WestJet Mainline:
Tentative Agreement Information Page
Thank you for your patience, solidarity, and support throughout this round of bargaining.
We know members are eager to review the details of the Tentative Agreement. While the complete Agreement is still being assembled, the resources below provide an overview of the key gains achieved and the changes proposed for the next agreement.
These materials are intended to support upcoming town hall discussions and help members begin reviewing the tentative settlement before ratification voting opens.
We encourage members to review the summaries, explore the wage calculator, and participate in the upcoming town halls to ask questions and learn more about the agreement.
Highlights
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Compensation
13% wage increase effective Oct 1, 2026
2.75% wage increase effective Jan 1, 2027
2.5% wage increase effective Jan 1, 2028
Retroactive wage payment to Jan 1, 2026
New Duty Period Premium (DPP) provides added compensation for duty hours
Contractual protection of the WestJet Savings Plan (WSP)
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Benefits & Leave
$300 annual Health Spending Account
Maternity leave top-up extended to 17 weeks postpartum
Breastfeeding accommodation increased from 18 to 24 months
Incorporation of expanded Canada Labour Code leave protections.
Increased sick leave banking provisions
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Scheduling & Reserve
Improved shift-trade flexibility, including an out-of-base partial shift trades within domiciles
Increased rest at base and on layovers
Maximum scheduled flight segments reduced from five to four
Reduced duty day maximums on multi-segment days
Enhanced reserve protections and transparency tools
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Time Off & Flexibility
Fifth week of vacation after 25 years of service
New Flexible Part-Time (Reduced Block) program
Special days off for major life events
Preferential base transfer opportunities
Additional options to improve work-life balance
Binding process to complete Swoop and Encore Flow seniority integration following ratification
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Per Diems & Premiums
Immediate increase to meal allowances following ratification
Future annual per diem increases
Premium pay (0.5x) for certain reassignment situations
New compensation for ad hoc assignments
Pairing extension premiums into days off
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Hotel & Layover Improvements
Compensation when hotel rooms are not ready
Improved hotel assignment language and protections
Enhanced transportation processes
Protection against hotel loss during IROPs
Improved deadheading provisions and commuting flexibility
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Workplace Protections
Workplace violence protections added to the agreement
Enhanced harassment and discrimination language
Stronger pregnancy accommodation protections
Improved health and safety provisions
New cybersecurity and technology protections
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Union Rights & Representation
Increased Union Flight Release time
New Inflight Service Committee
Improved access to company information
Enhanced grievance and dispute resolution processes
Greater union involvement in member accommodations and investigations
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Equipment & Uniforms
$100 annual shoe allowance
Increased uniform replacement allowance
Improved lost-luggage protection
New roller bag commitment
Duty Period Premium (DPP) Overview
One of the key goals in bargaining was addressing work performed by Cabin Personnel that was not fully recognized through the flight credit system. The Duty Period Premium (DPP) was negotiated to provide compensation for duty hours that have historically gone unpaid because they were not captured by existing credit and RIG provisions.
Because implementing a new compensation model requires system and payroll changes, the DPP will be introduced in two phases:
DPP Transition Period: Beginning in the first full schedule month following ratification and continuing until March 1, 2027, members will receive a temporary Formula Bridge payment.
Permanent DPP: Effective March 2, 2027, the Formula Bridge will be replaced by the full Duty Period Premium, which compensates members for eligible uncredited duty time.
The DPP is a standalone payment that is made in addition to all other earnings and is not subject to reconciliation.
DPP Transition Period
First Full Schedule Month Following Ratification to March 1, 2027
During the transition period, the Duty Period Premium (DPP) will be paid as a Formula Bridge until the full DPP is implemented on March 2, 2027.
Formula Bridge Payment
Number of Flight Legs Operated × 50% of Hourly Wage × 0.75
Your hourly wage is based on the pay step that applies to you.
Only operated flight legs count toward the Formula Bridge payment. Ground turnbacks and taxi segments are not considered operated flight legs for this calculation.
