Understanding What Aviation Professionals Value in 2025 

Recent benefits benchmarking surveys, such as the 2025 USI Benefits Benchmarking Study, indicate that employees are increasingly prioritising support for working caregivers and families. The study highlights new survey questions focused on how employers support “working caregivers and families” and assist with "pathways to parenthood.” 

In parallel, ERI’s 2025 Benefits Benchmarking Survey emphasises the importance of successfully building "well-rounded and clearly communicated benefits packages" beyond core financials—placing family support squarely within that framework.

While these surveys are not aviation-specific, they capture the modern workforce’s expectations—expectations echoed by aviation professionals facing long shifts, irregular travel, and significant time away from home. These factors amplify the need for comprehensive family-centric benefits like flexible schedules, parental leave, childcare support, and mental health resources.  

What Aviation Pros Say About Family-Friendly Support 

Although sector-specific numbers are limited in public sources, organisations such as NBAA emphasise that quality of life and work–life balance rank as key retention drivers in aviation.

Pilots and technical staff frequently cite: 

• Predictable schedules—knowing their roster in advance 

• Guaranteed days off—enabling planning around family events 

• Supportive policies—including parental leave, dependent care, and flexible working options 

Key Family Support Benefits Aviation Staff Rate Highly 

1. Schedule predictability – Enables planning family time and reduces burnout  

2. Parental and family leave – Essential for family planning and expanding households 

3. Childcare subsidies or backup care – Critical when working non-standard hours 

4. Flexible working arrangements – Remote/rotational options where feasible 

5. Mental health and wellbeing resources – Particularly under operational stress 

How Firms Can Adapt to Meet These Needs 

1. Introduce Flexible Scheduling and Predictability 

• Achieve minimum roster visibility, e.g. publish flight rosters at least 30 days ahead. 

• Provide guaranteed days or hours off to support family commitments.

2. Enhance Leave and Parental Support 

• Offer enhanced maternity/paternity leave, ideally above statutory minimum. 

• Support return-to-work “phased options” to ease re-integration. 

3. Provide Childcare Solutions 

• Offer subsidies for childcare or partner with local services. 

• Establish backup care solutions during absences or schedule disruptions. 

4. Promote Mental Health & Family Wellbeing 

• Provide EAPs with family-inclusive support (e.g. counselling for parents). 

• Encourage wellbeing initiatives covering stress, parenting, and work pressure. 

5. Communicate Clearly and Track Usage 

• Regularly benchmark benefits against industry reports (see ERI, USI) resources.erieri.com+1usi.com+1. 

• Survey employees annually to assess satisfaction and evolving needs. 

Strategic Takeaways for Aviation Employers 

• Attraction: Family-friendly benefits deeply resonate with potential hires, especially in high-stress or irregular roles. 

• Retention: Better support leads to reduced turnover and a stronger sense of loyalty. 

• Diversity & Inclusion: Robust family support fosters inclusive recruitment, especially for working parents—often women or carers. 

• Operational Resilience: Happy, supported staff are more engaged, productive, and likely to stay.