Pay Flight Attendants for All Work Time

Summary#

This bill would change the Canada Labour Code to make sure flight attendants are paid for all work time tied to a flight, not just time in the air. It requires pay at the regular wage rate for pre- and post-flight duties, mandatory training, and time spent on duty during delays, even if the delay is outside the airline’s control. It also says this time must count when calculating daily and weekly hours of work under section 169 of the Code (Division I.01(1)(a)-(c), (2)).

• Pays flight attendants their regular wage for boarding, deplaning, safety checks, and similar duties (Division I.01(1)(a), (2)).
• Pays regular wages for mandatory training time (Division I.01(1)(b), (2)).
• Counts and pays time when attendants are at the workplace and on call to the employer, including during delays outside the employer’s control (Division I.01(1)(c), (2)).
• Includes this time in daily and weekly “hours of work” calculations under section 169 (Division I.01(1)).
• No explicit start date in the bill; under the Interpretation Act, it would take effect on Royal Assent (Interpretation Act, s. 5).

What it means for you#

• Households (air passengers)

  • No change to passenger rights or services is mandated by this bill. It targets how airlines pay flight attendants. Data unavailable on any effects on ticket prices or schedules.

• Workers (flight attendants)

  • You must be paid your regular wage for pre-flight and post-flight duties, like helping with boarding, deplaning, and safety checks (Division I.01(1)(a), (2)).
  • You must be paid your regular wage for time spent in mandatory training programs (Division I.01(1)(b), (2)).
  • Time when you are at the workplace (as defined in section 122) and at the employer’s disposal must be counted and paid, including during flight delays, even if caused by weather or air traffic control (Division I.01(1)(c), (2)).
  • These paid periods must be included when calculating your daily and weekly hours of work under section 169. That can affect when you hit standard hours and when overtime provisions under the Code may apply (Division I.01(1); Canada Labour Code, Part III).
  • Effective on Royal Assent unless Parliament sets a different date by law (Interpretation Act, s. 5).

• Businesses (airlines and other federally regulated air operators)

  • You must track and pay regular wages for pre-/post-flight duties, mandatory training, and on-duty delay time, not just block or flight time (Division I.01(1)-(2)).
  • You must include these periods in section 169 hours-of-work calculations for each day, week, or pay period (Division I.01(1)).
  • You cannot pay a reduced rate for these duties; pay must be at least the employee’s regular rate (Division I.01(2)).
  • Expect to update scheduling, timekeeping, payroll systems, and policies to comply. Data unavailable on one-time or ongoing compliance costs.
  • Collective agreements and policies must meet or exceed these minimum standards in the Code.

• Local and provincial governments

  • No direct obligations or changes. The bill amends the federal Canada Labour Code.

Expenses#

Estimated net cost: Data unavailable.

• No fiscal note or government appropriation appears in the bill text. It sets a private-sector pay mandate rather than authorizing public spending.
• Government administration and enforcement costs, if any, are not provided. Data unavailable.
• Private employer cost impacts (e.g., higher wage outlays for paid pre-/post-flight duties, delays, and training) are not quantified. Data unavailable.

Proponents' View#

• Ensures pay for all work performed: Boarding, deplaning, safety checks, and similar tasks must be paid and counted as work time (Division I.01(1)(a), (2)).
• Closes a gap for training: Mandatory training must be paid at the regular wage rate, not a reduced rate (Division I.01(1)(b), (2)).
• Protects against unpaid delays: Time on duty during delays, even when outside the employer’s control, must be paid and counted (Division I.01(1)(c), (2)).
• Clarifies hours-of-work calculations: Including these duties in section 169 calculations reduces disputes about what counts as work time and can improve transparency in scheduling (Division I.01(1)).
• May support safety and fatigue management: Counting and paying all on-duty time can encourage realistic schedules and staffing, which proponents say supports safety. Data unavailable on measured effects.

Opponents' View#

• Higher operating costs: Paying regular wages for pre-/post-flight duties, delays, and training may raise labor costs; effects on fares or service levels are uncertain (Division I.01(1)-(2)). Data unavailable.
• Cost exposure for uncontrollable delays: Mandating pay during delays outside the employer’s control could add unpredictable costs and complicate operations (Division I.01(1)(c)).
• Compliance burden: Airlines may face new tracking and verification needs for pre-/post-flight tasks and delay time, increasing administrative work. Data unavailable on costs.
• Overtime risk: Because these periods count toward section 169 hours-of-work, opponents warn more shifts could cross standard limits, increasing overtime pay under existing Code rules. Data unavailable.
• Competitive concerns: Carriers competing with operators under different labor regimes may face pressure if costs rise, especially on thin routes. Data unavailable.