Example
If your hourly wage is $40.00 and you operate 3 flight legs during the monthly scheduling period:
$40.00 × 50% × 0.75 = $15.00 per flight leg
3 flight legs × $15.00 = $45.00
Total Formula Bridge Payment = $45.00
Note: The DPP Transition payment will be calculated on a monthly basis.
Permanent Duty Period Premium (DPP)
Effective March 2, 2027
Beginning March 2, 2027, the temporary Formula Bridge ends and the permanent Duty Period Premium takes effect.
DPP is paid on duty time that remains uncompensated after all pairing credits and applicable RIGs have been applied.
In simple terms:
Determine total duty time.
Determine total credited hours (including applicable RIGs).
Subtract credited hours from total duty time.
Any remaining hours are uncredited hours eligible for DPP.
DPP Formula
DPP = (Uncredited Hours × Applicable Percentage) × (Hourly Wage × 50%)
| Period | Percentage Paid |
|---|---|
| March 2, 2027 to December 31, 2027 | 75% |
| January 1, 2028 to December 30, 2028 | 85% |
| December 31, 2028 onward | 100% |
Percentage of Uncredited Hours Eligible for DPP
If uncredited hours are zero or negative, no DPP is payable.
Apply the appropriate DPP percentage based on the date.
Multiply the payable uncredited hours by 50% of your hourly wage.
Step-by-Step DPP Calculation
Determine total duty time (report to release).
Determine total credited hours (including applicable RIGs).
Calculate uncredited hours:
If uncredited hours are zero or negative, no DPP is payable.
Apply the appropriate DPP percentage based on the date.
Multiply the payable uncredited hours by 50% of your hourly wage.
Total Duty Time − Total Credit Time = Uncredited Hours
DPP = Uncredited Hours × Applicable Percentage × (Hourly Wage × 50%)
This approach ensures that duty time not otherwise compensated through the existing credit system is recognized and paid, with the percentage of eligible time increasing throughout the term of the agreement until reaching 100% on December 31, 2028.
Frequently Asked Questions
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The Tentative Agreement includes improvements across compensation, scheduling, benefits, workplace protections, and quality of life. Key highlights include:
New Duty Period Premium (DPP)
Wage increases and retroactive pay
Increased per diem rates
Enhanced scheduling, reserve, and rest provisions
New Flexible Part-Time Program
Improved hotel and reassignment protections
Increased sick leave and health benefits, including a $300 annual Health Spending Account
Enhanced maternity, accommodation, and workplace protection language
Contractual protection of the WestJet Savings Plan (WSP)
Members are encouraged to review the detailed summary documents for a complete overview of all proposed changes.
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The financial impact will vary based on pay step, flying patterns, reserve usage, and duty time. Potential financial improvements include:
A 13% wage increase effective October 1, 2026, followed by additional increases of 2.75% in 2027 and 2.5% in 2028
Retroactive pay to January 1, 2026, including retroactive WSP-matching contributions
New Duty Period Premium payments for eligible non-credited duty time
Increased per diem rates
Additional premium pay in certain circumstances
Contractual protection of the WestJet Savings Plan (WSP)
A $300 annual Health Spending Account
Members can use the Wage Calculator to estimate how the proposed changes may affect their individual earnings.
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This Tentative Agreement maintains the existing rights and protections in the current agreement while proposing improvements in multiple areas, including:
Compensation
Duty pay
Per diems
Scheduling
Reserve
Benefits
Accommodations
Vacation
Hotel protections
Workplace rights
We are working on a Comparison Tool to review specific changes between the current agreement and the Tentative Agreement.
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If members vote YES to ratify the Tentative Agreement, implementation will begin according to an agreed-upon implementation schedule.
Some improvements will take effect immediately, while others may require payroll updates, scheduling changes, system modifications, or implementation at the beginning of a future bid period.
Members will receive a detailed implementation timeline outlining when various provisions are expected to come into effect.
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If members vote No, the parties will return to mediation for up to 30 days in an effort to reach a revised agreement.
