“Good HR is about balancing compliance with compassion”

In her column for this month, Gemma Farina, founder of the award-winning independent human resources agency GFHR Consulting, discusses what April 2025’s Employment Law changes mean for your business and looks at how Neurodivergent Employees can be supported in the workplace…

As we head into the new financial year, UK employers need to be ready for some key employment law changes coming into effect. And while they may seem small on the surface, they could have a significant impact on how you manage and support your team.

With effect from April 1, the National Minimum Wage increased by 6.7% to £12.21 for those aged 21 and over.   That’s a noticeable jump, especially for businesses with large numbers of lower-paid or younger staff. It also makes it difficult for small businesses who are trying to manage the differential between pay levels.  If you haven’t already now is the time to review  pay structures, budgets and overall reward strategies, to ensure you remain competitive in the market. 

April 6 also saw increases to the statutory pay rates – including sick pay and family-related leave (like maternity and paternity). These are increasing slightly, so it’s a good idea to check your payroll systems are up to date and that managers understand the changes when speaking to employees.

However the most significant change that has happened this April is the introduction of Neonatal Care Leave which took effect on April 6.  Under this new entitlement, parents whose babies require hospital care within the first 28 days of life will be eligible for up to 12 weeks of paid leave, in addition to other statutory entitlements like maternity or paternity leave. The leave applies from day one of employment – with statutory pay available to those with 26 weeks’ service and earnings above the lower limit.

This is a significant and compassionate step forward, offering much-needed support to parents at an incredibly stressful time. But it also means employers need to take action to ensure employees feel supported, should they be in this situation.  

It is important to take time to review your family leave policies and ensure your managers understand the new rights, so they can respond confidently and sensitively if the situation arises. It’s also worth thinking about how you’ll manage cover during longer absences and what support you can offer employees returning to work after such a difficult period. 

At GFHR Consulting, we’re here to help you navigate these changes with confidence – whether that’s updating your policies, training your team, or just having someone to talk through your options. As ever, good HR is about balancing compliance with compassion – and this year’s changes are a real reminder of that.

Supporting Neurodiverse Employees: Small Steps, Big Impact

World Autism Awareness Day took place on April 2, so now is a good opportunity for employers to look at ways they can support Neurodivergent Employees in the workplace.  

Neurodivergent individuals – including those with ADHD, dyslexia, dyspraxia, dyscalculia, and autism – experience and interact with the world in ways that differ from  those who would consider themselves Neurotypical. But different doesn’t mean less capable. In fact, neurodivergent employees often bring unique strengths like creative problem-solving, attention to detail, and fresh perspectives.

The key is creating an environment where everyone feels they can thrive. That starts with understanding. Not everyone will feel comfortable disclosing their neurodivergence – and they’re not legally required to. But when someone does choose to share, employers have a duty under the Equality Act 2010 to make reasonable adjustments to support them.

Adjustments could be as simple as offering written instructions alongside verbal ones, allowing flexible hours, or making sure there’s a quiet space available to work. Listening is essential – ask what someone needs to work at their best, rather than focusing on labels or diagnoses.

It’s also worth reviewing how inclusive your recruitment, onboarding and performance management processes are. Aim to build a culture where neurodiversity is understood and respected – not something people feel they have to hide.

Supporting neurodivergent employees isn’t just about compliance. It’s about recognising that we all work differently.  If you’re unsure where to begin, creating a clear policy on neurodivergence or embedding it into your Diversity, Equality and Inclusion approach is a great first step. 

Alternatively, please give us a call and we would be happy to talk through what you can do and support you to create these policies. 

Visit www.gfhr.co.uk for more info or email info@gfhr.co.uk