The Acas Code of Practice on disciplinary and grievance procedures (Acas Code) sets out minimum standards of reasonable behaviour for dealing with disciplinary and grievance situations in the workplace, and places obligations on both employees and employers to comply with its provisions. It is a statutory code that has an impact on a broad range of employment claims, and failure to follow the Acas Code can be taken into account when it comes to determining liability, and may have an impact on the award of compensation, in relevant cases. The non-statutory Acas guide on discipline and grievances at work (Acas guide) complements the Acas Code and provides good practice advice for dealing with discipline and grievances in the workplace. In the event of uncertainty regarding the interpretation of the Code, the Acas guide may be followed by tribunals. For further information on the Acas guide, see Practice Note: Acas disciplinary and grievance code—application—Guidance to the Acas Code. The Acas Code applies to any: • disciplinary situation, which includes dealing with misconduct or poor performance (see

The Advisory, Conciliation and Arbitration Service (Acas) has published guidance on neonatal care leave ahead of the Neonatal Care (Leave and Pay) Act 2023 (NC(LP)A 2023) taking effect on 6 April 2025. The NC(LP)A 2023 introduces up to 12 weeks of statutory leave and pay for eligible parents whose babies require neonatal care for at least seven consecutive days. The entitlement applies from day one of employment and must be taken within 68 weeks of birth. The guidance outlines eligibility criteria, notification requirements, managing leave, pay and rights during and after leave. The NC(LP)A 2023 covers all categories of parents including birth parents, partners, adoptive parents and intended parents in a surrogacy.

The Advisory, Conciliation and Arbitration Service (Acas) has launched a campaign promoting neurodiversity in the workplace. The campaign includes the existing Acas ‘Neurodiversity at work’, which has recently been updated, marketing materials and YouTube videos on what neurodiversity is and how employers can help support neurodiversity in the workplace.

The Advisory, Conciliation and Arbitration Service (Acas) has launched a consultation on a draft revised Code of Practice on disciplinary and grievance procedures (draft Code). Alongside a greater emphasis on early and informal resolution of workplace concerns, the draft Code addresses areas not mentioned in the existing Code such as avoiding unlawful discrimination. It also expands on other areas such as mediation and the right to be accompanied. In addition to the content of the draft Code, the consultation seeks views on potential changes the right to be accompanied, the use of the term ‘employee’ over ‘worker’ and the implications of artificial intelligence (AI) in disciplinary and grievance procedures. If approved by the Secretary of State following the consultation, the revised Code would replace the current version, which was last fully revised in 2009. The consultation closes at 11.59pm on 23 September 2026.

The Advisory, Conciliation and Arbitration Service (Acas) has launched a consultation on updates to its Code of Practice on time off for trade union duties and activities to reflect new statutory rights introduced by the Employment Rights Act 2025. The Employment Rights Act 2025, which received Royal Assent on 18 December 2025, introduces new statutory rights to time off for union equality representatives that mirror existing rights for union learning representatives. The Act also requires employers to provide 'accommodation and other facilities' to union representatives for their time off duties where requested and reasonable. The updated Code aims to provide guidance on good practice for relationships between employers and trade unions and will be taken into account by employment tribunals in relevant cases. The existing Code was last updated in 2010. The consultation runs for eight weeks and closes at 5pm on 17 March 2026.

Acas has launched a new five-year strategy to modernise how disputes at work are handled across Britain.

Acas has published updated guidance on gender reassignment discrimination. The guidance, which as well as stating the law, also provides examples of what might amount to discrimination, harassment and victimisation on the grounds of the protected characteristic of gender reassignment, runs to 11 pages in its downloadable pdf format.

The Advisory, Conciliation and Arbitration Service (Acas) has published its revised Code on Practice of requests for flexible working. The revised Code of Practice will come into effect in April 2024. Until then the current Code of Practice will continue to apply. The Draft Code of Practice was originally published as part of an Acas consultation in July 2023. The consultation closed on 6 September 2023.

The Advisory, Conciliation and Arbitration Service (Acas) has published advice for employers on managing workplace arrangements during the 2026 World Cup. The Acas ‘top tips’ cover time off requests, flexible working arrangements, alcohol policies and social media use. The advice further notes that there is a World Cup bank holiday on 15 June 2026 in Scotland, however it does not apply to England.

Acas has published its annual report for 1 April 2023 to 31 March 2024.

Acas has published its annual report for from 1 April 2024 to 31 March 2025.

Acas has published its annual report for 1 April 2025 to 31 March 2026.