Acas have unveiled their new five year roadmap, titled ‘Transforming British workplace relations’ and we’ve done the heavy lifting and broken down their strategy for you.

Prevent – Building Healthier Employment Relations

By 2030, Acas plans to:

• Boost its online visibility by 50%,
• Offer stronger, evidence-based guidance to all employers on fostering positive workplace relationships.
• Become swifter, simpler, and more efficient, especially in sectors where early prevention can have the biggest impact

In the short term (2025–2027), they’ll:

• Ramp up their use of social media and AI-generated content to reach people faster.
• Publish a “State of Workplace Relations” report to cement their expertise.

Ensure their support is accessible and inclusive; especially for under-represented groups, and promote inclusive work practices and reasonable adjustments.

Manage – Better Conflict Management at Work

By 2030, their goals include:

• Getting 90% of users, both workers and employers, to report feeling more confident managing workplace conflict.
• Doubling the number of SME’s they help with conflict management.
• Cutting the cost per query for their helpline by 20%.

Between 2025 and 2027, they’ll launch:

• A Conflict Capability Development Programme for leaders, workers, and representatives
• Improved helpline and support, backed by digital tools.

Special focus on sectors most prone to conflict (disciplinary issues, pay disputes, and discrimination).

Resolve – Earlier, Fairer Dispute Resolution

By 2030, Acas aims to:

• Maintain its settlement rates of above 70% for individual disputes and 90% for collective ones.
• Contribute their expert voice to labour market reform and better dispute systems.

Near-term objectives include:

• Giving clear advice on when and how to use statutory dispute resolution.
• Collaborating with government, tribunals, and partners for a more effective system.

Continuing digital investments to streamline services.

Why Does This Matter?

The Employment Rights Bill could fuel a rise in disputes especially with the changes to unfair dismissal rights and day one rights. Acas anticipates around 25,000 additional early conciliation cases per year and with existing tribunal delays and mounting economic pressures, businesses may increasingly rely on early resolution support from Acas.

Acas is also exploring AI and digital tools to maintain service quality amid rising case loads but while AI could streamline administrative tasks, experts still see human mediation as essential for fairness and emotional closure.