Monthly HR blog Newsletter – May 2025 | Consensus HR, Herts, Beds
Welcome to Consensus HR’s monthly blog recap! In this edition, we will be revisiting some of the key discussions from our April 2025 blogs. Here’s a selection of topics we covered:
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The Do’s and Don’ts: Neonatal Leave:
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A Guide for Business Owners & Managers
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HR Best Practice for Bank Holidays – Good Friday 2025:
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May Day – 5th May 2025 | A Time to Reflect on Workers’ Rights and the Role of Modern HR
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World Parkinson’s Day – 11th April:
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World Autism Acceptance Week: 31 March – 6 April:
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World Health Day – 7th April 2025:
Thank you for joining us for this month’s recap. We hope these discussions provide valuable insights and actionable strategies for your HR practices. Stay tuned for more informative blogs in the coming months!
The Do’s and Don’ts: Neonatal Leave:
A Guide for Business Owners & Managers
From April 2025, the Neonatal Care (Leave and Pay) Act 2023 will come into effect, giving eligible parents up to 12 weeks of paid neonatal leave, separate from other parental leave.
At Consensus HR, we’re helping businesses prepare with this essential guidance:
To read the full blog,
HR Best Practice for Bank Holidays – Good Friday 2025:
As the Easter weekend approaches, many businesses and employees look forward to some well-earned rest. Good Friday, falling on 18th April 2025, is a UK statutory bank holiday and presents an opportunity for employers to reflect on best practices when managing time off, employee rights, and maintaining a positive work culture.
At Consensus HR, we understand the importance of fair and consistent HR policies around bank holidays and annual leave. Whether you’re a small business or a growing organisation, ensuring compliance with UK Employment Law is essential.
Key HR Considerations for Good Friday and Bank Holidays:
✅ Holiday Entitlement – Under the Working Time Regulations 1998, full-time employees are entitled to a minimum of 28 days’ holiday per year, which may or may not include bank holidays depending on your contract terms.
✅ Pro-Rata for Part-Time Workers – Don’t forget that part-time staff should receive a pro-rata equivalent of paid leave, including bank holidays, to ensure fairness and avoid discrimination claims.
✅ Clarity in Contracts – Employment contracts should clearly outline how bank holidays are treated. Are they included in annual leave? Are employees required to work? Transparency avoids confusion and potential disputes.
✅ Religious Sensitivity – Good Friday holds religious significance for many. Employers should be mindful and respectful of employees’ beliefs and be prepared to consider reasonable adjustments where appropriate.
✅ Planning Ahead – HR teams should encourage managers to plan rotas in advance to avoid disruption during peak leave periods such as Easter and Christmas.
To read our full blog:
May Day – 5th May 2025 | A Time to Reflect on Workers’ Rights and the Role of Modern HR
As we mark May Day on 5th May 2025, it’s more than just a spring celebration—it’s a day with deep roots in the history of workers’ rights and labour reform.
For employers, business owners, and HR professionals, it’s a valuable reminder of the importance of fair employment practices, workplace wellbeing, and a legally compliant, people-first HR strategy.
What is May Day?
May Day, also known as International Workers’ Day, is observed globally to celebrate the achievements of the labour movement.
It recognises the historic struggles of workers who campaigned for better wages, fair working hours, and improved working conditions—many of which form the foundation of today’s UK employment law.
Why May Day Matters to Employers
In today’s modern workplace, May Day is an opportunity for employers to reflect on progress made—and identify areas for improvement.
Key HR focus areas include:
Promoting equal pay and gender equity
Ensuring compliance with Working Time Regulations
Providing access to safe, inclusive, and supportive workplaces
Addressing issues such as employee burnout and mental health support
Regularly reviewing and updating HR policies and employment contracts in line with the latest employment legislation
To read the full blog,
World Parkinson’s Day – 11th April:
Every year on 11th April, World Parkinson’s Day raises awareness about Parkinson’s Disease, a progressive neurological condition affecting over 145,000 people in the UK. For employers and HR professionals, this day serves as a timely reminder of the importance of inclusive employment practices, reasonable adjustments, and compassionate workplace policies.
What Employers Need to Know:
Parkinson’s is classed as a disability under the Equality Act 2010, meaning that employees with Parkinson’s are legally protected from discrimination at work. HR professionals and line managers must ensure they are compliant with UK employment law and best practice HR policies in supporting employees who live with this condition.
Key HR Responsibilities Include:
- Providing reasonable adjustments (e.g., flexible working hours, adapted duties)
- Conducting regular occupational health assessments
- Ensuring line manager training on disability awareness
- Preventing discrimination and promoting diversity and inclusion
- Creating a supportive wellbeing strategy within the workplace
Creating a Parkinson’s-Inclusive Workplace:
A robust HR policy framework is crucial to support team members affected by Parkinson’s. This includes not just those living with the condition, but also carers or family members who may require time off or flexible arrangements.
“At Consensus HR, we believe that inclusive and supportive HR practices are the backbone of a successful, people-focused business,” says Matthew Chilcott, Owner of Consensus HR. “Recognising days like World Parkinson’s Day helps to drive awareness and empathy within teams, and ensures that employers are not just compliant, but also genuinely supportive of their people’s individual needs.”
To read our full blog:
CLICK HERE
World Autism Acceptance Week: 31 March – 6 April:
World Autism Acceptance Week: 31 March – 6 April | Consensus HR in Herts & Beds
World Autism Acceptance Week: 31 March – 6 April | Supporting Neurodiversity in the Workplace
At Consensus HR, we are committed to creating inclusive workplaces where everyone, including autistic employees, can thrive. World Autism Acceptance Week (31 March – 6 April) is a crucial time to raise awareness and promote understanding of autism in the workplace.
Why Autism Acceptance Matters in Business:
Employers who embrace neurodiversity benefit from a workforce rich in different perspectives, problem-solving approaches, and innovation. However, for many autistic individuals, workplace challenges such as communication barriers, sensory sensitivities, and structured environments can make employment difficult. With the right HR policies and support, businesses can ensure all employees feel valued and empowered.
How HR Can Support Neurodiverse Employees:
At Consensus HR, we help businesses across Herts & Beds implement inclusive HR strategies to support autistic employees, including:
✅ Adjustments to the work environment – Reducing sensory overload and offering quiet spaces
✅ Clear communication – Using structured, written instructions and predictable routines
✅ Training for managers & teams – Encouraging awareness and understanding
✅ Flexible working options – Supporting individual needs and work styles
To read the full blog,
World Health Day – 7th April 2025:
Every year on 7th April, World Health Day is celebrated across the globe to raise awareness of important health issues. At Consensus HR, we believe this is a great reminder for businesses to reflect on how they support the health and wellbeing of their teams.
Why does employee health matter?
Healthy employees are happier, more productive, and more engaged. Looking after the physical and mental health of your team is not just the right thing to do – it’s also good for business. A strong approach to employee wellbeing helps to reduce absenteeism, improve morale, and build a positive workplace culture.
The role of Businesses, Managers & HR in promoting wellbeing:
As business professionals, we work with businesses to create and implement policies that support both the mental health and physical health of employees. This includes:
- Providing access to Employee Assistance Programmes (EAPs)
- Promoting flexible working arrangements
- Conducting regular wellbeing check-ins
- Ensuring managers are trained to spot signs of stress and burnout
- Having clear, supportive absence management and occupational health procedures
To read our full blog:
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