Employers should examine workforce data, staff experiences, pay, progression and complaints to determine whether their efforts to prevent workplace discrimination are working, according to updated guidance from Acas.
The workplace advisory service updated its advice on 26th August 2026, reminding organisations that preventing discrimination requires ongoing action rather than simply putting an equality policy in place.
Under the Equality Act 2010, employers have responsibilities to prevent discrimination in the workplace. Acas says organisations should have appropriate policies and procedures, train managers and staff, provide ways for employees to raise concerns and regularly review whether those measures are effective.
Employers encouraged to look at the evidence
Acas recommends that employers regularly assess whether policies designed to prevent discrimination and deal with complaints need to change.
Suggested measures include examining the diversity of the workforce, carrying out anonymous employee surveys and checking whether staff turnover is disproportionately high among particular groups.
Employers can also analyse roles and pay grades to identify whether people from different groups are fairly represented and rewarded across an organisation.
The guidance also recommends reviewing discrimination complaints and consulting recognised trade unions where appropriate.
For employers with established diversity and inclusion strategies, the advice puts greater emphasis on outcomes rather than simply policies, statements or commitments.
More complaints do not necessarily mean more discrimination
Acas also makes an important point about organisations that initially see an increase in complaints after taking stronger action on workplace discrimination.
A rise in complaints does not automatically mean discrimination has increased.
Instead, Acas says employees may feel more confident about raising concerns when they see their employer taking the issue seriously.
That can give organisations an opportunity to identify and tackle problems that may previously have gone unreported.
Employee networks can play a role
The guidance also encourages employers to create opportunities for staff to be heard.
This could include disability networks, LGBT+ networks, race equality networks and women's networks, as well as champions who can raise issues affecting underrepresented employees with senior leaders.
But Acas stresses that setting up a network is not enough. Employers should provide staff with time to participate, listen to the concerns that are raised and take action where necessary.
Mentoring is another option highlighted in the guidance, including programmes supporting disabled employees to progress and reverse mentoring schemes where more junior ethnic minority employees share their experiences with senior colleagues.
Further changes coming in October
Employers are also being reminded to prepare for changes to workplace harassment law coming into effect on 30th October 2026.
Acas says organisations will need to take all reasonable steps to prevent sexual harassment and harassment by third parties.
The combination of changing legal responsibilities and updated guidance means employers may want to review their equality, diversity and inclusion arrangements now rather than wait until problems arise.
For organisations committed to creating genuinely inclusive workplaces, the message from Acas is increasingly clear: policies matter, but employers also need evidence that those policies are improving employees' experiences.
Source: Acas, Preventing Discrimination – Advice for Employers, updated 26th August 2026.