ACAS Early Conciliation DOUBLES: What UK Employers MUST Know Before 1st December 2025

A major procedural change in UK employment law is approaching. From 1st December 2025, the ACAS Early Conciliation (EC) period will double from six weeks to twelve weeks for new disputes.

This extension, introduced by The Employment Tribunals (Early Conciliation: Exemptions and Rules of Procedure) (Amendment) Regulations 2025, is designed to give ACAS more time to promote a settlement and reduce the growing pressure on the Employment Tribunal system.

For a growing business, this change has significant strategic implications for risk management and HR planning.

What's Changing? The Doubling of the EC Period

Current Period (Until 30 Nov 2025)	New Period (From 1 Dec 2025)	Impacted Claims
Maximum 6 weeks	Maximum 12 weeks	Disputes where the prospective claimant contacts ACAS on or after 1st December 2025.

The core purpose remains: ACAS offers a mandatory first step for most claimants to attempt resolution before lodging an official Employment Tribunal (ET) claim. The key difference is the extended time available for that process.

Strategic Implications for UK Employers

This doubling of the conciliation window creates both an opportunity for resolution and an extended period of uncertainty for employers:

1. Extended Exposure to Claims: The longer EC period means that the overall time limit for a claimant to bring a claim is also extended (since the 'clock' pauses during conciliation). This requires you to maintain accurate and accessible HR records for a longer period of time, as claims may materialise many months after the initial incident.

2. Increased Pressure for Settlement: The 12-week window is intended to be used fully. Claimants may gain more leverage in negotiations as the uncertainty of litigation hangs over the employer for a prolonged period. This means settling earlier might become a more attractive commercial option.

3. Mandatory Review of Processes: Use this lead-up time to review your internal dispute mechanisms. Are your grievance and disciplinary procedures robust, clear, and documented? The better your internal resolution process, the stronger your position will be if the matter reaches ACAS.

4. Prioritise Early Intervention: With a longer window, it is more critical than ever to treat an ACAS notification as a high-priority risk. Early legal advice and strategic engagement during the conciliation phase are vital to achieving a swifter, more commercial outcome.

Our Advice for People & Compliance Clients

The doubling of the ACAS Early Conciliation period demands a proactive, rather than reactive, approach to dispute management.

• Audit Your Documentation: Ensure you can easily locate HR documents, investigation notes, and disciplinary records dating back at least a year.

• Budget for Uncertainty: A longer EC process can mean a longer period of resources dedicated to managing potential litigation risk.

• Engage Strategically: Don't wait for the end of the 12 weeks. Use the time to thoroughly prepare your defence or structure a commercially viable settlement offer early on.

  
  

This change is the first of several expected reforms in UK Employment Law. Staying compliant and strategically managing your people risk is essential.