Pay Flight Attendants for All Work Time

Summary#

This bill amends the Canada Labour Code to require airlines to pay flight attendants for more of their working time. It adds pre-flight and post-flight duties, mandatory training, and time at the workplace during delays to the paid hours used for daily and weekly calculations (Division I.01, s.(1)). It also requires payment at not less than the worker’s regular wage rate for these duties (s.(2)).

• Expands “paid time” to include boarding and deplaning help, security, and safety checks (s.(1)(a)).
• Requires pay for mandatory training programs (s.(1)(b)).
• Counts time at the workplace while at the employer’s call and disposal, including during delays, as paid time (s.(1)(c)).
• Sets the pay rate for this time at no less than the regular wage (s.(2)).
• Applies when calculating time for hours-of-work rules under section 169 of the Code (s.(1)).

What it means for you#

• Households (flight attendants)

  • You must be paid for pre-flight and post-flight duties like assisting boarding, deplaning, and safety checks, at your regular wage (s.(1)(a), s.(2)).
  • Time spent in mandatory training must be paid at your regular wage (s.(1)(b), s.(2)).
  • Time you are in the workplace, at your employer’s call and disposal during a delay, must be counted and paid at your regular wage, even if the delay is outside the employer’s control (s.(1)(c), s.(2)).
  • These hours will count toward your daily/weekly time calculations under section 169, which may affect overtime eligibility where applicable (s.(1)).
  • The bill text does not state an effective date. Data unavailable.

• Workers (other aviation employees)

  • No direct change unless you are a flight attendant. The bill does not define “flight attendant”; coverage may require interpretation under the Code. Data unavailable.

• Businesses (airlines and other federally regulated air operators)

  • You must track and include the listed pre/post-flight duties, training, and delay time at the workplace as paid hours for flight attendants (s.(1)).
  • You must pay at least the regular wage rate for these hours; lower training rates or unpaid pre/post time would not comply (s.(2)).
  • You must count qualifying delay time as paid even if the cause is outside your control (s.(1)(c)).
  • You may need to adjust timekeeping, payroll, scheduling, and policies to align with section 169 calculations using the expanded paid hours (s.(1)).

• Service users (air passengers)

  • No direct rights or service changes are mandated. Data unavailable on any indirect fare or schedule effects.

Expenses#

Estimated net cost: No direct public spending; private employer labor costs likely to rise. Data unavailable.

• Fiscal note: None identified. Data unavailable.
• Appropriations: None in the bill.
• Taxes/fees: No changes in the bill.
• Mandates on private sector: Requires airlines to pay flight attendants for the specified duties and delay time at no less than the regular wage and to include this time in hours-of-work calculations (s.(1)-(2)).
• Magnitude of employer cost impacts: Data unavailable.

Proponents' View#

• Pays workers for all required work, ending unpaid pre-flight/post-flight tasks and training (s.(1)(a)-(b), s.(2)).
• Clarifies that delay time at the workplace counts and is paid, reducing disputes about compensation during irregular operations (s.(1)(c)).
• Ensures equal pay rate for these duties by setting a floor at the regular wage, avoiding lower rates for training or ground duties (s.(2)).
• Aligns hours-of-work calculations with actual time worked for section 169 purposes, which may improve compliance and recordkeeping (s.(1)).
• Improves safety culture by compensating time spent on security and safety checks, which the bill lists as paid duties (s.(1)(a)).

Opponents' View#

• Increases labor costs for airlines by expanding paid hours and requiring regular-rate pay for training and delays; potential pass-through to fares or service changes is possible. Data unavailable.
• Implementation challenges in tracking when a flight attendant is “in the workplace” and “at the call and disposal” of the employer during extended or off-site delays may lead to disputes (s.(1)(c)).
• Interaction with collective agreements and existing scheduling practices may be complex; renegotiations or system changes may be needed. Data unavailable.
• More hours counted toward section 169 calculations could raise overtime exposure where applicable, increasing costs and complicating scheduling (s.(1)).
• The bill does not define “flight attendant,” which could create uncertainty about who is covered in edge cases (e.g., reserve, deadheading, training-only periods). Data unavailable.