of workplace conflict was wholly or partly related to that disability or health condition.
2. Acas's Disability Masterclass brings together leading industry speakers to learn about latest trends and insights in this area, explore how disability-related conflict arises, what employers can do to prevent it, and how to create inclusive workplaces.