The Future of Flight: Why Paying Flight Attendants for *All* Work Hours is Inevitable
Most passengers likely assume the friendly face greeting them at the aircraft door is already on the clock. But for decades, flight attendants at many North American airlines haven’t been paid for the significant time spent preparing the cabin and assisting passengers before takeoff – and sometimes, even after landing. That’s changing, and the ripple effects will extend far beyond just a fairer paycheck for cabin crews.
The recent tentative deal with Air Canada, following a disruptive three-day strike, isn’t just a win for Canadian flight attendants; it’s a watershed moment signaling a fundamental shift in how airlines value – and compensate – their frontline employees. This isn’t simply about money; it’s about recognizing the essential work that happens before the wheels leave the ground, and the growing power of labor to demand a more equitable share of the profits.
The Groundswell of Change: From Delta to Air Canada
For a generation, the practice of unpaid pre-flight work has been quietly accepted. The legal landscape, governed by the Railway Labor Act in the US, hasn’t explicitly mandated hourly pay for this time. However, the tide began to turn in 2022 when Delta Air Lines, facing a union organizing drive, became the first major carrier to offer compensation for boarding time. Alaska and American Airlines quickly followed suit. United Airlines has signaled willingness to negotiate, though a recent tentative agreement was rejected by its flight attendants, pushing talks back into federal mediation.
The Air Canada agreement, while not a complete victory – offering a phased-in approach reaching 70% of full wage within four years – significantly raises the bar. “Air Canada and its flight attendants agreed on a formula for ground pay that is over and above what Delta introduced in 2022,” notes John Gradek, an aviation expert at McGill University. This sets a new benchmark for negotiations across the continent, and the pressure is mounting on other airlines to respond.
“This deal becomes the new standard,” declared Bea Bruske, president of the Canadian Labour Congress. “Other unionized flight attendants will be looking at this collective agreement and saying, ‘we want that, too.’”
Beyond Boarding Pay: A Symptom of a Larger Problem
The fight for boarding pay is symptomatic of a broader issue: the increasing financial strain on flight attendants. As Becky Black, a 22-year veteran with PSA Airlines, starkly illustrates, many flight attendants are struggling to make ends meet. “We have a flight attendant who lives in a homeless shelter…we have flight attendants who have to move back in with their parents.” The reality is that many are working long hours – upwards of 15 per day – but are only paid for a fraction of that time.
Flight attendant wages, particularly at regional carriers like PSA, often lag significantly behind those at major airlines. PSA flight attendants earn 40-45% less than their counterparts at American Airlines, exacerbating the financial hardship. This disparity fuels the growing momentum for unionization and collective bargaining.
Did you know? Flight attendants are often responsible for the safety and well-being of hundreds of passengers, providing not just basic service but also emergency medical assistance and crisis management.
The Looming Labor Landscape: Strikes and Systemic Change
The potential for further disruption is high. Frontier Airlines flight attendants overwhelmingly authorized a strike last September, and negotiations remain stalled. United Airlines flight attendants are preparing to re-enter mediation in December, with renewed determination. The Air Canada deal has undoubtedly strengthened their bargaining position.
But the implications extend beyond individual airline negotiations. The current labor climate, coupled with ongoing pilot shortages and increasing passenger demand, is creating a perfect storm for systemic change. Airlines are facing mounting pressure to improve working conditions and compensation to attract and retain qualified staff.
The Rise of “Total Time” Compensation
The future likely holds a move towards “total time” compensation – paying flight attendants for all hours worked, from the moment they report for duty until they are released. This isn’t just about fairness; it’s about recognizing the inherent value of the work performed during pre-flight checks, passenger assistance, and post-flight duties. Airlines may explore different models, such as a flat hourly rate for all on-duty time or a tiered system based on specific tasks.
For travelers, understanding this shift can lead to greater empathy and appreciation for the work flight attendants do. A little kindness goes a long way, especially during busy travel periods.
What This Means for Passengers and the Airline Industry
While increased labor costs will likely translate to slightly higher ticket prices, the benefits of a more satisfied and well-compensated flight crew are significant. Improved morale, reduced turnover, and enhanced safety are all potential outcomes. Furthermore, a more stable workforce can contribute to a more reliable and efficient travel experience.
The shift towards fairer compensation for flight attendants also reflects a broader trend towards greater worker empowerment across various industries. The pandemic highlighted the essential role of frontline workers, and many are now demanding a greater share of the economic pie. This trend is likely to continue, shaping the future of work for years to come.
See our guide on the evolving role of labor unions in the travel industry for a deeper dive into this topic.
Frequently Asked Questions
Q: Will paying flight attendants for all work hours significantly increase ticket prices?
A: While some increase is likely, the impact will likely be modest and offset by potential improvements in service quality and reduced operational disruptions.
Q: What is the Railway Labor Act and why does it matter?
A: The Railway Labor Act governs labor relations in the airline industry in the US. Unlike the Fair Labor Standards Act, it doesn’t explicitly mandate hourly pay, giving airlines more flexibility in compensation structures.
Q: Are all airlines facing pressure to change their boarding pay policies?
A: Yes, the Air Canada agreement and ongoing negotiations at other airlines are creating significant pressure on the entire industry to re-evaluate compensation practices.
Q: What can passengers do to support flight attendants?
A: Show respect and appreciation for their work, be patient during busy travel times, and advocate for fair labor practices within the airline industry.
The fight for fair compensation for flight attendants is far from over, but the momentum is clearly shifting. The Air Canada deal represents a pivotal moment, signaling a future where all work is valued – and paid for – appropriately. What remains to be seen is how quickly the rest of the industry will adapt to this new reality.
Explore more insights on airline labor negotiations in our latest report.
