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Attending HR Tech UK? Join us for Happy Hour!🥂
We're hosting an In Good Company Happy Hour at HR Tech UK on April 29th at 15.30!
If you're attending the conference we would love to see you there:
Enjoy complimentary drinks and canapes
Network with fellow HR-leaders
Have a chance to win a gift
🗓️ Date: Wednesday 29th April
🕝 Time: 15.30-17:00
📍Location: Booth DD05 | London | HR Technologies
RSVP is required! Save your spot here.
🎁 Giveaway information: Have a chance to win one of 5 Loop Earplugs: take a photo at our booth, share it on LinkedIn using #InGoodCompany
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Im Hiring - HR Ops Manager
Good morning everyone,
I hope you all had a relaxing weekend and are ready to start the week with a bang!
I’m new to the community and thrilled to be part of it. I’m the HR Director at Emperor, where we’re currently going through an exciting period of transformational change.
One of the key roles I’m hiring for is an HR Ops Manager. Its a pivotal role that will be a real catalyst for change in how we deliver and evolve our people experience.
🚀 We’re Hiring!
This is more than just a job, it’s a chance to help shape the future of Emperor as we enter an exciting new chapter.
We’re looking for someone based in London who’s ready to make a real impact, drive transformation, and grow with us along the way.
If that sounds like you (or someone you know)… 👇
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IGC
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Neurodiversity at work – From awareness to accommodation
🧠 Neurodiverse talent is everywhere. Is your workplace ready?
More UK organisations are recognising the value of neurodiversity—from ADHD and autism to dyslexia and beyond. But inclusive hiring is only the beginning. Real inclusion means rethinking job descriptions, interview formats, onboarding, and internal comms.
With the Equality Act in play, there’s a legal obligation to make “reasonable adjustments”—yet many companies still lack a clear framework.
Question
What’s one step your team has taken to better support neurodivergent employees—and what’s something you’re still trying to figure out?👇
I think one of the biggest challenges in neurodiversity is getting people to understand the idea that people's brains just do not process the same information the same way. Even before we get to looking at and reviewing adjustments, if we can't get the manager or the department to get to grips with the idea that someone processes information in a completely different way, they can follow the adjustments but without the deep understanding and agreement, it lacks the positive engagement side, which is noticeable and brings a feeling of performative.
I try to encourage people when we work on adjustments to discuss their lived experiences, give the narrative of the life impacts their neurodiversity has had and continues to. This also helps the manager understand some of the trauma/baggage the person has and we can look at some of the micro issues that occur in day to day work that can be challenging.
Internally we are pushing for consistency and clarity. People knowing what things mean, what the purpose of events like a return to work are, and the outcomes from those meetings. They are documented and freely available to be read. When we have those moments, we where possible automatically share the information in advance to ensure they can access it if they need that refresh.
Supporting neurodiversity at work needs a whole human approach. How has their experience of neurodiversity shaped them as a human, how can we tap into that to let the soar, and how can we support them and avoid those triggering behaviours.
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Contractor or employee? HMRC wants proof.
IR35 reform has changed how off-payroll working is assessed in the UK, especially for private sector employers. With penalties on the line, HR and finance teams are revisiting how they engage freelancers, consultants, and interim staff.
It’s not always clear-cut—and audit trails matter more than ever.
Question
How is your team managing IR35 compliance day to day? Any frameworks or tools you’ve found helpful in reducing the risk or navigating the grey areas?
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Pay gaps and gender equality reporting in the UK
The numbers are public. What’s your narrative?
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UK organizations with 250+ employees are required to report their gender pay gap annually—but more and more companies are going beyond the basics. They’re digging into ethnicity, disability, and social mobility pay data—and publishing voluntary commentary to show intent and progress.
This level of transparency can feel risky, but it’s also an opportunity to build trust—internally and externally.
Question
Has your team published pay gap data recently? What was the biggest takeaway—and how are you turning the numbers into action?👇
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