New data from Acas reveals a sharp rise in employment disputes in Britain, sparking calls for earlier intervention and a stronger focus on workplace culture. This pressure on employers is only likely to keep mounting, say experts, with the introduction of the forthcoming Employment Rights Bill and raised awareness amongst employees of their rights.
Acas’s 2024-5 Annual Report shows that it handled nearly 118,000 early conciliation cases in the past year, the highest number since the pandemic. This marks a 13,000-case jump on the year before. The surge suggests growing dissatisfaction among workers, as well as a possible rise in grievances relating to pay, treatment, or unresolved internal issues.
This 13% rise from the previous year signals a marked resurgence in individual employment grievances. Most notably, cases relating to discrimination or whistleblowing rose nearly 29%, illustrating a sharper and more complex dispute landscape.
Increasingly fragile workplace climate
Though nine in ten cases were resolved before reaching employment tribunal, according to Acas, the rising numbers paint a picture of an increasingly fragile workplace climate where unresolved tensions are escalating to formal action.
Acas Chair Clare Chapman said:
“The rise in individual disputes is concerning: just one conflict escalating can cause huge cost and stress to employer and employee. We call on all Britain’s employers and employees to work together to resolve conflict early.”
She said that small businesses particularly need support to avoid the damaging consequences of conflict.
New bill will raise awareness of rights
The Employment Rights Bill is expected to come into force in 2026. This bill proposes to remove the two-year minimum service requirement for unfair dismissal claims and extends filing deadlines from three to six months.
Legal experts predict that the new legislation could open the door to a wave of tribunal claims from day one of employment.
According to legal firm Farrer & Co this is already happening, with its recent report on dispute resolution trends showing a rise in discrimination claims. These claims particularly related to mental health, neurodiversity, sexual harassment and emerging “protected beliefs” conflicts.
Employers need to mitigate risks
The same report reported an uptick in tribunal claims tied to economic hardship, pay freezes, redundancies and broader cost‑of‑living pressures.
In the face of this pressure and new legislation, employers need to work harder to mitigate the risk of claims by implementing effective reasonable adjustments, assessing risks proactively and training managers better.
They also need to have adequate procedures in place to handle them promptly and fairly.
This research from Acas underscores the value of early resolution and informal conflict handling and creating psychologically safe spaces where concerns can be constructively addressed.
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