Acas is marking its 50th anniversary with new figures showing that almost half of working-age adults in Britain have experienced conflict at work in the past year. The data show the continued need for early resolution services and effective communication in modern workplaces.
Founded in 1975, the Advisory, Conciliation and Arbitration Service was created to provide impartial support in industrial disputes. Over five decades, it has evolved to address a broader range of workplace challenges, including conflict resolution, advisory services and training for employers.
To coincide with its anniversary, Acas published a new report on conflict prevalence across the UK workforce. It found that 44 percent of working-age adults had experienced some form of workplace conflict in the past 12 months. Most commonly, it was related to performance and capability issues (38 percent), followed by personal disagreements or relationship breakdowns (33 percent).
Chief Executive Niall Mackenzie said the figures showed why Acas continues to play a vital role. “This year marks 50 years since we became Acas and started providing workplace advice, as well as resolving disputes,” he said.
“For 50 years, Acas has been at the heart of workplace relations, helping employers and employees navigate change and find common ground even in the most challenging circumstances. Our report into conflict prevalence shows that there is still a need for Acas’s experts to bring their experience and cool heads to workplace disputes.”
Emotional Impact and Sector Differences
The most frequently reported impact of workplace conflict was stress, anxiety or depression, affecting 57 percent of those involved. Nearly half (49 percent) reported a drop in motivation or commitment as a result of conflict.
Some sectors and groups were more affected than others. Retail and wholesale workers reported the highest levels of conflict, with 50 percent experiencing it in the past year. Among disabled workers whose condition significantly affects their daily life, the prevalence was even higher, at 68 percent.
Asked who they had experienced conflict with, 34 percent said it was with another colleague and 32 percent named their line manager. The majority of cases were resolved informally, with 45 percent of respondents speaking to a manager and 30 percent resolving the issue directly with the other person involved.
Informal Resolution Key to Reducing Harm
While the figures point to widespread disruption, Acas said the use of early, informal resolution methods was encouraging. “Disputes at work might be inevitable, but the knock-on effects can be very costly if they are not managed and resolved properly,” Mackenzie said. “It’s encouraging to see that informal methods to prevent and resolve disputes are already being used by bosses.”
He added that giving managers the skills to de-escalate tension early was essential to building more harmonious organisations. “Part of Acas’s role, as we mark 50 years of providing workplace advice, is to make sure managers and leaders have the skills to build more harmonious workplaces.”
A Track Record of Preventing Escalation
Acas continues to play a central role in resolving disputes before they reach formal legal processes. In the past year, it resolved 93 percent of collective conciliation cases, helping organisations avoid costly industrial action. It also found resolutions for nine in ten potential employment tribunal claims without the need for a hearing.
Demand for its training and advisory services has risen sharply, with a 78 percent increase in the number of people reached this year. The organisation recently launched a new five-year strategy focused on future challenges, including flexible work, digital transformation and evolving forms of conflict.
Government Support for Early Dispute Resolution
Employment Rights Minister Kate Dearden said the government recognised the importance of Acas’s work in promoting stability and fairness at work. “For half a century, Acas has given workers a voice and supported employers to build stronger, more productive workplaces,” she said. “Its work resolving conflict and improving employment relations has delivered real benefits for organisations and significant savings for the economy.”
She said intervention would remain a focus of workplace reform. “Early dispute resolution is vital to a modern, growing economy, and Acas will remain central to our plans to modernise industrial relations in a way that works for both workers and businesses.”
Looking Ahead to the Next 50 Years
While the nature of work continues to evolve, Acas says its mission remains unchanged: to improve workplace relationships through practical, impartial advice and early intervention. Its focus on building management capability, supporting fair treatment and promoting effective dialogue positions it as a key institution in shaping the future of employment relations in Britain.
As conflict remains common across teams and industries, observers say the organisation’s role in preventing escalation and promoting constructive resolution looks set to grow even more important in the years ahead.