A surge in demand for ACAS dispute resolution services highlights the value of early legal support, says NICOLA GRAY
Recent figures from the Advisory, Conciliation and Arbitration Service (ACAS) has revealed a significant increase in demand for its dispute resolution services, with requests rising by 27% compared to 2025 figures. This trend suggests that more workplace concerns are progressing towards formal disputes and potential employment tribunal claims.
This increase is likely being driven by a combination of factors, from ongoing workplace challenges and significant employment law reforms to continuing delays within the tribunal system. As disputes take longer to resolve, the financial, operational and reputational impact on employers can be substantial.
For employers, the message is clear: it’s never been more important to address employment issues at an early stage. Many tribunal claims arise from issues that initially appear relatively minor – a workplace disagreement, an unmanaged performance concern, a grievance that has not been properly addressed, or a poorly handled disciplinary process. As an employment law specialist, I can attest that seeking legal advice at an early stage can often prevent matters from escalating.
Obtaining early support allows employers to:
- Understand their legal position before taking action;
- Manage employee concerns in a fair and consistent manner;
- Identify potential risks and weaknesses in processes or decision-making;
- Explore resolution options before positions become entrenched; and
- Reduce the likelihood of costly and time-consuming tribunal proceedings.
In many cases, timely advice can help employers resolve concerns internally, helping to preserve working relationships while avoiding the expense and disruption associated with formal litigation.
How can employers minimise the risk of disputes escalating?
My top tips are to:
- Review workplace policies and procedures – ensure that grievance, disciplinary, performance management and conduct policies are up to date, legally compliant and consistently applied across the organisation.
- Invest in manager training – line managers are often the first point of contact when concerns arise. Equipping them with the skills and confidence to manage difficult conversations can significantly reduce the likelihood of disputes escalating.
- Address issues promptly – delays can often worsen workplace problems. Early engagement with employees and proactive problem-solving can prevent misunderstandings from developing into formal complaints.
- Monitor workplace culture – Keeping track of recurring themes, employee feedback and team dynamics can help identify issues before they become significant employment relations challenges.
- Seek legal advice sooner rather than later – obtaining advice at the outset of a potentially challenging situation is often more cost-effective than defending a tribunal claim. Early legal support can help employers navigate complex situations, assess risk and make informed decisions with confidence.
The growing demand for ACAS dispute resolution services makes it clear that effective people management, combined with timely professional advice, remains one of the strongest safeguards against workplace disputes.
As employment law continues to evolve – particularly with the forthcoming reduction in qualifying service for unfair dismissal claims and extended time limits to submit tribunal claims as a result of the implementation of the Employment Rights Act 2025 – employers who take a proactive approach to employee relations will be best placed to minimise risk and protect their business, while avoiding unnecessary legal costs.
Nicola Gray is an employment law partner at Aberdein Considine
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