Bargaining Update #39: Highlights of the Tentative Agreement
Dear Members,
The Tentative Agreement contains substantial improvements across the Collective Agreement. The highlights below are intended to provide an overview of the key changes and are not an exhaustive summary of everything that was negotiated.
More detailed information and the complete Tentative Agreement language will be released in the coming days and discussed during our town halls to ensure every member has the information needed to make an informed decision.
Ratification is one of the most important decisions members make during collective bargaining. Your Bargaining Committee unanimously recommends this Tentative Agreement and encourages every member to vote.
Term:
We have negotiated a 3-year tentative agreementthat would be in effect from January 1, 2026, to December 31, 2028.
NEW Duty Period Premium
This tentative agreement expands how Flight Attendants are compensated by introducing a new Duty Period Premium for required duty hours that are not captured through the flight credit system. Together with the negotiated credit-hour wage increases, this creates a second source of compensation growth by recognizing and paying for previously non-credited duty hours.
Bridging formula beginning the first full monthly scheduling period following ratification based on the cumulative number of legs (at 1 hour) a Cabin Personnel works in a month, calculated based on the same formula as the process outlined immediately below.
| Period | Percentage Paid |
|---|---|
| March 2, 2027 to December 31, 2027 | 75% |
| January 1, 2028 to December 30, 2028 | 85% |
| December 31, 2028 onward | 100% |
Earnings are eligible for WestJet Savings Plan contributions.
Equivalent to an additional (approx.) 12% of salary increase
Note: This is variable based on the number of non-credited hours that would now be captured with the Duty Period Premium.
Note: Unlike traditional RIG provisions found in many collective agreements, this is not subject to reconciliation. It is a standalone payment that is paid in addition to all other earnings, ensuring its value is not reduced or offset through the reconciliation process.
Wage Calculator
We have created a wage calculator tool on our website for members to look at examples and put their own pairings in to understand the additional compensation that will be received.
CLICK HERE TO VIEW THE NEW DUTY PERIOD PREMIUM CALCULATOR
Credit Hour Wage Increases
13% Across-the-Board Increase effective October 1, 2026
Additional 2.75% increase on January 1, 2027
Additional 2.5% increase on January 1, 2028
Members will receive 13% retroactive pay on all credit hours earned between January 1 and September 30, 2026, as well as retroactive pay that matches contributions to the WSP.
In comparison, Air Canada's first year wage increases were not across the board and varied depending on what step of the scale their members were at.
Cabin Personnel Hourly Rates of Pay
Widebody Cabin Manager Rates of Pay
Per Diem Increases
| Location | Implementation | 2027 | 2028 |
|---|---|---|---|
| Standard | $4.62 | $4.75 | $4.87 |
| North America (except Canada) | $6.00 | $6.17 | $6.32 |
| Intercontinental | $6.94 | $7.13 | $7.31 |
| UK / Ireland / Japan / Iceland | $7.62 | $7.83 | $8.03 |
WSP Program protection
For the first time, the Collective Agreement guarantees access to the WestJet Savings Plan (WSP). Rather than relying on a Company program that could be changed or withdrawn, members now have contractual protection for the duration of the agreement.
Sunwing Pay Mapping
Fair and transparent processes have been outlined for wages of former Sunwing Cabin Crew and Cabin Safety Managers moving forward.
Scheduling Improvements
Maximum flight segments at planning are reduced from 5 to 4.
Maximum planned duty period for 3+ segment days reduced from 14 hours to 13 hours.
Duty period extension requiring consent reduced from 16 hours to 15.5 hours.
New maximum duty day penalty of $600 when a duty period exceeds the maximum by 91 minutes, while keeping other penalties intact.
Minimum rest at base increased from 12 to 13 hours. Minimum planned rest away from base increased from 10.5 hours to 11.
Stronger protections during IROPs using lobby-to-lobby rest calculations (increased from 9 hours to 10).
New 0.5x reassignment premium (on additional credit hours) if reassigned with a base, with certain exceptions.
Stronger protections around stand-up duty periods (including it being counted as two duty periods)
Introduction of flexible scheduling options including a reduced block program.
Out of base partial shift trades.
Reserve Improvements
Three biddable reserve windows, each 11 hours in length.
Reserve rest parameters are aligned with scheduled rest parameters.
Elimination of RFX.
Better seniority protections.
Improved reserve transparency, including the ability to view Cabin Personnel holding RTD reserve.
Per diems for Airport Standby Reserve.
Credit protection for reserve assignments.
Vacation, GDOs, and Special Days Off Improvements
Three Guaranteed Days Off (GDOs) for every vacation week.
Introduction of a 5th week of vacation at 25 years of service.
Up to three Special Days Off each year for major life events.
Removal of Post-Flight Aircraft Tidying
Aircraft tidying duties are eliminated within 6 months of ratification, limited exception during limited IROP situations in destinations where grooming is unavailable.
Hotel & Layover Protections
Compensation when hotel rooms are not ready.
Stronger hotel selection language.
Better protections during IROPs.
Increased hotel liability protections.
Protection against losing hotel rooms before reporting.
Improved Sick Leave
Full-time sick bank increases from 22 to 24 days.
Arbitration for the Attendance Management Support Program (AMSP) is scheduled for April 2027.
Uniform & Equipment Improvements
$100 annual shoe allowance.
Increased allotment for initial uniform pieces.
Uniform replacement allowance increases to $375/year.
Lost luggage reimbursement increases from $750 to $2,300.
New roller bag commitment.
Union lanyards permitted.
Seniority
Clarification that MSL date will be based on a Cabin Personnel’s most recent completion of initial training after quitting and rehiring.
Secured a binding Letter of Understanding to complete the Swoop and Encore Flow seniority integration immediately following ratification of this Tentative Agreement, with the final seniority list to be presented to the membership for its own ratification vote.
Health and Safety, Workplace Protections and Benefits
Workplace violence language added to the Collective Agreement.
Enhanced pregnancy and breastfeeding accommodations including a new maternity top up program.
Better health and safety protections.
Removal of the 9-month probation period, reduced to 6 months.
Additional $300 annually towards the Health Spending Account
Voluntary Separation Packages
The Company shall have the option of offering up to five hundred (500) Voluntary Separation Packages to Cabin Personnel who have completed at least seventy-two (72) months of continuous employment with the Company.
Further details will be released either at the roadshows or with the publishing of the full tentative agreement.
In Unity,
Your WestJet Mainline Bargaining Committee