12 Dec 2025

What’s causing conflict at work?

The annual cost of conflict in the workplace remains high. This article gives some strategies and advice on how to handle workplace conflict. Acas has been a constant through the past 50 years of change in the world of work, of employment law, and of conflict at work. We continue to provide free, impartial and expert advice and practical support to employers and employees alike.

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Taking a new strategic approach

Acas research shows the annual cost of conflict in Great Britain remains too high at £28.5 billion.

Conflict in the workplace can have a serious impact on productivity, recruitment and retention. For the individuals involved it can cause stress, anxiety and depression.

It doesn’t have to be this way. We know healthy workplace relations will support the management of conflict and in some cases, prevent it arising in the first place.

Earlier this year Acas launched their2025-30 strategy with a renewed focus on conflict management, setting out how Acas will support organisations to prevent, manage and resolve workplace conflict.

Largest ever study of conflict prevalence

To properly manage and resolve workplace conflict, it is crucial to understand why it happens, to whom, the impact it has.

Last month we published our latest research that presents findings from the largest ever study of its kind into conflict at work in Great Britain.

The research provides evidence on conflict at work experienced by people of working age – both manager and employees over the last 12 months.

The response rate was 50% (more than 4,000 people) making it the largest study of its kind in Great Britain.

Key findings include:

44% of respondents reported experiencing some form of conflict during the last 12 months. The highest level of individual conflict ever reported in a survey of workers in Great Britain.
Wholesale and retail trade workers experienced the highest prevalence of conflict (50%) with all other industries similar or below.
Experience of conflict was most common among people whose disability had a major impact on their daily life (68%)
Capability and performance issues were the most common topic of conflict (38%). People most frequently reported experiencing conflict with their line manager (32%) and colleagues in their organisation (34%)
Over half of people who reported conflict (57%) experienced stress, anxiety or depression as a result.
Conflict prevalence was higher for SMEs at 46%

Resolving conflict – taking an informal approach

At Acas we believe an early and informal approach to resolving workplace conflict is the best approach.

Our research backs this up, finding that most conflict at work was resolved informally through discussion with line managers (45%) or with the other person (30%). Less than 10% of conflict required formal interventions, such as formal grievances or capability.

Employers need to encourage workers to raise issues and discuss solutions. It’s important to have a workplace culture that encourages and supports this behaviour.

When an employee raises and issue you should take it seriously and look into it as soon as possible. This gives you the best chance of resolving the problem straightway. It will also help keep a good working relationship and potentially avoid escalating into a formal grievance.

If you are thinking about how to host an informal meeting here are some practical tips:

Face to face is more effective if possible.
Decide on the location in advance – you need to be able to have an open and frank one-to-one conversation in private.
Room layout is important – sitting opposite someone with a table in front shows formality. Sitting next to someone can be less threatening.
Allow sufficient time. Don’t rush and if necessary, allow time for a break to gather thoughts or obtain more information.
If your employee has a disability, you must make reasonable adjustments if they need them. This could include allowing someone to attend the meeting with them.

Practice makes perfect

Disagreements in the workplace will happen. Being able to recognise the drivers of workplace conflict will allow you to manage it at the earliest possible stage, giving you the opportunity to stop it escalating.

The advice above is just a snapshot. It’s important to remember that good people management is a skill that requires practice and experience.

The Acas website has more detailed free advice on dealing with a problem raised by a worker and a guide to challenging conversations.

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