Advisory, Conciliation and Arbitration Service
(Acas)
Acas is a publicly funded organisation that provides free, impartial advice on employment law and workplace relations. Before bringing a claim in the Employment Tribunal, claimants must contact Acas to go through Early Conciliation. Acas also offers paid conciliation and arbitration services, as well as codes of practice that tribunals take into account when assessing cases.
Acas (Advisory, Conciliation and Arbitration Service) is a statutory body set up under the Employment Protection Act 1975. It provides free online guidance, a telephone helpline (0300 123 1100, Monday–Friday), and model employment policies. Before almost all Employment Tribunal claims, potential claimants must notify Acas and go through Early Conciliation — mandatory under section 18A of the Employment Tribunals Act 1996 — and if this step is missed the tribunal will reject the claim; the Early Conciliation certificate is the trigger to file the ET1. Acas conciliators are impartial; they do not advise either party. Settlements reached through Acas conciliation are recorded on Form COT3. Acas Codes of Practice (e.g. on disciplinary and grievance procedures) are taken into account by tribunals — an employer who unreasonably fails to follow the code may face an uplift of up to 25% on any compensation awarded. Acas also offers paid individual and collective conciliation for complex disputes, and arbitration as a binding alternative to a tribunal hearing in unfair dismissal and flexible working cases.
What it means in practice. Acas wears three hats and it helps to keep them apart. As an adviser it will explain the law to anyone, employer or employee, without taking sides. As a conciliator it is a neutral go-between whose job is to explore whether a deal is possible — the conciliator will not tell you whether your claim is good. As a standard-setter it publishes the Codes of Practice, and it is the Code on disciplinary and grievance procedures that tribunals actually apply when judging whether a dismissal process was fair.
A worked example. Marta is dismissed on 10 June. She rings the Acas helpline, which explains the three-month time limit. On 20 June she submits an Early Conciliation notification, which stops the clock. The conciliator speaks to both sides over the next four weeks; the employer offers three months' pay to settle. Marta accepts, and the agreement is recorded on a COT3. That is binding and enforceable, and unlike a settlement agreement it does not require her to take independent legal advice first — though it is still wise to get some before signing away claims.
Common pitfalls. People treat the Acas helpline as free legal representation. It is not: advisers explain the law but will not draft your claim or advise on tactics. Others assume the conciliator is on their side and share information that then reaches the employer. And a COT3 usually waives all claims, including ones you have not thought of yet, so read the wording carefully before you agree the figure.
How it relates to other terms. The compulsory first step for almost every tribunal claim is Early Conciliation, and the certificate it produces is what lets you file at the Employment Tribunal. The procedural standard for dismissals and grievances comes from the Acas Code, and an unreasonable failure to follow it can increase or reduce compensation by up to 25%.
What to do next. If a workplace problem is building, start with our grievance process guide so there is a written record. If you have already been dismissed, go straight to Acas Early Conciliation to protect the deadline, then read the employment tribunal guide for what follows.
Related terms
Related guides
Acas Early Conciliation
Before you can make most types of employment tribunal claim, you must first contact Acas (the Advisory, Conciliation and Arbitration Service) and go through Early Conciliation (EC). This is a free, confidential service that gives you and your employer an opportunity to resolve the dispute without going to tribunal. EC is mandatory, but participation is voluntary — neither side is required to reach an agreement, and you receive a certificate to file your tribunal claim if EC concludes without settlement.
7 min
Grievance Process at Work
If you have a serious concern about your treatment at work — such as bullying, discrimination, breach of contract, or health and safety issues — you have the right to raise a formal grievance. Following the correct process strengthens your position and is important if the matter later proceeds to an Employment Tribunal.
6 min
Employment Tribunal Basics
The Employment Tribunal is an independent judicial body that resolves disputes between workers and employers. It is less formal than a civil court but follows strict procedures and deadlines. This guide walks you through the key steps.
8 min