Fay, Head of People at Capital on Tap, has played a key role in growing the company from a 70-person startup in London to a thriving international team of nearly 800.

Now responsible for both talent acquisition and the people function, Fay focuses on three core pillars: attracting top talent, ensuring competitive compensation and benefits, and fostering a high-performance culture.

Despite rapid growth and strong employee engagement, Capital on Tap identified a gap in their benefits offering, specifically around reproductive and hormonal health.

The company recognised the need to better support the women in their workplace, so they could promote greater gender balance across the business and attract and retain a thriving workforce.

Through roundtables with female employees, Fay and her team discovered that existing healthcare provisions were falling short, particularly in reproductive care, maternity policies, and early diagnosis. Employees highlighted frustrations with limited support through their Private Medical Insurance (PMI), revealing a need for targeted, proactive care options surrounding hormone and reproductive healthcare.

Capital on Tap responded by reviewing its maternity policy, extending fully paid leave to five months, and partnering with Hertility to deliver science-backed proactive reproductive health support.

This partnership enabled Capital on Tap to deliver proactive, preventative care that complements their PMI, providing team members with early health insights, empowering them to manage their reproductive wellbeing, and creating a culture of inclusion and trust.

86%

of credits were used in first 3 months of launch

42.3%

Learned they had at least 1 hormone out of range through Hertility

94%

of employees reporting experiencing symptoms

Although Hertility was introduced in early 2025, Capital on Tap has already seen powerful early signs of success:

Stronger employee feedback: Initial responses to Hertility have been overwhelmingly positive, with employees feeling more seen, supported, and informed.

Improved benefits equity: Reproductive healthcare is now part of a broader wellbeing conversation, giving women more equitable access to health services.

Data-driven insights: Anonymised data from Hertility has helped HR better understand the scale and impact of reproductive health challenges in their workforce.

Enhanced talent attraction, retention and engagement: Hertility is now a key talking point for talent teams, setting Capital on Tap apart in a competitive hiring landscape.

Policy progress: The Gold Package's expert consultancy is actively shaping a new, more inclusive set of health policies.

As Capital on Tap explains, "Hertility isn't just a 'nice-to-have'—it's a strategic move to reflect the real needs of our team. It shows our people we listen, that we care, and that we're serious about building an inclusive culture."

Fay's advice to fellow HR and People leaders?

Capital on Tap will be tracking employee engagement and sentiment in upcoming surveys to measure the long-term impact of Hertility. But already, the shift toward proactive, inclusive benefits is strengthening their employee experience, and setting a new standard for what modern workplace wellbeing looks like.