⚠️ A Record High: The State of Workplace Conflict in 2025
- lansburyservices
- Dec 17, 2025
- 2 min read
ACAS has just released an independent report titled “How Prevalent is Individual Conflict at Work in Great Britain in 2025?” The findings show that individual conflict in the workplace has reached the highest level ever recorded.
What is the news?
Over 2 in 5 working-age adults (44%) in Great Britain reported experiencing conflict in the last 12 months. ACAS defines this conflict as disagreements, disputes, or difficult relationships with colleagues, managers, direct reports, or even customers.
The report highlights that the most common topic of conflict is capability and performance issues (38%), and the human cost is high: 57% of those who experienced conflict suffered from stress, anxiety, or depression as a result. Furthermore, the annual cost of conflict to Great Britain is estimated at a staggering £28.5 billion.
A significant procedural change is also approaching: the early conciliation period will be extended from six weeks to 12 weeks starting 1st December 2025, giving more time to resolve disputes before they reach a tribunal.
What does it mean for me?
The data suggests that workplace conflict is often ignored until it becomes a crisis. Niall Mackenzie, Chief Executive of ACAS, pointed out that too many people take no action, simply waiting for conflict to "go away."
The report also identifies a serious inclusion gap: 68% of workers whose disability has a major impact on their daily life reported experiencing conflict. This indicates that performance-related disputes may often be linked to a lack of support or understanding regarding disability in the workplace. With the conciliation period doubling in December, businesses will now have a longer window and a greater responsibility to find a resolution outside of court.
Our advice to you
To address these rising figures and the high cost of conflict, we recommend the following:
Don’t wait for it to "go away": Encourage managers and employees to seek informal resolution early. Avoiding the conversation only allows the situation to escalate into a formal grievance or health issue.
Focus on Inclusive Management: Given the high levels of conflict reported by disabled employees, there is a clear call to action to review your inclusion strategies and ensure managers are equipped to support diverse needs.
Review Performance Processes: Since capability is the primary trigger for conflict, ensure your performance management is transparent, supportive, and documented fairly to prevent misunderstandings.
Utilise the Extended Conciliation Window: From December, take advantage of the 12-week ACAS window to genuinely engage in mediation. It is a vital opportunity to save the costs and stress associated with an employment tribunal.
How we can support you
We specialise in helping businesses navigate complex workplace dynamics. Whether you need a review of your performance management procedures, bespoke training for your managers on handling difficult conversations, or expert guidance on disability inclusion, we are here to support you in reducing conflict and protecting your team's wellbeing.
Contact us on 01283 373687 or email admin@lansburyhr.co.uk
Read the full ACAS report here:
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