Employee conflict in the workplace is a problem, and it’s on the increase

Ask any employment lawyer, HR professional or manager of teams, and they will nod their head wearily and confirm it: workplace conflict is a growing problem. Here are some facts and figures to support this.

According to Susan Clews, ACAS Chief Executive, “the headline statistics are startling. In total, the cost of conflict to UK organisations was £28.5 billion, the equivalent of more than £1,000 for each employee. Close to 10 million people experienced conflict at work. Of these, over half suffer stress, anxiety or depression as a result; just under 900,000 took time off work; nearly half a million resigned, and more than 300,000 employees were dismissed.”

Research by Myers-Briggs found that time spent on workplace conflict doubled between 2008 and 2022, and that managers spend over four hours a week dealing with conflict (Forbes, Anna Shields, 8 December 2025).

In addition, the Chartered Institute of Payroll Professionals cite that an Acas-commissioned poll found that 44% of workers knew of conflict within their organisations over the last three years.

Why is conflict escalating?

Research on this appears limited, so my next thoughts are reflections taken from 25 years’ of conflict resolution experience.

To start with, employment rights have increased over the years. People are more aware, and seem to be more willing, or perhaps more courageous, to raise complaints.

Then there is the use of ChatGPT and Claude AI, the “new best friend” that seems to be the go-to place for opinions and guidance on problems. Literally everyone uses it. Ask any lawyer or HR professional and they will tell you that nearly every grievance or complaint they receive has been AI-generated, and these are now twenty pages long as standard.

This can lead a person, rightly or wrongly, down a certain path without properly considering or analysing the situation through different lenses, whether that is constructive dialogue, coaching, self-reflection, empathy, accountability, or different interpretations.

And finally, the expectations of younger generations are quite different now. Gen Z employees seem to want better work-life balance, flexible working, and interesting work that aligns with their values, and there is nothing wrong with that. However, when companies have demanding work cultures and rigid structures that do not align with those changing generational dynamics, it is easy to see why this accounts for some of the increased conflict in the workplace.

How effective is workplace mediation?

A growing number of organisations are now using workplace mediation for conflict resolution, and it is a highly effective intervention that is gaining momentum.

According to ACAS Independent Research, 74% of employees who underwent workplace mediation reported that their conflict had been fully or largely resolved (“Estimating the costs of workplace conflict,” ACAS 2021).

It is fast, cost effective and low disruption

Professional mediation usually takes place over one day, split over several individual and joint meetings. Compare this with the management time required in lengthy procedural and formal processes over weeks, which costs in lost productivity, poor morale, stress absence and employee turnover, and that is before any legal, Employment Tribunal or exit settlement costs.

It is confidential and impartial

By outsourcing the process to an independent, professionally trained expert, parties are significantly more likely to engage, and a level of trust and confidence is regained. One of the key blockers to resolving a dispute internally is the perception that HR is not independent or neutral, and that confidentiality cannot be maintained.

It is an investment in your people

Employees generally respond very well to workplace mediation as an alternative to a stressful and lengthy grievance process that is not designed for reconciliation. They know the company has taken the time to source and pay for this service, which shows a real commitment to helping them resolve the dispute, and to keeping them.

Workplace mediation is seen as an investment in employees, and shows a genuine commitment by the company to help both parties find a way forward.

I hope this article has been helpful.

Suzie Yong
Conflict Resolution Specialist
www.clarityresolve.co.uk