Welcome from Peter Waller-Flynn, CEO

Welcome to our August newsletter.

It’s been another busy and rewarding month across our teams, with plenty happening in our Bristol, Cardiff and wider regional offices. As always, I’m incredibly proud of the work we’re delivering, from supporting clients through complex people challenges to strengthening relationships across local business communities. This issue brings you updates from our team on the ground, practical insights to support your organisation, and a spotlight on some of the services that continue to make a real difference to our clients.

Thank you for being part of the PrivilegeHR community!

ACAS’s Proposed Changes: What Employers Should Expect

ACAS is preparing to update the Code of Practice on Disciplinary and Grievance Procedures, and although the changes aren’t live yet, employers should start preparing. The biggest shift is a new expectation for early, informal conversations before any formal action is taken.

ACAS states that employers will be expected to deal with misconduct informally “before moving to formal procedures, where appropriate”. If a case progresses, organisations will need to show what informal steps were taken, and if none, explain why. Failure to follow this approach could make a dismissal unfair and increase compensation by up to 25%.

The same applies to grievances. Employees will be expected to attempt informal resolution first, then raise the issue informally with their employer.

Only then should a formal grievance be submitted, and it must be “short and clear” and include details of informal steps already taken and how the employee would like the concern resolved.

The draft code also introduces new guidance on reasonable adjustments, manager training, mediation, suspension and the right to be accompanied. ACAS has also raised concerns about lengthy AI‑generated grievances, which employers are seeing more frequently.

Once finalised, organisations will need to update policies, templates and manager guidance. PrivilegeHR will support clients through every step of this transition.

Preparing Your Business for the New ACAS Code

The upcoming ACAS changes place a strong emphasis on informal resolution, early intervention and clearer communication. The webinar highlights that formal procedures cost employers £2.36 billion per year, compared to £250 million for informal resolution, around ten times less . It’s clear why ACAS is encouraging organisations to resolve issues sooner and more efficiently.

For disciplinary matters, managers will need to raise concerns during regular catch‑ups or specific informal meetings. These conversations won’t form part of the formal process, but they must be referenced if the matter progresses.

For grievances, employees must attempt discussion first, then raise the issue informally. Only then can a formal grievance be submitted, and it must be short, clear and include details of informal attempts.

The draft code also encourages:

• Training managers on informal resolution (“good practice”)
• Using mediation more frequently
• Handling suspension sensitively and only when necessary
• Allowing companions outside statutory limits, especially for disabled employees

ACAS also notes the rise of AI‑generated grievances, which may require employers to adapt how they assess clarity and relevance.

PrivilegeHR will ensure clients are ready by reviewing policies, updating documentation and supporting managers with practical training once the Code is finalised.

Mediation & Alternative Dispute Resolution

Workplace relationships are at the heart of every successful organisation, but even the strongest teams can face moments of tension, misunderstanding or conflict. When issues start to feel stuck, formal processes aren’t always the best first step. Sometimes what’s needed is a safe, structured space for people to talk, listen and move forward.

That’s where mediation comes in.

A calm, neutral space to rebuild understanding

Mediation offers employees the chance to explore concerns openly with the support of an impartial facilitator. It’s confidential, constructive and designed to help both sides understand each other’s perspective. Instead of focusing on blame, mediation focuses on solutions, what needs to change, what each person needs, and how to rebuild trust.

Why organisations choose mediation

• It helps resolve issues before they escalate
• It supports healthier working relationships
• It reduces stress for everyone involved
• It encourages open communication and clarity
• It often leads to faster, more positive outcomes than formal routes

Whether it’s a breakdown in communication, a personality clash, a disagreement about responsibilities or a long‑standing frustration, mediation can provide the reset people need.

How PrivilegeHR supports you

Our trained mediators create a calm, supportive environment where employees feel heard and respected. We guide the conversation, help identify shared goals and work with both parties to agree practical steps forward. Every mediation is tailored to the individuals involved, no scripts, no assumptions, just thoughtful, human‑centred support.

For organisations, mediation can be a powerful tool for maintaining harmony, protecting wellbeing and keeping teams performing at their best.

If you’d like to explore how mediation could support your workplace, we’re here to help.

Another Busy Month Across Our Bristol & Cardiff Offices

It’s been another brilliant and very busy month for Sharron as she’s been out and about representing PrivilegeHR across both our Cardiff and Bristol offices.

In South Wales, Sharron recently had the pleasure of speaking at the Caerphilly Business Club breakfast networking event, delivering an insightful Employment Law Update to local businesses.

She also joined The Informal Network Cardiff’s Lunch at Future Inns in Cardiff Bay, before heading to the Chambers Wales South East, South West and Mid Women’s Network event at Techniquest – connecting with fantastic professionals and continuing to build strong relationships across the region.

Over in Bristol, Sharron attended the IBC Bristol Network meeting at Future Inns, meeting even more brilliant business leaders and strengthening our presence across the South West.

A huge thank you to all the organisers and attendees, and well done to Sharron for another month of exceptional engagement and representation for PrivilegeHR.

Get in touch:

Please get in touch with us if you need support with the Employment Rights Act changes or if you’re looking for any other outsourced HR expertise.