Contact Us

Use the form on the right to contact us.

You can edit the text in this area, and change where the contact form on the right submits to, by entering edit mode using the modes on the bottom right. 

Pod 6, The Engine Rooms, Station Road
Chepstow
Monmouthshire

01633 730907

For more than 10 years we have provided companies of all sizes and in a variety of sectors with uncomplicated, innovative and affordable human resources advice and on-site support ensuring that your people are an asset to your company and not a liability.

News

With the National Minimum Wage (NMW) now almost fifteen years old, and with another increase pending on 1st April 2017 HMRC have issued a list of the most elaborate excuses they've been given by employers for not paying the appropriate rates:

Changes to ACAS Early Conciliation

Alan Kitto

Important changes to the ACAS Early Conciliation process will come into force on 26 November 2026, potentially leaving employers with less warning that an Employment Tribunal claim is being brought against them.

Early Conciliation is designed to help employers and employees resolve workplace disputes without the need for formal Employment Tribunal proceedings. In most cases, individuals must notify ACAS before submitting a Tribunal claim, providing an opportunity for both parties to explore a settlement.

However, new regulations will change the information individuals must provide to ACAS and, importantly, the circumstances in which ACAS is required to contact an employer.

What is changing?

From 26 November 2026, individuals notifying ACAS of a potential Employment Tribunal claim will be required to confirm whether they wish to explore a settlement.

Where they indicate that they do, they must provide additional information, including:

  • Details of the dispute and whether it is ongoing or has ended.

  • Whether the matter has already been raised with the employer.

  • Whether they are, or were, employed by the organisation.

  • The employer's contact details, where known.

  • Whether they consent to ACAS contacting the employer.

The changes are intended to help ACAS identify cases where meaningful settlement discussions are possible and make more effective use of its resources.

Why should employers be concerned?

Perhaps the most significant change is that ACAS will no longer be required to contact an employer where it concludes that settlement is not possible.

Previously, where an individual consented to ACAS contacting their employer, ACAS was required to make reasonable attempts to do so. Under the new arrangements, this requirement will not apply where ACAS determines that settlement cannot be achieved.

This means an employer could be completely unaware that an employee or former employee has initiated the Early Conciliation process. In some circumstances, the first indication of a potential legal claim could be the arrival of an Employment Tribunal claim form (ET1).

This removes an opportunity for employers to assess the dispute, obtain advice and potentially negotiate a settlement before formal proceedings begin.

Are there any other changes?

The new regulations also clarify that individuals can raise multiple matters through a single Early Conciliation notification. There are also changes to the information recorded on Early Conciliation certificates and how those certificates are issued.

The maximum Early Conciliation period remains at 12 weeks.

Separately, changes introduced from 1 October 2026 have extended the time limit for bringing most Employment Tribunal claims from three months to six months, subject to transitional provisions.

What should employers do?

These changes reinforce the importance of dealing with workplace concerns promptly and effectively.

Employers should ensure that:

  • Employees have access to clear and effective grievance procedures.

  • Complaints and concerns are investigated promptly and fairly.

  • Managers recognise potential employment disputes and seek HR advice at an early stage.

  • Opportunities for informal resolution are explored before disputes escalate.

  • Employment Tribunal correspondence is identified and dealt with immediately.

Employers should not assume that an absence of contact from ACAS means that a potential claim is not being pursued.

If you are concerned about an existing workplace dispute or would like to review your grievance and disciplinary procedures, contact us to discuss how we can help.