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World Parkinson’s Day – 11th April | Consensus HR in Herts & Beds

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World Parkinson's Day

 

World Parkinson’s Day – 11th April: Why Employers Must Prioritise Inclusive HR Practices

By Matthew Chilcott – FCIPD, ACEL – Owner, Consensus HR

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.”

How Consensus HR Can Help:

At Consensus HR, we work with businesses across Hertfordshire, Bedfordshire, and beyond to create customised HR solutions that meet the legal and ethical needs of modern workplaces. Whether it’s implementing Equality Act-compliant HR policies, providing mental health and wellbeing training, or offering HR audits to assess inclusivity, we help businesses build workplaces where everyone can thrive.

If you’re unsure how to support employees with Parkinson’s or want to review your existing policies, now is the time to act.

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Let’s build a workplace that supports everyone.

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Neurodiversity Conflicts Lead to Tribunal for 1 in 10 Organisations | Consensus HR in Herts & Beds

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Neurodiversity

Neurodiversity Conflicts Lead to Tribunal for 1 in 10 Organisations

By Matthew Chilcott, Owner – Consensus HR

Recent findings show that 1 in 10 UK organisations have experienced an employment tribunal due to neurodiversity-related conflicts, highlighting a pressing need for greater inclusivity and understanding in the workplace.

A report by Neurodiversity in Business (NiB), as published in People Management, revealed that a third of employers are unsure how to support neurodiverse individuals, while 65% of neurodivergent employees feel misunderstood or unsupported by their managers or organisations.

Understanding Neurodiversity in the Workplace

Neurodiversity refers to the natural variation in how people think, learn, and process information. This includes conditions such as:

  • Autism Spectrum Disorder (ASD)
  • Attention Deficit Hyperactivity Disorder (ADHD)
  • Dyslexia
  • Dyspraxia
  • Tourette Syndrome

Employers have a legal duty under the Equality Act 2010 to make reasonable adjustments for neurodivergent individuals. Failing to do so can lead to claims of discrimination or unfair dismissal.

The Legal and Cultural Implications for Employers

When organisations overlook neurodivergent needs, the consequences can include:

  • Discrimination and unfair dismissal tribunal claims
  • Financial penalties and reputational damage
  • Low morale and high employee turnover
  • Loss of talent due to non-inclusive practices

A notable 2023 case involved an autistic employee winning a discrimination claim after being unfairly dismissed due to the employer failing to adjust working practices appropriately.

How HR Can Improve Neurodiversity Inclusion

At Consensus HR, we support businesses by:

  • Reviewing HR policies to ensure legal compliance
  • Offering neurodiversity training to managers and teams
  • Implementing reasonable adjustments and tailored support plans
  • Enhancing recruitment and onboarding processes to be neuro-inclusive

Our goal is to create workplaces where all individuals can thrive, regardless of how their brains are wired.

👉 Learn more about our HR services

Comment from Matthew Chilcott – Owner of Consensus HR

“At Consensus HR, we see first-hand how employers can unknowingly fall short when supporting neurodivergent individuals. This latest data showing that 1 in 10 organisations have ended up at tribunal is a red flag. Neurodiversity is not a challenge to be avoided – it’s a strength to be embraced. With the right HR policies and open conversations, businesses can build inclusive teams that drive innovation and loyalty.”

– Matthew Chilcott, Owner – Consensus HR

Next Steps for Employers

To avoid legal risk and create an inclusive culture: ✅ Conduct internal audits on inclusion policies
✅ Provide neurodiversity awareness training
✅ Review recruitment and performance management processes
✅ Seek expert HR guidance when unsure

📥 Contact Consensus HR today for tailored support:

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Conclusion

As UK employment law continues to evolve and tribunals increasingly spotlight inclusion failures, businesses must act. Prioritising neurodiversity isn’t just the right thing to do – it’s a vital part of building a legally compliant and forward-thinking organisation.

If you’re unsure where to start, the team at Consensus HR is here to help. With our retained HR services, you gain expert, proactive support that puts people and performance first.

 

To view more about our range of HR & Employment Law Services

At Consensus HR, we are proud to offer a wide range of HR & Employment Law services to help our clients with all areas of best practice and Employment Law which can be found by clicking on the button:
Click Here

Are you concerned about keeping your business up to date with Employment Law changes?

If your business always wishes that it works in all areas to the benefit of the team and company and as an employer of choice, give us a call or email now for a non-obligatory chat. Consensus HR | Your Outsourced Human Resources and Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems.” 01438 576750
Contact Us

Your Outsourced Human Resources (HR) Department.

For further information on any of the HR subjects we provide, please click the heading below:

Important Health & Safety Update | Consensus HR in Herts & Beds

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Embracing Neurodiversity Celebration Week

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Did you know, that his week is Embracing Neurodiversity Celebration Week? runs from 13 – 19 March 2023

Neurodiversity Celebration Week is a worldwide initiative that challenges stereotypes and misconceptions about neurological differences. It aims to transform how neurodivergent individuals are perceived and supported by providing schools, universities, and organisations with the opportunity to recognise the many talents and advantages of being neurodivergent, while creating more inclusive and equitable cultures that celebrate differences and empower every individual.

Embracing Neurodiversity Celebration Week

Neurodiversity Celebration Week, which runs from 13 – 19 March 2023, is a worldwide initiative that challenges stereotypes and misconceptions about neurological differences. It aims to transform perceptions of neurodivergent individuals, encouraging organisations to recognise the talents and advantages of being neurodivergent, while creating more inclusive and equitable workplace cultures that celebrate differences and empower individuals.  

‘Neurodiversity’, ‘neurodivergent’ and ‘neurodivergence’ are words which relate to the concept that certain individuals’ brains work and interpret information in a different way to those who are deemed ‘neurotypical’ (ie those who interpret information in the way that is expected). Neurodivergence is commonly recognised where individuals have been diagnosed with neurological conditions such as: autism, dyslexia, dyspraxia, Attention Deficit Hyperactivity Disorder (ADHD) and others.

 

Employers who fully understand and value the talents of neurodiverse minds in their organisation will reap the benefits. Neurodivergent employees can bring significant strengths, such as having higher levels of attention to detail and innovation, creative thinking and problem-solving skills. Embracing neurodiversity in the workplace can give employers a competitive edge, widening the talent pool and bringing new ideas and perspectives.

However, research from the City & Guilds Foundation and Do-IT has revealed that employers need to do more to support neurodiverse employees, with 32% saying they have not been able to disclose their condition in the workplace, and 40% feeling they are impacted most days by it. 10% of respondents with a neurodiverse condition said they had been met with a poor response if they have disclosed. In addition, just under half of respondents reported family dependents who are neurodiverse and 3 in 10 parents of neurodivergent children said this had an impact on their work.

As well as capturing an understanding from employees, the research found that less than a quarter of HR professionals have had specific training to support neurodiverse employees and only 29% of senior leaders have had neurodiversity training, although 49% of organisations surveyed have neurodiversity champions or mentors.

Professor Amanda Kirby, CEO of Do-IT Solutions, said “the challenge remains in society that there is still a low level of appreciation of differences and the talents and skills we can gain if we ensure a more inclusive approach to both education and employment.”

The research highlights the need for employers to pro-actively review their recruitment and employment practices to raise awareness and educate staff about neurodiversity in the workplace and ensure that tailored support is available for neurodiverse employees and those with neurodiverse dependents. 

Here are some of our other blogs written on the subject:

Embracing Neurodiversity Celebration Week

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