ALT A person is using a laptop. The text on the image invites participation in Acas's Discipline and Grievance Code of Practice consultation, indicating it is "Now open." The Acas logo is present in the bottom right corner.

ALT A person stands beside text discussing Acas updating the flexible working Code ahead of legal changes. The text includes a quote about the benefits of flexible working and mentions Baroness Maggie Jones, Acas Chair. The Acas logo and tagline "working for everyone" are visible.

ALT A decorative award image showing a gold shield with a crown on top, surrounded by ornate laurel leaves. The center text reads "Inclusion Leader Awards Finalist 2026." There is a pink and gold badge with "ILA" and another smaller badge labeled "Finalist," alongside the Approved Trust Mark logo in the corner. The background features a purple and pink smoke design.

ALT The image features text promoting a Disability Conflict Report by Acas, highlighting issues faced by disabled workers. Julie Dennis is mentioned as Acas Head of Inclusivity.

ALT Quotecard from Acas Senior Policy Adviser, Gary Wedderburn, on the draft updated code of practice for time off for trade union duties and activities. Quote reads: "The updated Acas code will help employers, trade unions and representatives understand the law and navigate the changes fairly, consistently and transparently."

ALT Infographic from Acas promoting the launch of their new Disability Conflict Report. The document shows key findings, with headline stats. 44% of working age adults reported workplace conflict in the previous 12 months, compared to 68% of working age disabled adults. The document goes on to list suggestions for employers on how they can help reduce conflict at work. Examples include discussions with employees, recognising individual needs and considering the disability an individual is faced with before taking formal action. More on the Acas website.

ALT This image is a promotional poster for an Acas workshop titled "Sexual harassment in the workplace: Understanding the law." It shows a group of individuals seated around a table, engaged in discussion. The poster highlights learning objectives including preventing sexual harassment and handling complaints. At the bottom, it mentions that the workshop is a trainer-led online course lasting two hours.

ALT Quotecard from Yvonne Leslie, Acas Senior Buisness Adviser. "Understanding what is changing and what it means in practice is an important consideration for employers."

ALT Quote from Acas Chair, Baroness Maggie Jones on good employment relations. "Good employment relations start with listening. Hearing directly from union officials helps us understand the realities of working life and how we can build better workplaces together."

ALT A quote highlights the high costs of workplace conflict "if workplace issues are becoming more common, more complex and more costly, organisations cannot afford to wait until positions become entrenched.". Quote attributed to Niall Mackenzie, ACAS Chief Executive.

ALT Baroness Maggie Jones is shown in a professional portrait on the left. The image features a quote emphasizing that healthy workplace relations are a strategic advantage, highlighting the importance of early engagement and effective change management. The text includes the Acas logo and the phrase "working for everyone.

ALT Cover of a guide by Acas titled "Sexual Harassment Prevention: Top Tips for Employers," featuring a hand icon prompting the user to swipe to the next image.

ALT 1. Review your existing harassment policies now. Check it addresses preventing both sexual harassment and third-party harassment. 2. Review the existing ‘reasonable steps’ you have identified since the introduction of the Worker Protection Act 2024. Check these have all been successfully implemented.

ALT Step 3 has a blue circle with the number 3, advising to identify third parties such as customers, clients, or service users. Step 4 has a purple circle with the number 4, suggesting practical prevention measures like clearer policies, staff briefings, signage, security measures, or reviewing contracts.

ALT 5. Provide or refresh staff training on recognizing and reporting harassment, including from third parties. 6. Make sure workers know how to report concerns and feel confident that reports will be taken seriously. 7. Remember: What counts as reasonable depends on your size and sector. There is no fixed checklist, but you must be able to show you’ve taken all the steps that are reasonable for your organization.”

ALT Graphic titled "Supporting Health at Work," featuring the Acas logo. The text emphasises the importance of inclusion and proactive approaches in workplace health. The quote is from Ruhel Ahmed, an Acas Senior Strategy and Policy Adviser.

ALT The image is an informational poster by ACAS titled "The law is changing on sexual harassment at work." It details changes from October 2026 under The Employment Rights Act 2025. It includes sections explaining that employers must take "all reasonable steps" to prevent sexual harassment and introduces new liability for third party harassment. There are additional points on assessing harassment risk, developing a policy, and training. The design uses teal and purple colors with circular icons.

ALT Headshot of Julie Dennis, next to a quote about employer responsibilities regarding workplace harassment from Acas. The quote highlights concerns and updates from Acas. The person is identified as Julie Dennis, Head of Inclusive Workplace Strategy & Policy at Acas.