Inspired HR Roundup - New Event, SSP & Neonatal Care Leave & More!
Inspired HR Roundup
Nikki is teaming up with the brilliant Kat Moody from Richard Reed Solicitors to bring you a straight talking, insightful webinar on the latest employment law changes and HR trends. Join us on Thursday 12th June at 2.30PM for this FREE session designed for business leaders, HR professionals, and managers who want to stay informed on the latest developments and understand their practical implications.
We’ll break down what’s new, what it means for you, and what you need to do next. Reserve your spot today!
Another couple of dates for your diary...
Advice4Business NE are teaming up with KBL Advisory on Wednesday 21st May to present a brand new seminar: The Director’s Role in Managing Business Uncertainty. This event has brought expert presenters together to simplify what you need to think about as a Director and how to best position your company to face the opportunities and challenges ahead. Find out more here.
On Thursday 12th June, the North East Combined Authority officially launches SHINE! A brand new accreditation set to raise the bar for North East employers. Designed to spotlight the organisations doing things right, SHINE celebrates businesses that value their people, lead with purpose and create workplaces to be proud of. Discover more about the launch here.
And finally, our Prepare To Be Inspired event on Tuesday 17th June promises to be a wonderfully inspiring afternoon! Whether you’re a founder, freelancer, or business leader, this session is for anyone who knows that authenticity - not perfection, is what truly connects.
What Nikki's Been Up To This Week
At the start of the week, Nikki and Jenny headed to London for the HR Inner Circle Conference. It was a fantastic conference with Gareth Brahams speaking about Beliefs in the Workplace, Michelle Forster about HR Metrics, Elizabeth McGlone about Sexual Harassment, Daniel Barnett about Flexible Working, Darren Newman about Fire & Rehire and obviously Nikki’s favourite subject of the day was delivered by Melanie Francis who spoke about Neurodiversity and the platform we use for Condition and Workplace Screening - which is such a relevant and important subject right now for HR professionals and workplaces. Surrounding yourself with like minded peers and keeping on top of the employment law changes is pivotal as an HR Professional, and especially with all the legal changes coming our way in the next 12-18 months!
Nikki also attended a School Governer's meeting. A role she’s proudly held for over five years. Giving back to the local community is something we take seriously at Inspired HR, and being part of a governing body means helping shape the future of education for young people in our region.
Managing Statutory Sick Pay
Most employees are entitled to Statutory Sick Pay (SSP), but the definition of ‘employee’ for SSP purposes can be a little complex.
In short, it covers not just those with a traditional employment contract, but also anyone whose earnings are subject to Class 1 National Insurance contributions. That includes casual workers, zero-hours staff, and agency workers. However, it does not apply to the self-employed.
SSP is a weekly amount (currently £118.75), which generally increases every April. Although the rate is set by the government, SSP is paid by the employer. There’s no option to reclaim it. It also counts as earnings, so it’s subject to tax and National Insurance contributions.
SSP is only paid for days an employee is contracted to work, known as ‘qualifying days’. It kicks in once the employee has told you they’re off sick and has been absent for three qualifying days. These first three are called ‘waiting days’.
Currently, SSP only becomes payable after those three waiting days, but the government has plans to remove this, which would mean SSP would start from day one of absence. We will be sure to keep you up-to-date when this is implemented.
SSP is paid for up to 28 weeks. SSP stops when the employee returns to work or no longer qualifies for it.
Inspired Minds: Practical Tips For Employers
Creating an inclusive workplace doesn’t have to mean big or expensive changes. Small, thoughtful adjustments can make a huge difference to neurodiverse employees.
Here are a few things to consider:
Bright colours and bold patterns can be overwhelming. Calmer tones help create a more inclusive, accessible space.
Not everyone enjoys loud or high-energy events. Offer a mix of team activities to suit different personalities and comfort levels.
A traditional 9-to-5 doesn’t work for everyone. Flexibility in hours or location can help people focus and feel their best.
Encourage open conversations about communication preferences. Clarity and consistency can make a big difference.
Want to build a workplace where neurodiverse employees can thrive? Inspired Minds is here to help.
Legal Roundup: Neonatal Care Leave
While we’re still waiting for the big Employment Rights Bill reforms, one important update has already come into effect.
A new statutory right to Neonatal Care Leave (NCL) allows eligible employees to take up to 12 weeks off if their baby needs neonatal care after birth.
The leave mirrors the time the baby spends in care. For example, if the baby is in neonatal care for three weeks, the employee can take three weeks of NCL.
To qualify, care must begin within 28 days of birth and continue for at least seven days. The entitlement starts after those seven consecutive days.
This is a significant update to family leave rights, so now is the time to review and update your policies, train your managers, and make sure employees understand their entitlements.
Need support? We’re here to help.
Service Spotlight
Inspired Minds offer specialist, tailored, expert advice and hands-on guidance to organisations and in-house HR teams looking to support their neurodiverse employees. From Neurodiversity Screening to ADHD Coaching to Neurodiversity Training, our team ensures you have the right support in place for an inclusive and productive workplace.