More than a quarter of workers believe managers and employee representatives are ineffective at working together to prevent and resolve workplace conflict, according to new Acas research.
The workplace relations body said its YouGov survey found that 26% of workers rated management and employee representatives as either somewhat ineffective or very ineffective in handling conflict prevention and resolution.
A further 31% said their organisation had no employee representative mechanism, such as a trade union, staff forum or other arrangement, that could help prevent disputes from escalating.
The findings come as employers prepare for new trade union access rights under the Employment Rights Act 2025. The government has consulted on a Code of Practice covering the new independent right of trade unions to access workplaces, with the provisions expected to come into force in October 2026.
The Code is expected to set out how access requests should be made, agreed and implemented. Acas said the changes make constructive relationships between employers, managers, unions and other employee representatives increasingly important.
Kevin Rowan, Acas director of dispute resolution, said the survey highlighted a continuing gap in conflict management capability across British workplaces.
“We know there is a conflict management skills gap in Britain, and our survey shows too many cases where employee representatives and managers are not effective enough at working with each other, leading to conflict and disruption,” he said.
“Effective relationships between employee representatives and managers can help build trust, prevent disputes and contribute to productive organisations.
“I’m pleased the new draft Code recognises the valuable work that Acas collective conciliators do to build positive relationships between trade unions and employers. There is need for a balance on both sides on the right for trade union access outlined in the Code.”
Acas is urging government, employers and trade unions to work together positively on the new access arrangements, with an emphasis on early engagement and preventing conflict before it reaches formal procedures.
In its response to the government consultation, Acas recommended that the Code should balance rights and responsibilities, making clear that access arrangements should be meaningful and regular, and could be delivered either in person or digitally.
It also said the Code should encourage voluntary agreements between unions and employers, rather than parties moving too quickly into formal processes. Acas has also called for clearer signposting to its own services.
The organisation provides training, advice and free support for managers and representatives to prevent, manage and resolve workplace conflict. Its collective conciliation service works directly with employers and groups of workers or their representatives to help settle disputes without the need for legal action or industrial action.
In 2024-25, Acas handled 522 collective conciliations and said it helped resolve 93% of cases.
The YouGov survey was conducted online between February 5 and February 11, 2026, with a representative sample of 1,000 employees in Great Britain. When asked how effective management and employee representatives were at working together to prevent and resolve conflict, 7% said very effective and 26% said somewhat effective. A further 14% said somewhat ineffective, 12% said very ineffective, 11% said they did not know, and 31% said their organisation had no employee representative mechanism.
For employers, the figures point to a need to review how workplace concerns are raised, how managers engage with staff representatives and whether existing arrangements are capable of resolving issues before they become formal disputes. With new union access rules due next year, organisations without clear processes may face additional pressure to demonstrate that workplace representation and conflict resolution are being handled consistently.