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.

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.

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

Members can review the Current Contract vs. Tentative Agreement examples and comparison resources available on this page to better understand how specific provisions may change under the Tentative Agreement.

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.

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.

Members are encouraged to review the Town Hall recording, Frequently Asked Questions document, and Tentative Agreement materials before making their decision.

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.

The Bargaining Committee addressed many questions regarding the arbitration process during the Town Hall presentations. Members are encouraged to review the recording and FAQ materials when considering their vote.

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 strongly encouraged to review the full Tentative Agreement before casting their vote, as summaries cannot capture every provision, qualification, or interaction between articles.

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?

Members can review the FAQ document and Town Hall recording for additional context on these and many other commonly asked questions.

Members can review:

• The Wage Calculator

• Current vs Tentative Agreement Comparison Tool

• High-Level Summary Document

• Town Hall Recording

• Questions and Answers document

• Tentative Agreement (full document and summary)

These resources are intended to help members understand how the proposed changes may apply in real-world situations.