Up against some tough competition, I’m proud to share that our HR Reward team won the ‘Best Benefits to Support Menopause’ award at the Employee Benefits Awards in London! The team also went on to win the judges’ final and most prestigious award of the year, the Grand Prix Award. This top accolade recognises the industry-wide impact of our menopause support policy has had, something the judges described as “inspirational”.
These are incredible achievements which reflects the collaboration between our Reward, Occupational Health Services, HR, and Operations teams over the last few years, as well as ongoing support from managers, our Women’s Network and Trade Unions colleagues.
That work started more than four years ago. In 2021, we carried out internal research to try to identify how we could best support colleagues who were experiencing menopausal or peri-menopausal symptoms. The research found young managers in particular weren’t confident in providing support, and Menopause-related sickness was also costing the business operationally and financially, with industry regulations requiring any controller starting or changing Hormone Replacement Therapy treatment to be declared unfit for work for two weeks.
From our research, we implemented a comprehensive menopause strategy, including a full menopause policy and toolkit for employees and managers, quick access to a specialist GP through a company-funded Menopause Plan for both employees and their partners, and we became a Period Positive Organisation by offering complimentary sanitary products across our sites.
Since the launch of our Menopause Policy, we’ve continued to build on the support we offer, providing access to meaningful, practical support when its needed most. Our Menopause Plan has been used by over 179 colleagues since June 2023, including seven who have used the self-funding option for family members.
This has been life-changing for some, enabling them to stay in a career they love, but we also wanted to ensure the impact was felt beyond NATS.
Research carried out by Dr Sarah Ewer in our Occupational Health Services (OHS) team not only helped shape the Menopause policy, but it also contributed to changes to the CAA’s aeromedical guidance. As a result, the unfit period was reduced from two weeks to just 48 hours, meaning those affected can continue working, minimising the impact on them and the wider business. The updated licensing guidance also applies to the entire aviation industry, benefiting pilots and subsequently airlines as well.
In OHS we are always striving to identify areas in which we can help to facilitate positive evolution of policy with the CAA, and this is such a great example of that. It has made a positive difference for all those in the aviation community, with our business leading the way.
– Dr Sarah Ewer, Medical Officer
This was a huge piece of work from teams right across NATS. It means more people can continue in fulfilling careers that they love, but is also making a real difference to their day-to-day lives.
