1.0 IntroductionToday's business environment has grown differently from time to time, especially due to the impacts of globalization. This type of environment not only included the private sector, but also the public sector, required human resource management ("HRM") as part of the management tool to allocate, control and manage manpower within the on-site processes of Work. Therefore, for the purpose of guiding the workforce, some standards of legal regime and statutory procedures have been established to address these issues, although they have changed due to the chronological order. From this ever-evolving field of human resource management, managers have had to alert without going beyond the scope of current employment legislation and procedures. They must cope with the changes of this development and resolve complaints and disciplinary issues with appropriate sources. Therefore, the Advisory, Conciliation and Arbitration Service (“ACAS”) Code of Practice on Discipline and Grievance Procedures was undoubtedly formed in 1975, as an independent body to resolve stakeholder disagreement with suitability in business organizations, together with national legislation in the context of joint conciliation (ACAS, 2010a; 2010b). However, changes in these codes have significantly affected this environment. Therefore, the main purpose of this assignment is to examine whether the standards of the 2008 ACAS Code represent a significant deterioration compared to the 2003 Code, supporting with relevant sources in 2.0 The ACAS Code of Conduct Generally, complaints and disciplinary matters they have always occurred in the workplace, between employees, employers and their representatives. Like a real manual to reduce those graphs of...... middle of paper, the 2008 Code was created to encourage the resolution of labor disputes within the workplace, with the aim of reducing jurisdictional causes also. However, employers had difficulty indicating reasonableness in the 2008 version, due to ambiguous paragraphs. While the cases, in particular, concern dismissal, this Code has led the court to rule on the reasonableness of dismissal for fairness. In another explanation, the judgment depends on how the court treated him. Therefore, at this time employers may find it difficult to identify with the reasonable reasons for dismissal, they can only rely on the court ruling. Finally, the 2008 Code may be worse than the previous Code, but the latter Code brings significant positive impacts to parties as well, depending on the situation and future changes.