As the threat of a strike looms, WestJet flight attendants represented by CUPE Local 8125 have overwhelmingly voted in favour of industrial action, with 99.4 per cent backing a strike that could commence as early as August 2. The union’s primary concern revolves around the issue of unpaid work, which could potentially disrupt travel plans during a peak period in early August.
Unpaid Work at the Heart of Dispute
The flight attendants’ union asserts that the crux of the negotiations is centred on the inadequacy of compensation for essential duties performed before and after flights, as well as during delays and emergency situations. A spokesperson for CUPE Local 8125 highlighted that staff often engage in safety responsibilities from the moment they arrive for duty, yet they are not compensated for a significant portion of that time.
“Some flight attendants are effectively earning below minimum wage when their unpaid hours are factored in,” the spokesperson explained, indicating that some members could be working up to 35 unpaid hours each month. This situation mirrors a previous dispute involving Air Canada flight attendants, who also faced similar challenges.
WestJet’s Response and the Credit Hour System
WestJet has introduced measures aimed at alleviating passenger concerns, offering those with flights scheduled between July 30 and August 4 the chance to alter or cancel their bookings without incurring fees. John Gradek, a lecturer in supply networks and aviation management at McGill University, suggests that this move is intended to reassure customers while negotiations continue.
The airline maintains that its credit hour system, which compensates flight attendants for flight time rather than actual hours worked, is standard across North America. Under this system, “block hours” are counted from the moment the aircraft leaves the gate until it arrives at the destination, which WestJet argues combines various duties into a single rate of pay. However, the union argues that this system is outdated and fails to accurately reflect the reality of flight attendants’ workloads.
Navigating the Negotiations Landscape
With the memory of a three-day strike by Air Canada flight attendants in August 2025 fresh in the minds of industry stakeholders, the urgency for a resolution is palpable. Robert Kokonis, president of AirTrav, noted that the previous contract for flight attendants was not particularly favourable, and the current negotiations are critical not only for WestJet employees but also for their customers.
Both WestJet and Air Canada flight attendants are represented by the same union, which could lead to a ripple effect in negotiations. Gradek emphasised that the recent contract secured by Air Canada might serve as a benchmark for WestJet, leading to heightened expectations among flight attendants for improved pay and recognition of unpaid hours.
Despite the tensions, there are indications that discussions may be progressing. Gradek pointed out that the absence of leaks from the negotiation sessions might suggest a willingness to compromise. “WestJet is likely aware of the potential damage a strike could inflict on their brand, especially given Air Canada’s experiences,” he added.
The Implications of a Strike
The potential strike, if realised, would coincide with one of the busiest travel weekends of the year in Canada, raising concerns among passengers and the broader travel industry. Kokonis remarked that neither side wishes to resort to a strike, as it would disrupt travel for countless customers, and would ultimately be detrimental to both the airline and its staff.
Why it Matters
The ongoing dispute between WestJet and its flight attendants is more than just a labour negotiation; it highlights broader issues of worker compensation and rights within the airline industry. As the situation unfolds, the outcome will not only impact the livelihoods of flight attendants but could also reshape customer expectations and experiences in air travel. In a market recovering from the pandemic, how WestJet addresses these concerns may set important precedents for employee relations across the sector.
