For the first time since 2009, ACAS is proposing changes to the Code of Practice on Disciplinary and Grievance Procedures, the code that employers must follow and that Employment Tribunals use when deciding whether an employer has acted fairly. Getting it wrong can push up the compensation an employee is awarded.

The consultation has a clear commercial driver. Formal disciplinary procedures currently cost UK employers £2.36 billion a year, whereas the annual cost of informal resolution is around 10 times lower at £250 million. ACAS wants to bring these costs down by pushing early, informal resolution before formal process starts. Employers who skip that step risk compromising a fair dismissal finding and facing higher awards – and with 6 million more employees getting access to unfair dismissal from 1 January 2027, failing to act is not an option.

With the consultation on these changes coming to a close on September 23rd, the timing matters. Getting ahead of these changes now, rather than reacting once they’re finalised, puts you in a stronger position.

What will I learn?

• The key proposed changes, and why ACAS is making them now

• The new expectation for early, informal conversations on misconduct, performance and grievances

• What’s expected of employees raising a grievance, including being clear and succinct

• How the proposals address the use of AI in disciplinary and grievance processes

• Practical steps to prepare your HR processes ahead of the code being finalised

Exclusive Attendee Offer

All registrants will be entitled to a free business document critique. Our experts will review a core document - such as a grievance policy - to identify potential risks and ensure your paperwork stands up to new upcoming legislation.