If mediation is unsuccessful, the remaining outstanding issues will proceed to binding arbitration.
It is important to know that arbitration is not another round of bargaining.
An arbitrator does not simply take the Tentative Agreement and add the items members wanted. Arbitration is a separate legal process in which the arbitrator considers the evidence presented by both parties, industry comparators, applicable labour relations principles, and what they determine to be a reasonable outcome.
Arbitration does not guarantee a better agreement.
The outcome could be better in some areas, worse in others, or substantially similar to the Tentative Agreement.
Some members may consider voting No because a particular proposal was not achieved. That is every member's right. However, members should also consider whether that issue is one an arbitrator is likely to award, and whether pursuing that objective could place other negotiated gains at risk. Ask questions in the townhalls.
Not every improvement achieved through collective bargaining is automatically preserved or enhanced in arbitration. Bargaining allows parties to negotiate creative solutions, compromises, and package settlements that may not be available through an arbitrated award.
During the townhalls your Bargaining Committee can provide additional information about the arbitration process, including realistic expectations regarding issues members may be considering when deciding how to vote. Our goal is not to persuade members to vote one way or the other, but to ensure everyone understands both the opportunities and the risks before making their decision.
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Summaries highlight major changes but cannot capture every detail, exception, or interaction between articles.
The full Tentative Agreement contains:
Complete language
Definitions
Implementation timelines
Eligibility requirements
Cross-references between provisions
Additional protections and administrative language
Members are encouraged to review the full agreement, when available, before casting their vote.
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Consider asking:
How will this affect my earnings?
How will this affect my schedule?
Which gains matter most to me personally?
What concerns from the previous agreement were addressed?
What implementation dates should I know about?
Are there changes that impact my base, position, or seniority differently?
What issues remain for future rounds of bargaining?
Town halls will provide an opportunity to discuss these and other questions.
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Members can review:
The Wage Calculator
Current vs Tentative Agreement Comparison Tool
High-Level Summary Document
LOU Summary Document
Upcoming Bargaining Committee Town Halls
These resources are intended to help members understand how the proposed changes may apply in real-world situations.
Townhall Schedule (TBD)
Your Bargaining Committee will host a series of ratification townhalls beginning the week of August 9 to review the Tentative Agreement, explain the bargaining process, discuss the major negotiated changes, and provide the context behind the Committee’s recommendations. These sessions are intended to help members understand the agreement before voting and will include opportunities to ask questions and receive clarification. Dates, registration information, and additional details will be shared shortly — this is where you will find that information.
Current Contract vs Tentative Agreement
Compare the impact of the 2026 DPP Transition (to begin from First Full Schedule Month Post Ratification) against the structural changes of the new Duty Pay Premium (DPP) system arriving in 2027.
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TA Compensation Tools
Analyze your projected monthly pay under the new TA agreements, or estimate your potential 2026 retroactive backpay.
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Duty Pay Premium (DPP) Calculator
Select your implementation timeline below to project your pay based on pre-TA (2025) starting rates.
- Scale Advancement: Advances you by 0, 1, or 2 steps depending on the selected year to reflect annual step progressions.
- Wage Escalation: Applies projected increases from 2026 through 2028 based on your selection.
- Duty Premium: Applies the transition leg-based math for 2026, or the uncredited duty percentage match for 2027/2028.
Retro Pay Estimator (2026)
Go to Rainmaker to view your past credit hours (FLICA history does not go back this far). Look for your Credit Hours Due.
Enter the decimal number (e.g., if it says 85.95 (85:57), enter 85.95) for each month from January to September.
This tool estimates backpay based on the 13% Across-The-Board (ATB) wage increase implemented for 2026.
*Retroactive pay covers the period from January 1 to September 30, with payouts expected by November 30, 2026. Please note that final amounts are subject to applicable taxes and specific contract rules.
Important: This calculator assumes a flat pay rate for the entire nine-month period. If you received a step increase during this time, you will need to perform two separate calculations (one for the months prior to your increase, and one for the months following it) and combine the results to find your estimated total.