MY CIPP
Q: On a personal note, what prompted you to make the move to working as a consultant for IPPE? The initial discussions regarding me becoming a consultant were initially sparked by my time at HMRC, where I gained firsthand insight into the complexities of UK legislation and its impact on businesses. During my tenure, I saw how challenging it could be for organisations to navigate these regulations effectively, and I developed a strong drive to help bridge that gap. When I left HMRC, this passion for educating and supporting UK businesses became my focus. I wanted to use my expertise to simplify the intricate world of legislation and empower companies to thrive while staying compliant. Consulting felt like the natural next step – a way to turn my knowledge into actionable guidance for businesses that need it most. Plus, it’s been incredibly rewarding to work alongside organisations and see the difference clear, practical advice can make. “The national minimum wage regulations are complex, and there’s a whole plethora of risks that can easily trip up even the most well-intentioned employers”
What’s your duvet flip? “For me, like many others, motivation comes from feeling like I’m making a difference. Whether it’s through providing unique insight into the world of NMW, creating innovative solutions to mitigate ongoing NMW risks or simply being a supportive help to businesses who are struggling to find their way around the labyrinth of NMW legislation. I find my energy peaks when I know my work is positively impacting businesses and organisations.”
Q: We understand you’ll also be delivering some IPPE training regarding NMW. Could you provide a little more detail on what this will look like? My early conversations with Fiona Smith, IPPE Training Manager and Adrian Goddard, CIPP Commercial Director, highlighted the fact my experience could be invaluable in helping organisations not just understand the what of legislation, but also the how. So, how to: l implement compliant processes l avoid common pitfalls
One of the most common misconceptions among employers is that simply paying employees above the NMW / NLW rates automatically ensures compliance. Unfortunately, this isn’t the case. The NMW regulations are complex, and there’s a whole plethora of risks that can easily trip up even the most well- intentioned employers. There are just too many pitfalls which can catch employers off guard, and I have a mountain of examples and case studies to share. To make matters more challenging, the rules and enforcement activity surrounding NMW are constantly evolving. HMRC has become increasingly proactive in identifying and addressing non- compliance, and penalties for breaches can be significant – not just financially but also reputationally. In payroll, it’s fair to say that every day is a school day; staying informed is essential to avoiding unpleasant surprises. If you haven’t recently undertaken any NMW training or reviewed your processes and practices, now is the time to do so.
l confidently manage obligations. The demand for straightforward
guidance, like the NMW training I now deliver, really solidified the idea that I could make a meaningful impact as a consultant. It’s incredibly rewarding to see businesses thrive when they have clear, actionable advice at their fingertips. Q: If you could provide one key piece of training advice to anyone who has to consider NMW in their role, what would it be?
Leon’s thoughts “I was 16 when I had my first job, and I was being paid £4 an hour. I quickly realised that older colleagues doing the exact same job were earning more. “That moment shaped my belief: same role, same pay, no matter your age. I’ve always said we should focus on stage not age. “One of the biggest challenges with fair pay is perception. Employers often assume young people bring less experience or value. But that misses the point – young people bring energy, ideas and a fresh perspective. They’re radiators, not drains. “At Duvet Flip, we help tackle this from both ends. For brands,
we match them with “Duvet Flip Faces”– young role models who help brands build trust, connect deeply and move audiences. “For our audience, we provide daily motivation
and share the journeys of leaders who’ve been where they are now. It’s about showing that where you start doesn’t define where you end up. “Ultimately, paying people fairly isn’t just a legal obligation – it’s a statement of values. If you want young people to take pride in their work, show them that their time and contributions matter. “The payslip should reflect respect.”
PROFESSI NAL in Payroll, Pensions and Reward
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June 2025 | Issue 111
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