The union representing Air Canada flight attendants has issued a 72-hour strike notice, which may lead to a work stoppage starting on August 16, 2023. In response, Air Canada has announced a 72-hour lock-out notice, indicating preparations to suspend flights should the strike occur. This situation marks the first potential complete shutdown of Air Canada due to labor disputes since the 11-day strike by pilots in 1998.
A strike would significantly disrupt Air Canada’s operations during the peak summer travel season. The airline and its subsidiary, Air Canada Rouge, serve approximately 130,000 passengers daily, with around 25,000 of these passengers returning to Canada from international destinations. All affected travelers are protected under Canada’s Air Passenger Protection Rights, which mandates airlines to implement measures during flight cancellations.
The looming strike raises concerns about the availability of seats on alternate carriers that Air Canada must secure for passengers whose flights are canceled. Such a shortage could lead to numerous vacations or family gatherings being canceled, with Air Canada obligated to offer refunds to those unable to find acceptable travel alternatives.
Negotiations between Air Canada and the Canadian Union of Public Employees (CUPE) have been ongoing since March, but both sides have reported reaching an impasse. Key issues include wages and working conditions. CUPE has highlighted that junior flight attendants earn salaries significantly below Canada’s minimum wage. Analysis suggests that wages for flight attendants would need to increase by 32 to 34 percent to maintain the purchasing power they had in 2014, adjusted for inflation.
According to CUPE, the current pay structure only compensates flight attendants from the moment the aircraft’s brakes are released at departure until they are applied upon arrival. As a result, flight attendants are reportedly performing around 35 hours of unpaid duties each month.
Efforts to address unpaid work have been ongoing, culminating in the introduction of Bill C-415 in October 2024 by NDP MP Bonita Zarrillo. This bill aimed to amend the Canada Labour Code to guarantee flight attendants pay for all pre-flight and post-flight duties, as well as mandatory training. Although the bill received its First Reading in Parliament, it did not progress and expired at the end of the parliamentary session in January 2025. Nonetheless, support for such legislation remains strong, as indicated by a letter from the Leader of the Opposition to the Minister of Labour on August 5.
A February 2025 article in The Conversation Canada underscored the efforts by organized labor to secure pay for flight attendants for all hours worked. The piece emphasized the need for Canadian airlines to address unpaid labor and implement fair workplace standards.
Several airlines have already adopted pay structures that go beyond traditional flight pay. Delta Airlines was the first to introduce such a system in 2022, followed by American Airlines in 2024. United Airlines is currently awaiting ratification for a similar provision in its proposed contract. In Canada, both Porter Airlines and Pascan Aviation have adopted pay for duties performed during the boarding process.
As negotiations continue, both CUPE and Air Canada are aware of the high stakes involved. CUPE has been open about its objectives, emphasizing the need for wage increases to ensure a living wage for junior flight attendants and compensation for unpaid work. Their steadfast goals have garnered support, demonstrated by a 99.7 percent vote in favor of a strike if negotiations fail.
Air Canada’s negotiation strategy appears to echo its previous dealings with pilots in 2024, where government intervention played a role in reaching an agreement. With the strike deadline approaching, it remains to be seen whether Air Canada will adopt a similar approach this time.
If a strike does proceed, Air Canada could face daily financial losses estimated between $50 million and $60 million, a scenario likely to prompt the airline to return to the negotiation table swiftly.
This situation highlights the ongoing challenges within the airline industry regarding labor rights and compensation, as both sides navigate a complex landscape of employee needs and corporate responsibilities.
