First published on Thursday, March 20, 2025
Last updated on Thursday, March 20, 2025
Welcome to HR Heartbeat, where we take a look at the week’s most pressing HR and employment law stories. With over 18 years’ experience in employee relations, I give my opinion on current trends impacting your business, as well as my own personal commentary on all things HR and legal.
Mind the (inclusion) gap: 1 in 3 neurodivergent employees still unsupported at work
According to City & Guilds’ latest Neurodiversity Index Report, one in three neurodivergent employees feel they aren’t getting the support they need at work. With 37% of managers admitting they’ve had zero neurodiversity training, it’s clear that many businesses are still unprepared to support neurodivergent talent.
Why does this matter? Because without inclusive policies and training, your business risks losing skilled staff to burnout, absenteeism, and more. And in a climate of ongoing skill shortages, can any of us really afford to ignore untapped talent?
The good news is that there is some progress. More leaders are investing in neurodiversity training and 55% of employees who disclosed their neurodivergence received a positive response. But there’s more work to do in the meantime.
Young workers leaving the workplace over mental health
A staggering 1 in 4 young people have considered leaving work altogether in the past year. And for many, it’s mental health struggles driving that decision. PwC’s latest study found employees under 35 are particularly affected, with rising numbers stepping away from the workforce due to burnout, stress, and wellbeing concerns.
This is a massive wake-up call for businesses. Economic inactivity is a record high, and while much of the conversation focuses on getting people back into work, PWC’s research makes it crystal clear: we need to focus on keeping people in work in the first place.
With over half of employers rethinking their approach, there’s a real opportunity to turn things around. Investing in an EAP, devising proactive policies, crafting meaningful wellbeing strategies, and building an open culture where employees can be transparent early—before they feel as though they have no choice but to leave.
Gender pay gap reporting: Is your business ready for the deadline?
With the April 4th deadline fast approaching, thousands of UK businesses are still racing to submit their mandatory pay gap reports. According to recent figures, over 9,000 employers have yet to file their data—raising concerns about a last-minute scramble and the risks of non-compliance.
And while late reporting has improved year-on-year, history shows many businesses still struggle to hit the cut-off. Last year, two thirds of late submissions were delayed by more than a week. With new laws on the horizon, including the Employment Rights Bill’s requirement for detailed action plans, businesses can’t afford to be treating this like a “tick box exercise” anymore.
If you want advice on how to prepare your business for new laws, you can try our very own BrightAdvice.
And that’s a wrap from me. Tune in next time for my take on the latest headlines and employment law stories, helping keep your business ahead!
