From 1 December 2025, the Acas early conciliation period has doubled from six weeks to twelve. HR professionals should understand what this means for managing disputes and preparing for potential tribunal claims.
What is ‘early conciliation’?
Employees must notify Acas before bringing most claims, including unfair dismissal, discrimination and whistleblowing.
So Acas offers early conciliation – a service that helps employers and employees try to resolve workplace disputes in order to prevent them from escalating to a claim in the employment tribunal. Contacting Acas before bringing a claim is compulsory, but taking part in discussions is voluntary for both sides. If both parties agree, Acas will try to help them reach a settlement during the conciliation period. This period is now up to twelve weeks for notifications made on or after 1 December 2025.
Why has the period been extended?
The conciliation service has been under pressure, with reports that conciliators often can’t make meaningful contact within six weeks. Extending the period gives more time for settlement discussions, which should in theory reduce the number of claims issued and ease pressure on the already stretched tribunal system.
What does this mean in practice for HR?
The change could benefit employers by providing:
- more time to resolve disputes without litigation
- reduced legal costs and conflict
- resolution due to compromise and easing of entrenched positions.
However, there is a potential risk that delays in the process could fog memories of the event and loss of evidence. When combined with proposals to extend tribunal claim time limits to six months under the Employment Rights Bill (now the Employment Rights Act 2025), some claims may not be issued until nine months after the events took place.
What can HR do now?
- Gather evidence and witness accounts early
- Keep clear records of decisions and discussions
- Consider proactively engaging in conciliation where appropriate
Longer conciliation periods may offer more opportunities to resolve disputes constructively, but only if HR teams remain proactive in managing information and risk from the outset.
Further reading
If you enjoyed this blog then perhaps you’d like to sign up to our monthly newsletter. We’ll keep you updated on what’s new in employment law.
The team at Hunter Law is here for you. We can handle your HR issues, finesse your policies, and keep you up-to-date on evolving legislation. Please get in touch with our legal team, we’d love to help.
